Well-being and work-life balance

The overall context that characterizes the ways of working in the various areas in which we operate is completed by agile working (or smart working), which has been progressively implemented since 2018 and today represents a consistent structural working mode (as per the 2021 and 2022 agreements between Edison and the National Trade Union Secretariats of the Electric, Energy, Petroleum and Metalworking sectors). This is complemented by paid leave for parental duties, study, medical prevention and family care.

We ensure the use of all leaves provided by collective labor agreements and company agreements, and encourage, through improved agreements, the full use of parental leave for comprehensive parenting.
 
To support employees in utilizing various opportunities, Welfare Coaches — specialists dedicated to guiding employees through listening and orientation activities — continue to be available with great success. A new tool for training, information and orientation on welfare has also been introduced through a new application platform, Euty, designed specifically for younger populations. Other specific areas of People Care actions have focused on home support for families through the Al tuo Fianco initiative, which provides concrete support, listening and proximity services funded by the company. A dedicated budget is available to meet the needs of care and specialized home assistance for families.
 
To further enhance parental support services, the mandatory leave period for employed fathers was extended from 10 to 14 days (4 additional days beyond the statutory requirement). In addition, financial support was provided to help cover childcare and early education expenses for pre‑school‑age children, including nursery school fees, kindergarten meal services and babysitting costs.

As every year, we carried out a medical prevention campaign, highly appreciated and followed by employees, with diagnostic protocols to choose from, alongside telemedicine initiatives and remote psychological support. In all Group companies, across various professional and contractual contexts, forms of supplementary healthcare and social security are applied, as stipulated by different national collective labor agreements (CCNL) based on specific corporate union agreements. 
 
Employees can also access the use of Welfare Credits, which are redeemable through the Edison Per Te platform for vouchers, services and reimbursements for child care and education, care for non-self-sufficient family members and local public transport expenses. All those entitled to company performance bonuses have had the opportunity to convert them into welfare goods and services, with tax and contribution benefits and access to additional credit.

In 2025, the new policy dedicated to young people became fully operational. A Social Company Housing policy was introduced to support young colleagues in addressing housing cost challenges, offering the opportunity to live in accommodation located close to the workplace through a financial contribution toward expenses, thereby fostering a pathway towards personal and professional independence. Since its introduction, more than 40 newly graduated employees have applied for and benefited from the initiative. In addition, the compensation framework for the young population within the Community was strengthened through a salary progression pathway closely linked to individual performance, alongside the introduction of a specific compensation policy targeted in particular at newly hired young employees graduating from first‑level technical and vocational education pathways (ITS Academy).

The Edison Amateur Sports Club – PLAY, founded in 2015, is registered with the CONI (Italian National Olympic Committee) and was strongly supported by us because we identify with the core values of sport, such as teamwork, respect, and integrity. The association is open not only to employees but also to family members and external participants, and in 2025 it exceeded 1,000 members nationwide.