Tobacco, workers receive 200 euro increase to the average level

Employees of dry tobacco leaf processing companies will have an average increase of 200 euros per month, after Fai-Cisl, Flai-Cgil, Uila-Uil reached an agreement on the renewal of the national collective labour agreement with Apti. 'The renewal of the contract,' Fai, Flai, Uila and APTI emphasise, 'once again highlights the importance, role and quality of industrial relations in a strategic sector, both in terms of employment aspects in marginal inland areas, and for the competitiveness recognised to it in international markets.

The agreement will be valid for the three-year period 2025-2028 and guarantees an increase of 12.1 per cent, or precisely EUR 200, at level 4A, without a contractual holiday. The increase will be divided into four tranches: EUR 60 from 1 January 2025, EUR 50 from 1 January 2026, EUR 50 from 1 January 2027 and EUR 40 from 1 January 2028. In addition to this, there will be an increase of up to 1.50 per cent in the share that companies pay into Alifond and moments of disclosure on related issues.

On the one hand the increase in the pay packet, on the other hand the revision of working hours on which the company's best-favour contracts are confirmed, which provide for a reduction in working hours for the same wages, and the annual hours of rest are increased to 76 and paid with an additional 8 hours on multi-shift work.

In the agreement, the parties decided to establish an allowance for non-bargaining at the second level of EUR 30 per month and doubled the amounts of seniority increments and the end-of-campaign allowance to provide answers for permanent and fixed-term workers.

Important novelties were also introduced from a regulatory point of view. Particularly qualifying points include: actions to combat gender-based violence and discrimination in the workplace; for workers with a certified disability an additional 90 days for job preservation, and for apprentices the integration of 100% sick leave for 6 months; attention to training and safety issues with more hours of paid leave for Rls, 2 periodic meetings, legal assistance for the supervisor, and updates with respect to the introduction of new technologies.