Welfare & Well-being

At Poste Italiane, we place great emphasis on supporting employees in their role as parents. Through the collective bargaining agreements in force from time to time, as well as initiatives introduced independently by the Company, we provide safeguards that go beyond statutory requirements. In line with this approach, we have also adopted a dedicated Policy on Supporting Mothers and Fathers. The Policy defines the Company’s guidelines and initiatives for supporting employees throughout maternity and paternity, and sets out the enhanced protections provided under the National Collective Labour Agreement and Company initiatives. In particular, we pay 100% of salary throughout maternity leave and alternative paternity leave, compared with the 80% provided for under the applicable legislation. We also provide enhanced financial treatment for mothers and fathers taking parental leave. For example, for leave taken before a child reaches six years of age, each parent receives 80% of their salary for a further two months, in addition to any months paid at 80% by INPS and available to the parents as a whole. We also support employees undergoing medically assisted reproduction treatment by granting specific time off to be made up at a later date. Subject to organisational requirements, parents taking breastfeeding or nursing breaks may also request a temporary workplace closer to their home.  These measures are complemented by the trial introduction of specific protections for social parenthood.

Our commitment to supporting parenthood is reflected in a broad range of initiatives and services, including:

• the Lifeed digital programme, which recognises the value of the parenting experience by transforming it into a genuine “masterclass” in transferable skills that can also be applied in professional life. The programme is available to new mothers and fathers, as well as parents with children up to the age of 18. In 2025, more than 1,700 colleagues took part in Lifeed;
• the promotion of shared parenting, through initiatives that encourage fathers to become more involved and participate more actively in family responsibilities, while also helping to create fairer career paths;
• a nursery service at our Rome and Bologna offices, for which the Company pays 55% of the monthly fee on behalf of employees;
• the Fiocco Giallo initiative, through which the Company celebrates the birth of a child or a child joining a family by providing a gift box containing baby care and hygiene products;
• online seminars led by sector specialists and open to all employees, designed to develop parenting skills and strengthen relationship-building and caring abilities;
• fully funded summer stays for employees’ children with disabilities, offering recreational activities, opportunities for social interaction and individual assistance from dedicated staff. The initiative promotes participants’ inclusion and well-being while providing families with practical support for their day-to-day caring responsibilities.

To support our people’s mental well-being, and in line with the provisions agreed with the trade unions under the National Collective Labour Agreement, a nationwide pilot psychological support programme has been launched for employees of Poste Italiane and Group companies that apply the relevant agreement. Through a dedicated digital platform, employees can access individual psychological support sessions with qualified professionals, as well as a variety of resources addressing mental well-being. These include blogs featuring specialist articles, podcasts, self-awareness assessments and informative talks. The first two individual online psychological support sessions are free of charge. Any additional sessions are available at a reduced rate. The platform also includes a section dedicated to carers’ needs. Its purpose is to increase awareness of the caring experience and support carers in managing their day-to-day work–life balance. Live thematic webinars will also be provided to support the awareness-raising programme on mental well-being and caring responsibilities.

Our employees have access to a supplementary healthcare fund. In particular, we offer two options: a Basic Package, whose cost is fully covered by the Company, and a Plus Package, to which the employee makes a contribution. Under both options, coverage may be extended to family members upon payment of an additional contribution by the employee.

The Poste Medical Centre is also available to our people, their families and retired employees.

Ensuring and improving our employees’ work–life balance is one of our key objectives. For this reason, our people may take advantage of agile working arrangements, or smart working, in accordance with the provisions of the National Collective Labour Agreement and the relevant agreement with the trade unions.

We regard smart working as an important tool for balancing personal and family needs with professional responsibilities. It also makes it possible to optimise the organisation and use of resources in a way that is more respectful of the environment and collective well-being. By reducing commuting, smart working helps to ease traffic congestion and lower emissions. The Company has also introduced specific reasonable accommodation measures. These ensure that particular consideration is given to smart-working requests submitted by employees in certain circumstances, subject to the Company’s organisational requirements. This includes, for example: parents during the three years following the end of maternity or paternity leave; employees with disabilities or serious medical conditions; employees from single-parent households.

Employees whose duties cannot normally be performed remotely may nevertheless use smart working arrangements when they are required to participate in specific training activities identified by the Company.

With a view to promoting intercultural exchange, education and the sharing of positive values, every year we develop numerous initiatives for our people and the communities in which we operate, with a particular focus on young people. These programmes are designed to strengthen cooperation between businesses and schools by providing new opportunities for educational and career guidance and the development of soft skills. They are aimed at employees’ children, as well as students from socially vulnerable backgrounds, and involve the active participation of professionals from across the Company.  Initiatives carried out include:

• the “Next Generation” programme, which provides educational guidance and supports the development of soft skills among young people from socially vulnerable backgrounds, helping them approach the labour market and experiment with new forms of language and expression;
• experiential workshop programmes for employees’ children, designed to encourage them to reflect on their personal development plans and explore topics such as artificial intelligence, mathematics, and logical and critical thinking;
• English-language study trips abroad for high-achieving employees’ children;
• the completion of the two-year “School4Life 2.0” project, developed in partnership with other major companies. The project aimed to help tackle early school leaving and improve the quality of education through initiatives delivered by Company professionals acting as role models, mentors and industry experts in lower and upper secondary schools throughout Italy. Over the four years of the project, Poste Italiane worked with 25 schools across the country, with the support of 34 role models, 13 mentors and 23 industry experts. They met more than 1,770 students during 152 sessions, providing over 300 hours of guidance in total. A number of employees’ children also took part as “Buddies”.

Through our Poste Mondo Welfare programme, we offer a range of benefits and services for social, educational, recreational and care-related purposes. These can be accessed easily by employees who voluntarily convert their performance-related bonus into welfare credit. The initiative allows employees to benefit from the tax advantages available under current legislation, as well as from additional welfare credits provided by the Company and the trade unions. It is a comprehensive programme delivered through a platform developed entirely in-house and highly tailored to users’ individual and family needs, as identified through dedicated employee surveys. The 2025 edition recorded approximately 50,000 registrations, an increase of 22% compared with the previous year, confirming the tangible benefits offered by the programme.

We have also created PosteXTe, a corporate discounts programme for our employees and their families. PosteXTe enables them to purchase products and services at preferential prices from carefully selected suppliers. The partners and product categories included in the programme provide broad geographical coverage and a wide range of offers relating to personal well-being and home care, essential mobility needs, shopping, travel, sport, catering services, leisure and entertainment.

We also provide engagement opportunities, listening initiatives and dedicated services for carers looking after elderly or dependent family members. In 2025, for the second consecutive year, we conducted a survey specifically for carers. It was designed both to understand their individual needs and to provide practical support, allowing participants to assess independently and confidentially their perception of their caring burden. The survey also offered an opportunity for personal reflection on possible actions and strategies for managing their circumstances and caring role. It also helps the Company identify additional initiatives and services that may be introduced to support carers. In line with this listening programme, the “Lifeed Care” programme is continuing. It aims to offer a new perspective on the value of caring responsibilities and career development. It is a digital self-discovery programme to improve one's own well-being aimed at enhancing the skills gained in acting out the support experience.

The “Noi Siamo Qui” programme also continues. It is dedicated to employees with serious or chronic illnesses or who are experiencing situations of vulnerability. The programme provides access to integrated services, including caring support, psychological assistance and inclusive coaching programmes designed to support an effective return to work. It also offers second medical opinions for cancer and cardiovascular conditions, in collaboration with the Poste Medical Centre.

Poste Italiane takes part in the awarding of the “Stelle al Merito del Lavoro”, an honour conferred by the Ministry of Labour and Social Policies on employees who have distinguished themselves throughout their careers through their expertise, commitment and professional conduct. The initiative is a tangible way of recognising and valuing the experience and contribution of our people throughout their working lives.

With regard to supplementary pension provision, we support our people by contributing to Fondoposte for non-managerial employees and to the PREVINDAI Fund for executives.

Through sport, we create opportunities for people to come together and strengthen personal relationships. To this end, we established the Poste Italiane National Football Team, which is the starting point for promoting the values of sport among all our people.

We also encourage employees to participate actively in local communities and non-profit organisations through our corporate volunteering programme.

In addition, through our education activities, we support employees and members of the public in developing their knowledge of digital and financial education, sustainability and logistics. We deliver both online and in-person initiatives with the aim of building a system in which the sharing of knowledge and skills becomes a key driver of inclusion, sustainability and collective development.