Employee welfare

Plans to support active parentinga

The Poste Italiane Group continues to support active parenting in line with the Policy launched on the subject, with various initiatives, such as the “Lifeed Parents” programme. It is a digital course aimed at employees with children up to the age of 18, to make the parenting experience a real “master”, a training ground for transversal, valuable and essential skills, also for professional growth. Also in support of parental conditions, the company’s PosteBimbi crèche service is active at the Rome and Bologna sites for the children of employees and for a quota of users from municipal and third-party entities. The service is extended to more than 100 families with children from three to 36 months; an employee contribution from the Group of 55% of the value of the monthly fee is provided. In addition, four webinars are organised, in cooperation with experts in the field, for all employees with sons and daughters of paediatric and/or adolescent age, aimed at taking an interdisciplinary pathway on diversified topics to accompany families towards aspects related to the relational, emotional and social spheres of the relationship with their children. The aim of the online seminar programmes is to put parenting skills back at the centre to improve parent-child care relationships by addressing, from an educational perspective, topics of particular interest, such as non-violent communication, sexuality, youth discomfort, language through evocative images to promote conscious processes of knowledge on the main relational dynamics.
The Group celebrates the arrival of a baby with a gift for new parents by giving them a box of care and hygiene products. Fiocco Giallo (Yellow Ribbon) is the company’s initiative to celebrate the happy event with a gesture of concrete care for families.
The programme - Mums at Work - also continues, involving employees returning from maternity leave, accompanying them in their effective reintegration into the company, supporting them with dedicated coaching courses.

Mental well-being and psychological support plan

In support of people’s mental well-being and in line with what is shared with the trade unions in the Collective Bargaining Agreement, a new nationwide experimental psychological support project dedicated to the employees of Poste Italiane and the Group companies that apply the relevant CCNL was launched. Through a specific digital platform, employees can access both individual psychological support meetings with qualified professionals and various in-depth content on topics related to mental well-being, such as blogs with thematic articles, podcasts, self-awareness tests and informative talks. The first two individual online psychological support meetings are free of charge, while the others that employees wish to access are offered at a reduced rate. The platform also includes a section dedicated to the needs of carers, with the aim of promoting greater awareness of the caring experience and supporting them in the daily management of work-life balance. In addition, to accompany the awareness-raising on the topics of mental well-being and caring, live thematic webinars are planned and subsequently made available on the platform.

Casina Poste and Parco Fluviale

The Poste Italiane Group implemented the Concession Scheme signed with the Lazio Region regarding a state-owned area located in Long-termtevere Flaminio, including a historical building and a park of about 25,000 square metres. The initiative allowed the recovery and re-functionalisation of a place historically dedicated to the well-being of employees. In 2024, the renovation of the building was completed, carried out in accordance with the original plans from 1931 and integrated with modern technological solutions, as well as the redevelopment of the outdoor areas with green spaces, sports and recreational areas. The complex, called “Casina Poste and Parco Fluviale”, is intended for employees of the Poste Italiane Group, former employees and their families. Subject to the purchase of a membership, the facility offers access to sports pitches, a gym, the riverside park and catering facilities, as well as the option to use the spaces for personal and professional events. There is also access to the River Park alone for a one-off fee. The Casina Poste Società Sportiva Dilettantistica a Responsabilità Limitata was established in June 2024 to manage the activities. The activities have been operational since 2 September 2024 and include sports, recreational and social initiatives, some of which are also open to external users. Finally, Casina Poste is used as a venue for institutional events of the Parent Company and Group Companies.

Innovative employee experience initiatives

The Poste Italiane Group has carried out a project to improve employees’ experience of the services available on the company app/intranet by measuring Google Play and AppStore ratings. The focus of the project is to design experience and design interventions for the NoidiPoste app by introducing funnels on which user evaluation actions can be placed. In 2025, the app’s menu was enriched with a new section dedicated to Training, from which it is possible to access the Learning platform directly, allowing consultation of assigned courses, open learning paths, learning communities and the personal training booklet.

Engagement and establishment of the Ambassador team in the dissemination of people care and corporate welfare initiatives

In order to foster processes of active involvement of personnel for the well-being of people, as well as for the greater use of the opportunities available and to strengthen knowledge, the emergence of needs and territorial proximity, over the next two years, the Company plans to engage at least 200 Ambassadors dedicated to the dissemination of people care and corporate welfare initiatives.

Guidance and awareness-raising initiatives for children/employees and families

The focus on the younger generation is a hallmark of the Poste Italiane Group. Particular interest is placed on the subject with the desire to contribute to the growth of young people in relation to the social fabric of reference. The focus of the programme is on fostering an alliance between the corporate and educational worlds with new opportunities for school, career and soft skills development for the children of employees and students also from vulnerable social backgrounds, through the active involvement of corporate professionals.
The actions implemented in the year 2025 were:
– “Next Generation” programme aimed at school orientation and the development of soft skills to bring young people closer to the labour market and experimentation with new languages and modes of expression¹;
– experiential workshop programmes called “Future Lab”, “Prompt’n Play”, “Math Legacy Challenge” and “Story Makers” aimed at the children of employees to stimulate reflection on their personal development plan, to explore the topics of artificial intelligence, mathematics and logical and critical thinking;
– conclusion of the two-year project “School4Life 2.0”, developed in synergy with other large companies, with the aim of helping combat school dropout by supporting educational quality through intervention plans by Company professionals as role models, mentors and masters of trades in secondary and high schools throughout Italy^2.
Also implemented was the competitive procedure for the redesign of English language study stays for children of employees with a view to promoting intercultural exchange.
With the aim of promoting the growth of the younger generation through orientation programmes, soft skills development and inclusion initiatives dedicated to employees’ children and families, the Group has planned to implement at least 15 initiatives for children and families by 2027.

Activation of an orientation and first contact service for the prevention and management of incidents of harassment, violence and gender discrimination

This action is part of the objective of activating an orientation and first contact service for the prevention and management of episodes of harassment, violence and gender discrimination in the workplace, in addition to the reporting channel provided for by the Whistleblowing discipline, which guarantees people the opportunity to express, in full anonymity and safety, risk situations in order to take possible corrective action.
The service will be implemented in cooperation with qualified external parties and will include:
– contracting a professionalised partner for the service;
– the drafting and revision of an anti-discrimination and harassment policy at work;
– the promotion of cultural awareness to combat violence;
– the activation of safe spaces for observing/receiving requests.

Expanding the way user feedback is collected

The Poste Italiane Group has extended the ways in which it collects user feedback by implementing user experience and design improvements to the NoidiPoste app. In 2026, efforts will continue through the experimental release, on three app features, of pop-ups for continuous rating surveys.

1. For further information about the initiative, please refer to “Initiatives in schools” at the paragraph “8.3.3 - Affected communities”.
2. For further information about the initiative, please refer to “Initiatives in schools” at the paragraph “8.3.3 - Affected communities”.