Benefits and compensation

We have the ambition to provide a positive working environment for our talents, so that they are stimulated to grow and innovate with us. The economic aspect is crucial, which is why we study a merit-based remuneration system. But we go further, because a positive company climate also stems from values such as well-being, sense of belonging and trust, all part of our corporate heritage. That’s why we have a welfare program designed to make everyday life easier, to help manage the family and care for children, to support health and educate physical well-being, offering many opportunities that relate to free time and individual passions.

In order to offer all employees a complete and transparent view of the overall Italgas offer, in 2024 we introduced the new “Total Reward: your salary in Italgas” service, which provides all employees with a platform to better understand their compensation package, consisting not only of direct and variable compensation, but also of numerous additional benefits and advantages made available by the Company for personal and family well-being. With this model, we not only recognize and value the contribution of each employee, but we also build a work environment that promotes transparency, awareness and employee engagement.

We invest in caring for people because we want them to feel proud and enthusiastic about working in our Group.

In order to strengthen employees’ sense of belonging to the Italgas Group, in 2025 we have launched the first employee share ownership plan “IGrant”, aimed at extending to all Company population the opportunity to hold share capital and contribute to the success of the Group. The plan is based on 3 allocation cycles and provides for matching mechanisms offered by the Company against the purchase of Italgas shares, with condition differentiated based on the contractual classification:

• for the non-executive [“non dirigenti”] workforce, participation in the plan is envisaged through the purchase of a maximum of 200 Italgas shares for each cycle (so-called “Subscribed Shares”). In exchange for the subscription of shares, in the first participation cycle only, the plan provides for the free assignment of 100 shares (so-clled “Bonus Shares”) and, for each participation cycle, (i) a further assignment of matching shares in a number equal NEW Italgas Report on the 2025 Remuneration Policy and 2024 Compensation Paid 30 to 100% of the shares subscribed (so-called “Matching Shares”) and (ii) subject to achievement of the ESG objective during the performance period, a further assignment of matching shares in a number equal to 50% of the shares subscribed (so-called “ESG Shares”);
• the executive [“dirigenti”] workforce is expected to join the plan through the purchase of a maximum of 1,400 Italgas shares for each cycle (so-called “Subscribed Shares”). In exchange for the subscription of shares, in the first participation cycle only, the plan provides for the free assignment of 100 shares (so-called “Bonus Shares”) and, for each participation cycle, subject to the achievement of the ESG objective during the performance period, an additional assignment of matching shares in a number equal to 25% of the subscribed shares (so-called “ESG Shares”).

The IGrant plan is part of the broader context of policies introduced in the compensation & benefits area and the total reward strategy developed in recent years. The adoption of an employee share ownership plan completes this path, further strengthening the link between employees and the Company’s success.

Remote working and flexible working arrangements

This is a working method that has already been active in Italgas for years but which was extended to the entire company population with the health emergency in 2020 and which materialized, at the end of it, in a new Remote Working agreement effective from April 2022 onwards.

By the Remote Working agreement, which can be activated on a voluntary basis and in two ways – weekly or monthly – we not only guarantee greater flexibility but confirm our commitment to protect our people and the individual specificities and uniqueness of each one: for this reason, there is the possibility to take advantage of an additional 40 days of remote working per year to support pregnancy, paternity leave, parenting, to protect fragile individuals or those coming back to work after a long period of illness, certified gender harassment and to assist relatives or minors including those with specific learning disorders. Moreover, we also guarantee flexible agreements to employees to further facilitate the work-life balance, such as part-time contract.

In addition to protecting our people, ensuring their health and safety and supporting them in the search for a work-life balance, we have tried to strengthen the sense of community even at a distance, organizing activities, training on new digital collaboration tools and events to feel closer to our colleagues and the people we work with every day.

We strongly believe that the best strategies, the most effective welfare plans and remuneration systems arise from an active listening to the needs and requirements of the people who will benefit from them.

For this reason, we pay great attention to the opinion of our colleagues and constantly monitor their working conditions, remuneration and the degree of satisfaction.

Among the most significant actions of 20234 we highlight the “Your Voice Counts” climate survey, addressed to the entire Company population, including Greece, which recorded a response rate of 87% (higher than national benchmarks and in line with 2023 results). The survey was aimed at measuring engagement levels, identifying organizational conditions that favor or hinder a positive internal climate and people’s involvement, highlighting possible areas of intervention and activating an action plan in favor of all the Group’s people.

In order to attract, retain and motivate our talents, we ensure an appropriate remuneration system in line with the role and responsibilities

Merit is the guiding principle on which our professional development and career opportunity strategies are based. Our compensation policies, differentiated in relation to performance and professional and managerial skills, are structured considering the company’s leadership model and values and to recognise:

• The responsibilities assigned;
• The results achieved;
• The quality of the professional input;
• People’s development potential.

The compensation systems are periodically updated based on the comparison with the reference remuneration markets and criteria inspired by meritocracy, inclusion and plurality, equal opportunity, enhancement of people’s knowledge and professionalism, fairness, non-discrimination and integrity.

From 2021, performance evaluation has been further extended to a broader segment of the company population with the aim of increasingly strengthening the culture of performance, the focus on results and internal meritocracy.