Expansion of the “short Fridays,” ten days of smart working, welfare tools, and renewal of the performance bonus. These are the cornerstones of the new supplementary contract signed for the 1,200 employees of Lavazza’s Turin Headquarters. The agreement will be valid for the 2026-2028 three-year period and generally expands the reconciliation and welfare tools implemented over the years.
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The Short Fridays in particular have been extended from 15 to 19 weeks, during the period from May to September, with the 10 days of smart working per month also confirmed, always on a voluntary basis, while the performance bonus for the next three years could exceed 12,300 euros. “The Lavazza Group chooses to further strengthen its work model based on participation in company goals and results, on employee involvement, and on well-being in the workplace,” writes the Group controlled by the Lavazza family and led by CEO Antonio Baravalle.
The agreement renews and expands a system of protections and tools dedicated to the over 1,200 collaborators of the Lavazza Headquarters, which includes the “Nuvola” site in Turin and the offices within the Settimo Torinese area. “To support the Group’s consolidation and growth path, the Parties have shared the importance of a second-level contractual framework based on a solid system of industrial relations and constructive dialogue with the Trade Unions,” Lavazza writes in a statement. A framework aimed at identifying tools consistent with the evolution of work organization and with the needs for flexibility, participation, inclusion, and well-being.
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“The Agreement, both in its economic and regulatory components, renews the Lavazza Group’s commitment to promoting a rewarding, inclusive, and flexible work environment, oriented towards the development of People. The confirmation of hybrid work and the strengthening of measures dedicated to work-life balance represent a well-defined strategic choice for us: we are convinced that investing in work quality and in the reconciliation between professional and personal life is a key factor to enhance and attract talent and support the Group’s competitiveness in the long term,” comments Enrico Contini, Chief Human Resources Officer of the Lavazza Group.
For Manuela Vendola, General Secretary of Uila Turin and Aosta Valley, the new supplementary contract represents “a concrete result, built through dialogue and the participation of female and male workers.” The agreement confirms the main welfare measures, Vendola highlights: paid leave for medical visits, sixteen hours allocated for caregiving needs, hours dedicated to veterinary care, and the possibility to access part-time work, upon request, until the child’s third birthday. Of particular importance, she adds, is the renewal of the Performance Bonus, which will continue to recognize the contribution of workers to achieving company results. “In 2026 the bonus paid exceeded 4,100 euros, equal to 140% of the target value; the new scheme raises the maximum theoretical value recognizable in the next three years to over 12,300 euros per employee.”
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