L’Oréal Saipo Industriale and union representatives have signed a new collective bargaining agreement for the 2026–2028 period at the Settimo Torinese production plant, according to official company announcements released on September 7, 2026. The agreement introduces potential bonuses exceeding 11,000 euros, alongside enhanced family support and health welfare provisions, negotiated with backing from the Unione Industriali Torino.
Financial Structure of the 2026–2028 Agreement
According to official company statements, the three-year contract features two core economic components designed to reward productivity. The participation bonus can reach up to 7,500 euros over the three-year term, while the attendance bonus can exceed 3,600 euros. Combined, these incentives provide workers with up to 11,000 euros in potential performance-based earnings.
In addition to direct cash bonuses, the agreement allocates 250 euros annually per employee for corporate welfare. Workers can convert up to 50 percent of their participation bonus into welfare services, a choice that triggers a 20 percent corporate matching increase funded by the company, as reported by L’Oréal.
Expansion of the Share & Care Welfare Program
The contract expands L’Oréal’s existing “Share & Care” program across four distinct pillars: Protect, Health, Balance, and Workplace. Plant director Chiara Sburlati noted that the initiative aims to align industrial success with employee support during a challenging period for the sector.
- Protect (Social Protection): Includes a dedicated insurance policy for employees facing severe medical conditions, up to 40 hours per year of paid leave for medical visits and hospital assistance, and three additional days annually to care for sick children or relatives.
- Health and Wellness: Provides free periodic medical check-ups in partner facilities, preventative health campaigns, and psychological support programs extended to both employees and their family members. L’Oréal also covers the full cost of enrollment in FASCHIM and contributes to FONCHIM above the minimums established by the national collective labor agreement (CCNL).
- Balance (Work-Life and Family Support): Grants 30 days of paid leave for the second parent upon the birth of a child, monthly reimbursements of up to 180 euro for nursery or babysitting expenses until the child turns three, supplementary pay during parental leave, and academic scholarships of up to 400 euros per year for high-performing children of employees.
- Workplace: Promotes hybrid work options, flexible scheduling, and the renovation of break areas and workspaces at the Settimo Torinese hub, which functions as one of the group’s major European manufacturing centers.
Industrial Relations and Local Impact
The agreement was finalized through direct negotiations between corporate management and plant union representatives. Plant Director Chiara Sburlati emphasized that investing in the workforce and their families remains vital for the long-term future of the manufacturing site and the surrounding territory. The pact reinforces traditional industrial relations models by embedding social responsibility directly into the operational strategy of the Piedmont production facility.
Worth a look