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Welfare GRI - G4: EC3, LA2

Snam’s corporate welfare system is a well-structured group of tools and services that aim to improve the work/life balance and, more generally, the quality of the working system.

Snam’s welfare system is based on a long tradition of caring about people. It uses the most progressive experiences of the biggest Italian companies as a yardstick for growth and change.

The most traditional and consolidated elements of the corporate welfare system are:

  • insurance cover for work and non-work accidents, offering more than the statutory benefits;
  • supplemental health assistance that guarantees reimbursement for expenses incurred for health and hospital services at public and private facilities;
  • supplemental pension funds, which are largely funded by company contributions.

The model is continually updated to take account of changes in recent years and to ensure high satisfaction levels. The welfare project for the two-year period 2013-2014 has three main guidelines: introducing new initiatives targeted at emerging needs; preparing actions tailored to the requirements of the various corporate population groups and making people more aware, informed and involved.

An in-depth study of Snam’s workforce was carried out in 2013. This is a broad and dispersed community encompassing a diverse range of groups with different needs and perceptions.

To maximise the cost/benefit ratio and boost employee motivation and participation, making staff actively involved, a questionnaire was drawn up to assess levels of awareness, use and appreciation of Snam’s welfare services and to gather suggestions.

During the year, a logo was created for welfare activities, and the dedicated welfare section on the Company intranet was expanded and enhanced to provide more news and information on welfare initiatives to Snam’s employees.

Partly on the basis of the results of the analysis performed and the questionnaire, we may see a gradual rolling out of family support initiatives in the area of savings (broadening existing agreements) and health in the next few months.

In 2013, Snam rewarded employees with 25 years of service, as it does every year. This time 301 people reached the target and received a long-service award and fuel vouchers as recognition of this achievement and their individual contributions to the Company’s growth. Of the 301 people who received the award in 2013, 107 were from Snam Rete Gas, 130 from Italgas, 12 from Stogit, 2 from GNL Italia and 40 from Napoletanagas.

Other initiatives and services for staff have also been established in the key areas of: family, health, time and space, savings and relationships.

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Welfare initiatives



Intervention area



  • Summer beach or mountain outings.

  • Themed outings for adolescents focusing on English language studies, sports and respect for nature.

  • Nursery school: a centre of excellence in terms of both its teaching and its architecture that includes a crèche and a nursery school that cater for employees’ children aged 0 to 6 years, allowing parents to have a better work/life balance (operational at San Donato Milanese since September 2010).

  • Purchase of discounted textbooks.

Health and wellbeing

  • Promoting health: early cancer detection programme in cooperation with the Italian League against Cancer and with participating health facilities, and agreements with some health centres on hospital and outpatient services.

  • Special health check-up programmes for managers.

  • Anti-flu vaccine campaign.

  • Wellbeing programme: Snam offers the opportunity to engage in physical activities at selected and approved sports centres in the vicinity of the office buildings, at preferential membership rates.

  • Meals: Snam is committed to providing high quality in corporate catering, using services that ensure the use of first-rate raw materials, keep the nutritional value in the preparation process and maintain the quality of the environments and facilities where the service is provided. Take-away is another attractive option, allowing employees to save time by reserving dishes to eat at home.

Time and space

  • Many offices offer flexible timings for arriving/leaving/meal breaks (according to job and workplace type).
  • Employees may be offered flexitime (according to job and workplace type) and a working hours account so that, if authorised, they can recover overtime (according to job and workplace type).
  • The Company offers assistance with filling in 730 tax forms.
  • To promote the sustainable mobility of employees, Snam offers the option to buy discounted public transport passes. In the area of the San Donato Milanese headquarters, the Company also provides a shuttle service from the metropolitan train station to the worksites.
  • On 24 September 2013, the provisions of the technical memorandum of the agreement of 29 July 2013 on “departing from home” were approved. This procedure stipulates that employees should go directly, using their company vehicle, to the first location assigned to them to carry out their work, rather than going to their operating centre. This innovative procedure represents a growth driver for the Snam Group in the medium and long term, increasing efficiency margins in the operating structure, boosting competitiveness and at the same time reducing travel times between the home and the workplace and creating an optimum work/life balance.

Saving and relationships

  • Snam personnel are offered preferential terms for obtaining personal loans, insurance policies and credit cards, hiring cars, buying name-brand products or booking holidays. Employees have the opportunity to enjoy free or reduced-cost tickets to visit museums and exhibitions or attend concerts and operas.

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