Lavazza Group: new supplementary agreement for the 1.200 employees at the Head Office

Lavazza Group has signed the new supplementary agreement for the three-year period 2026-2028 which renews and expands protections and tools for the more than 1.200 employees at the Turin Head Office.

Approved by the Workers’ Assembly of the Lavazza Head Office and signed by the company with the Head Office’s unitary trade union representation and the local trade union organisations, the agreement confirms the Group’s commitment to promoting an organisational model capable of combining competitiveness, innovation and people’s quality of life.

Short Fridays and smart working

The new agreement introduces not only the confirmation of short Fridays, which have proved to be an effective tool for balancing professional and personal life without affecting productivity, but also their extension from 15 to 19 weeks between May and September.

The smart working, introduced by the company in 2018 continues, having become over the years an important tool for evolving working methods and promoting a better integration of private and working-life needs.

The possibility of carrying out one’s work flexibly for up to 10 working days per month, which may also be used over several consecutive days, is confirmed. The hybrid working model, combining on-site and smart working, continues to be based on personal responsibility, autonomy in achieving objectives and the enhancement of company premises as a place for collaboration and exchange among colleagues.

Parental leave

The policy, introduced during 2025, guarantees all people in the Group, globally, of paid parental leave for 100% eight weeks. It applies without distinction – to women and men, heterosexual or same-sex parents, single-parent families, and biological or adoptive parents – recognising the value of parenthood in all its forms. It therefore represents a global minimum standard that complements and, where necessary, more favourably supplements local legislation (for example, in Italy it applies to the father or other parent), and which the Group will consider extending further in the immediate future.

Welfare policies

The main welfare measures already introduced in previous years and gradually expanded through the “Time to Care” programme are confirmed, particularly with regard to the health and prevention pillar. In addition to specific paid leave for medical appointments, a further 16 hours are still available for caregiving, to accompany family members and relatives/cohabitants to medical appointments, both outpatient and hospital-based, as well as four hours per year for veterinary care and assistance needs for their pets. The possibility of accessing part-time work is also reconfirmed, automatically upon request alone, for working mothers and fathers until the child reaches three years of age.

Diversity, equity and inclusion

In line with the Group’s commitment to promoting an inclusive, equitable working environment focused on valuing diversity, as defined in the strategic plan 2025-2029, the company continues along its Gap Free, a structured cultural transformation programme aimed at promoting equal opportunities, valuing differences and the active participation of people in the company community in its various forms. In this context, particular importance is given to people’s direct contribution through Employee Resource Groups (ERGs), spaces for discussion and listening dedicated to topics such as parenthood, gender, caregiving and the different generations in the company.

Performance bonuses

In 2026, thanks to the results achieved by the Group, Head Office employees were paid a bonus worth more than 4.100 euros, equal to 140% of the target value. With the signing of the new agreement, the incentive system is renewed for the next three years for all employees covered by the agreement: the scheme is intended not only to recognise professional commitment, but also, through the definition of financial and organisational indicators, to serve as a tool for the direct and informed participation of all employees in the company’s medium- and long-term strategy, which is communicated and shared, creating a common commitment to achieving objectives. The new bonus brings the maximum theoretical cumulative value payable over the next three years to more than 12.300 euros per person.

“The Agreement, both in its financial and regulatory components, renews Lavazza Group’s commitment to promoting a rewarding, inclusive and flexible working environment focused on people’s development. The confirmation of hybrid working and the strengthening of measures dedicated to work–life balance represent a clearly defined strategic choice for us: we are convinced that investing in the quality of work and in reconciling professional and personal life is a decisive factor in enhancing and attracting talent and supporting the Group’s competitiveness over the long term – comments Enrico Contini, Chief Human Resources Officer of Lavazza Group – The innovations introduced add to an already robust and pioneering corporate welfare system, which we continue to enrich with concrete measures supporting our people. This demonstrates a vision that regards human capital as the fundamental resource and indispensable element in the sustainable growth journey of an increasingly global Group”.

This article was translated from the original Italian version with the assistance of artificial intelligence. In case of discrepancies, please refer to the original Italian version.