Lavazza: the new supplementary agreement reinforces shorter Fridays and 10 days of remote working

An extension of ‘short Fridays’, ten days of remote working, welfare schemes and the renewal of the performance-related bonus. These are the key elements of the new supplementary agreement signed for the 1,200 employees at Lavazza’s Turin headquarters. The agreement will cover the three-year period 2026–2028 and, broadly speaking, expands on the work-life balance and welfare measures introduced over the years.

In particular, the ‘short Fridays’ scheme has been extended from 15 to 19 weeks, running from May to September; the 10 days of remote working per month have also been confirmed, again on a voluntary basis, whilst the performance-related bonus for the next three years could exceed €12,300. “The Lavazza Group has chosen to further strengthen its working model, which is based on sharing in the company’s objectives and results, on employee engagement and on wellbeing in the workplace,” writes the Group, which is controlled by the Lavazza family and led by CEO Antonio Baravalle.

The agreement renews and expands a system of safeguards and measures designed for the more than 1,200 employees at the Lavazza Business Centre, which comprises the ‘Nuvola’ headquarters in Turin and the offices within the Settimo Torinese area. “In support of the Group’s consolidation and growth strategy, the parties have agreed on the importance of a second-level collective agreement based on a solid framework of industrial relations and constructive dialogue with the trade unions,” Lavazza states in a press release. This framework aims to identify measures consistent with the evolution of work organisation and with the needs for flexibility, participation, inclusion and wellbeing.

“The Agreement, in both its economic and regulatory aspects, reaffirms the Lavazza Group’s commitment to promoting a rewarding, inclusive and flexible working environment, focused on the development of its people. The continuation of hybrid working and the strengthening of measures designed to support work-life balance represent a clear strategic choice for us: we are convinced that investing in the quality of work and in the balance between professional and personal life is a key factor in attracting and retaining talent and sustaining 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 Valle d’Aosta, the new supplementary agreement represents “a tangible achievement, built through dialogue and the participation of workers”. The agreement confirms the key welfare measures, Vendola points out: paid leave for medical appointments, sixteen hours allocated for caregiving needs, time set aside for veterinary care, and the option to work part-time, upon request, until the child reaches the age of three. Of particular significance, he adds, is the renewal of the Performance Bonus, which will continue to recognise the contribution of employees to the achievement of the company’s results. ‘In 2026, the bonus paid exceeded €4,100, equivalent to 140 per cent of the target value; the new scheme brings the maximum theoretical amount payable over the next three years to over €12,300 for each employee.’