Moncler - Annual Report 2024

Moncler Group | Annual Report 2024 Board of Directors’ Report 254 | ’

[S1–10] Adequate wages

[S1–11] Social protection

All Group employees, regardless of gender, receive entry-level

salaries that are equal to or higher than the minimum required

by law or collective bargaining, as also highlighted by the annual

living wage analysis conducted on the entire workforce11 according

to the Fair Wage Network methodology, described on pages 264; 267.

The social protection levels of fered by the Group to its employees

comply with the legal standards in force in the countries

in which it operates and, in some cases, are improved thanks

to the adoption of specif ic policies. One example is the

New Parents Policy (see pages 236; 258), which introduces

a global minimum standard that provides 16 weeks of fully paid

leave for all new parents employed by the Moncler and

Stone Island brands, regardless of gender, marital status and

sexual and af fective orientation, taking into account both

the f ixed and variable components of pay, and including any

amounts locally recognised by authorities, laws, and collective

bargaining agreements.

Regarding illness, unemployment (from the start of the

employment relationship), workplace injuries, acquired disability

and retirement, the Group adheres to local legislation to ensure

coverage for these events for employees. It should be noted that

in 8 countries (Italy, Japan, the United Kingdom, the

United Arab Emirates, Ireland, Denmark, Norway and the

Netherlands), local regulations impose limitations on contribution

requirements, company seniority or participation in private funds.

In 2024 in all the countries where the

Group operates employees receive an

average salary above the living wage

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