We offer our people a reward system and a wide range of benefits and welfare initiatives.
Our remuneration policies are defined according to a global, integrated model consistent with the relevant markets and in compliance with local legislation. Salary progression is linked exclusively to objective, verifiable and merit-based criteria based on the skills required by the role, annual performance and benchmarking within the local salary market. This system uses market median remuneration references to ensure fair and competitive compensation based on the role and level of professionalism. Additionally, as part of its policies, Eni has systematically monitored the gender pay gap annually since 2011 by adopting structured analysis and reporting tools. The company has also proactively intervened through its own policies to ensure that this indicator does not show any particular deviations. International mobility is essential to the development of our business and our people. Therefore, we offer remuneration policies in line with international standards that compensate for the potential inconvenience of moving abroad, such as providing support for accommodation, children's education, return travel and family reunification, consistently with international standards.
Corporate welfare is an important part of Eni's history and identity as an employer. We put people at the centre of our business strategy, positioning ourselves as a "caring company", a company that promotes an ongoing commitment to caring its people to create a shared value chain.
This commitment to caring for people over time has resulted in a comprehensive system of corporate benefits and welfare. This system comprises a range of services, initiatives, and tools designed to enhance employee well-being. It is widely recognised as a leading example in the sector, as evidenced by the "Health Friendly Company" certification from the Onda Foundation's Observatory of Women's and Gender Health.
We are a company that is close to its people. We design welfare initiatives to address needs in different areas: health, social security, income support and family support to promote work life balance.
The offer of services and opportunities involves new hires and then develops throughout their careers and it may vary in relation to the different geographical realities in which Eni operates.
For Eni, health is a priority and an essential right in all its aspects. As a caring company we support the mental, physical and social well-being of our people, their families and the communities in which we operate. Our health promotion activities aim to develop an environment that enhances, provides and promotes opportunities for health. Our aim is to influence lifestyles by acting on knowledge, on attitudes towards the events of life and on behaviours.
By working with qualified institutions throughout Italy, we promote initiatives aimed at spreading a prevention-oriented mindset. All employees working in Italy have the opportunity to voluntarily participate in Previeni with Eni, a screening initiative for cancer and cardiovascular disease prevention carried out in partnership with qualified health facilities throughout the country. The programme is free of charge, tailored to age and gender and can be activated every two years. As part of the prevention activities, we promote the implementation of a seasonal campaign of flu vaccinations offered to all employees in Italy.
Support for health also includes listening to our people in Italy and providing them with information on specific problems through a 24/7 psychological counselling service and a dedicated channel for victims of gender-based violence and harassment (Help line).
There is also a information point set up in cooperation with AIMaC (Italian Association of Cancer Patients) offering psychological support, guidance and information to cancer patients and their families.
Eni also offers a social assistance service.
All our people have access to health facilities for first aid and medical check-ups and, in Rome and Milan, for specialist medical examinations. Several occupational medicine and health protection centres are also operating at some of our production sites.
At sites where Eni has headquarters, it has made agreements with state-of-the-art healthcare facilities to offer specialised medical care at a discount on standard prices. Eni has signed agreements with the San Raffaele Hospital in Milan, the Policlinico San Donato and the Campus Bio-Medico University in Rome.
Più Salute is the innovative service by which Eni offers its people and their family members free immediate, digital and home-based qualified medical assistance through a single access channel accessible via app or website.
Our goal is an all-round coverage of the health needs of our people and their families. Thanks to Più Salute it is possible to request an immediate telephone or video consultation with a general practitioner or, by appointment, with a specialist, to activate home healthcare services, or book a medical history interview to design a personalised health plan. In addition, a dedicated support centre is always available to book consultations and much more.
We focus our investments in particular on promoting patterns of behaviour that improve people's daily well-being This commitment extends to the quality of our corporate catering services with carefully selected ingredients from the Italian supply chain. Our varied menus are designed to encourage a balanced diet.
There is also the option for all employees and their families to access a platform through which they can buy discounted gym memberships at a network of around 4,000 sports centres across Italy.
Our people are given the opportunity to work from home. This makes it easier for them to reconcile professional and personal needs and saves commuting time, which is also beneficial in environmental terms.
Introduced at Eni as early as 2017 and expanded in 2021, it was further updated in 2025 with new welfare options.
In Italy, Eni employees can request to work from home if they work in offices and industrial sites. Specific measures are provided for, such as the Welfare Package (20 days per year to be used for specific work-life balance needs), the extension of parental leave entitlements until the child reaches the age of 6, and support for the health of children, cohabiting partners and parents with disabilities. For our employees abroad, remote working is being gradually extended in line with local regulations.
We offer flexible working hours on a weekly and seasonal basis to promote a better work-life balance for our employees.
We have appointed Mobility Managers at sites that fall under the scope of the Ministry of Ecological Transition's Decree of 12 May 2021. They organise, manage and promote initiatives aimed at reducing the environmental impact of private car use.
We also offer the opportunity to access for free or at favourable rates services like company shuttles, e-bike sharing, annual local public transport tickets and car rentals with some of the main rental companies.
Our San Donato Milanese and Rome sites now offer an experimental free charging service for electric and plug-in hybrid vehicles.
We offer the opportunity to attend theatre and music performances, visit museums and exhibitions at reduced prices.
Since 2015, we have guaranteed all our employees globally the minimum maternity standards prescribed by the International Labour Organisation (ILO).
In 2025, Eni introduced new leave arrangements to give parents more flexibility in organising their time, allowing them to devote more attention to their children at important stages in their growth.
Eni values paternity protection as a way to encourage the sharing of childcare responsibilities, equal opportunities for working mothers and working fathers, and balancing life and work. In this area, in addition to the statutory 10 days paternity leave, the Company grants fathers an additional 20 working days of 100% paid leave (which need not be taken continuously) until the child is five months old.
Furthermore, where local maternity protection under law, agreements, regulations or company practices is lower, Eni applies the provisions of ILO Convention No. 183/2000, guaranteeing maternity leave of at least 14 weeks at full pay (based on the previous year), pro-rated over the leave period.
In Italy, Eni has introduced further flexibility by guaranteeing 30 per cent of pay for five days’ leave to care for sick children aged between 3 and 8, which can be taken by both parents on an alternating basis. In addition, mothers, or, alternatively, fathers, will be entitled to daily breaks (formerly known as breastfeeding breaks) until the child is 18 months old, even whilst working from home, for a total of 2 hours per day (provided their daily working hours exceed 6 hours).
In San Donato Milanese and Rome, we offer crèche and kindergarten services for children aged 0 to 6. Our approach is based on a pedagogical model designed to provide a very flexible service with a strong focus on the child's well-being.
We organise summer holidays in seaside and mountain resorts for children and teenagers aged between 6 and 14. Our programmes include workshops, sports, games and leisure activities, and activity programmes and experiences of various kinds, in line with Eni's values.
For 15- and 16-year-olds, we offer the opportunity to take part in English-language summer camps with sports, cultural and nature activities. The activity plan also includes moments for engagement and dialogue on themes connected with the goals of the UN 2030 Agenda and offers educational pathways to foster awareness of issues related to interculturality and respect for human rights.
We have tailored the Eni CarePoint service to a specific group of people who require special attention, such as carers, elderly parents and family members who are unable to look after themselves. By contacting a care manager, families facing issues relating to a lack of self-sufficiency and disability are provided with information, guidance and support.
Our people can voluntarily join pension schemes that offer supplementary provisions in addition to those offered by the public pension system. Members can benefit from the contributions the company pays into the plan on their behalf.
The company organises special training sessions for all new hires so that they can understand the value of supplementary pension schemes and to promote voluntary and informed access to them. It also provides an incentive for joining the pension funds in the form of payment by the company of ordinary employee contribution, limited to the first two years.
Our people can join Healthcare plans that provide supplementary healthcare in addition to the medical services provided by the National Health Service, with the possibility of extending them to their family members Participation in the plans is voluntary and allows members to benefit from the contributions paid by the company on their behalf. The benefits offered by supplementary healthcare plans have been further improved by health coverage from leading insurance companies. Healthcare plans usually also include reproductive and maternal health services (e.g. gynaecological examinations, pre- and post-natal check-ups, PAP tests, mammography, etc.).
We provide our people with insurance coverage against the risk of death and permanent disability, for occupational and non-occupational accidents and disease.
Thanks to specific agreements, they can also take out policies on favourable terms with selected insurance companies.
We give our people the opportunity to obtain loans on favourable conditions in terms of loan capital, interest rate, loan duration and collateral required
Accommodation scouting
We offer support and assistance to newly recruited young people to help them find accommodation near their place of work, by providing a accommodation-scouting service and covering agency fees. In addition, for young new hires living away from home, we also guarantee the option of accommodation in halls of residence for the first three months following recruitment, whilst they look for a place to live.
Thanks to agreements with leading operators, all Eni’s people in Italy can apply for corporate credit cards on favourable terms. The cards can be used in Italy and abroad to pay for work-related and personal expenses.
We offer our employees the possibility of converting a portion of their company performance bonus into welfare-related goods and services, taking advantage of the opportunities afforded by the law in terms of tax and pension contributions.
The individual basket of flexible benefits can be selected freely depending on individual and family needs through a dedicated web platform.
Employees have access to a portal offering instant discounts on products, services and experiences across a wide range of categories, such as travel, fashion, sport, health, events, home, food and wine, etc. Through dedicated partnerships, they can also take out insurance policies on favourable terms. An agreement is in place for the purchase of refurbished IT hardware, along with special offers for Eni people.
For Eni, health is a priority and an essential right in all its aspects. As a caring company we support the mental, physical and social well-being of our people, their families and the communities in which we operate. Our health promotion activities aim to develop an environment that enhances, provides and promotes opportunities for health. Our aim is to influence lifestyles by acting on knowledge, on attitudes towards the events of life and on behaviours.
By working with qualified institutions throughout Italy, we promote initiatives aimed at spreading a prevention-oriented mindset. All employees working in Italy have the opportunity to voluntarily participate in Previeni with Eni, a screening initiative for cancer and cardiovascular disease prevention carried out in partnership with qualified health facilities throughout the country. The programme is free of charge, tailored to age and gender and can be activated every two years. As part of the prevention activities, we promote the implementation of a seasonal campaign of flu vaccinations offered to all employees in Italy.
Support for health also includes listening to our people in Italy and providing them with information on specific problems through a 24/7 psychological counselling service and a dedicated channel for victims of gender-based violence and harassment (Help line).
There is also a information point set up in cooperation with AIMaC (Italian Association of Cancer Patients) offering psychological support, guidance and information to cancer patients and their families.
Eni also offers a social assistance service.
All our people have access to health facilities for first aid and medical check-ups and, in Rome and Milan, for specialist medical examinations. Several occupational medicine and health protection centres are also operating at some of our production sites.
At sites where Eni has headquarters, it has made agreements with state-of-the-art healthcare facilities to offer specialised medical care at a discount on standard prices. Eni has signed agreements with the San Raffaele Hospital in Milan, the Policlinico San Donato and the Campus Bio-Medico University in Rome.
Più Salute is the innovative service by which Eni offers its people and their family members free immediate, digital and home-based qualified medical assistance through a single access channel accessible via app or website.
Our goal is an all-round coverage of the health needs of our people and their families. Thanks to Più Salute it is possible to request an immediate telephone or video consultation with a general practitioner or, by appointment, with a specialist, to activate home healthcare services, or book a medical history interview to design a personalised health plan. In addition, a dedicated support centre is always available to book consultations and much more.
We focus our investments in particular on promoting patterns of behaviour that improve people's daily well-being This commitment extends to the quality of our corporate catering services with carefully selected ingredients from the Italian supply chain. Our varied menus are designed to encourage a balanced diet.
There is also the option for all employees and their families to access a platform through which they can buy discounted gym memberships at a network of around 4,000 sports centres across Italy.
Our people are given the opportunity to work from home. This makes it easier for them to reconcile professional and personal needs and saves commuting time, which is also beneficial in environmental terms.
Introduced at Eni as early as 2017 and expanded in 2021, it was further updated in 2025 with new welfare options.
In Italy, Eni employees can request to work from home if they work in offices and industrial sites. Specific measures are provided for, such as the Welfare Package (20 days per year to be used for specific work-life balance needs), the extension of parental leave entitlements until the child reaches the age of 6, and support for the health of children, cohabiting partners and parents with disabilities. For our employees abroad, remote working is being gradually extended in line with local regulations.
We offer flexible working hours on a weekly and seasonal basis to promote a better work-life balance for our employees.
We have appointed Mobility Managers at sites that fall under the scope of the Ministry of Ecological Transition's Decree of 12 May 2021. They organise, manage and promote initiatives aimed at reducing the environmental impact of private car use.
We also offer the opportunity to access for free or at favourable rates services like company shuttles, e-bike sharing, annual local public transport tickets and car rentals with some of the main rental companies.
Our San Donato Milanese and Rome sites now offer an experimental free charging service for electric and plug-in hybrid vehicles.
We offer the opportunity to attend theatre and music performances, visit museums and exhibitions at reduced prices.
Since 2015, we have guaranteed all our employees globally the minimum maternity standards prescribed by the International Labour Organisation (ILO).
In 2025, Eni introduced new leave arrangements to give parents more flexibility in organising their time, allowing them to devote more attention to their children at important stages in their growth.
Eni values paternity protection as a way to encourage the sharing of childcare responsibilities, equal opportunities for working mothers and working fathers, and balancing life and work. In this area, in addition to the statutory 10 days paternity leave, the Company grants fathers an additional 20 working days of 100% paid leave (which need not be taken continuously) until the child is five months old.
Furthermore, where local maternity protection under law, agreements, regulations or company practices is lower, Eni applies the provisions of ILO Convention No. 183/2000, guaranteeing maternity leave of at least 14 weeks at full pay (based on the previous year), pro-rated over the leave period.
In Italy, Eni has introduced further flexibility by guaranteeing 30 per cent of pay for five days’ leave to care for sick children aged between 3 and 8, which can be taken by both parents on an alternating basis. In addition, mothers, or, alternatively, fathers, will be entitled to daily breaks (formerly known as breastfeeding breaks) until the child is 18 months old, even whilst working from home, for a total of 2 hours per day (provided their daily working hours exceed 6 hours).
In San Donato Milanese and Rome, we offer crèche and kindergarten services for children aged 0 to 6. Our approach is based on a pedagogical model designed to provide a very flexible service with a strong focus on the child's well-being.
We organise summer holidays in seaside and mountain resorts for children and teenagers aged between 6 and 14. Our programmes include workshops, sports, games and leisure activities, and activity programmes and experiences of various kinds, in line with Eni's values.
For 15- and 16-year-olds, we offer the opportunity to take part in English-language summer camps with sports, cultural and nature activities. The activity plan also includes moments for engagement and dialogue on themes connected with the goals of the UN 2030 Agenda and offers educational pathways to foster awareness of issues related to interculturality and respect for human rights.
We have tailored the Eni CarePoint service to a specific group of people who require special attention, such as carers, elderly parents and family members who are unable to look after themselves. By contacting a care manager, families facing issues relating to a lack of self-sufficiency and disability are provided with information, guidance and support.
Our people can voluntarily join pension schemes that offer supplementary provisions in addition to those offered by the public pension system. Members can benefit from the contributions the company pays into the plan on their behalf.
The company organises special training sessions for all new hires so that they can understand the value of supplementary pension schemes and to promote voluntary and informed access to them. It also provides an incentive for joining the pension funds in the form of payment by the company of ordinary employee contribution, limited to the first two years.
Our people can join Healthcare plans that provide supplementary healthcare in addition to the medical services provided by the National Health Service, with the possibility of extending them to their family members Participation in the plans is voluntary and allows members to benefit from the contributions paid by the company on their behalf. The benefits offered by supplementary healthcare plans have been further improved by health coverage from leading insurance companies. Healthcare plans usually also include reproductive and maternal health services (e.g. gynaecological examinations, pre- and post-natal check-ups, PAP tests, mammography, etc.).
We provide our people with insurance coverage against the risk of death and permanent disability, for occupational and non-occupational accidents and disease.
Thanks to specific agreements, they can also take out policies on favourable terms with selected insurance companies.
We give our people the opportunity to obtain loans on favourable conditions in terms of loan capital, interest rate, loan duration and collateral required
Accommodation scouting
We offer support and assistance to newly recruited young people to help them find accommodation near their place of work, by providing a accommodation-scouting service and covering agency fees. In addition, for young new hires living away from home, we also guarantee the option of accommodation in halls of residence for the first three months following recruitment, whilst they look for a place to live.
Thanks to agreements with leading operators, all Eni’s people in Italy can apply for corporate credit cards on favourable terms. The cards can be used in Italy and abroad to pay for work-related and personal expenses.
We offer our employees the possibility of converting a portion of their company performance bonus into welfare-related goods and services, taking advantage of the opportunities afforded by the law in terms of tax and pension contributions.
The individual basket of flexible benefits can be selected freely depending on individual and family needs through a dedicated web platform.
Employees have access to a portal offering instant discounts on products, services and experiences across a wide range of categories, such as travel, fashion, sport, health, events, home, food and wine, etc. Through dedicated partnerships, they can also take out insurance policies on favourable terms. An agreement is in place for the purchase of refurbished IT hardware, along with special offers for Eni people.
The value of corporate welfare is linked to our ability to continually evolve, first of all by listening to people.
Over the past few years, we have conducted a number of listening initiatives for specific population groups to help us develop our new welfare plan.
The main areas of focus of this new proposal concern the physical and mental well-being of individuals and support for parents and caregivers. We are also committed to strengthening social protection and income support through new initiatives in social security, finance and insurance.
The ESOP is a concrete sign of Eni's recognition of the value of its people, allowing them to participate in the company's results through the free allocation of shares. Introduced in 2024, the Plan stands out for its global scope: a key feature of the 2024 and 2025 editions was its extension to foreign companies, a decision rewarded by over 26,000 participants in 37 countries. The initiative continues to look to the future: from 2026, the Plan will evolve into a co-investment model, with an additional shareholding offered by Eni for the purchase of shares, to continue to consolidate the trust between Eni and its people.
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