Moncler - Annual Report 2024

Moncler Group | Annual Report 2024 Board of Directors’ Report 258 | ’

[S1–15] Work-Life balance metrics

During 2024, 86% of Moncler Group employees were entitled to

all types of family-related leave, including maternity, paternity,

parental, and caregiving leave. Among these employees, 577

ef fectively took advantage of these leave options, representing

8% of those eligible, with a distribution of 79% among female

employees and 21% among male employees.

The Group’s commitment to supporting parenthood and

work-life balance of its employees is also demonstrated by the

adoption of the New Parents Policy (described on page 236).

In addition, most employees are entitled to family caregiving

leave in accordance with national legislation in the countries

where such leave is provided. In countries where it is not

mandated, the Group supports employees with appropriate

measures to safeguard the well-being of those who need it.

In 2024, the Group continued its commitment to monitoring

accident rates for the employees of the service provider that

manages the logistics hub in Castel San Giovanni (Piacenza),

which is SA8000 certif ied, with the aim of ensuring optimal

working conditions. The workplace severity16 rate at the logistics

hub was 0.11 (0.10 in 2023) whereas the workplace frequency17

rate was 3.25 (3.66 in 2023). In addition, monitoring was also

extended to other service providers considered more exposed

to security risk, registering a total frequency rate for all monitored

suppliers of 4.25 (4.06 in 2023).

Severity rate number of days lost due

to workplace accidentstotal number of

hours worked x 1000

Frequency rate number of accidents

total number of hours worked

x 1000000

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