Veronafiere signs new Company Supplementary Agreement
Veronafiere has taken another strategic step forward by signing today, together with trade unions and employee representatives, its new Company Supplementary Agreement (CIA), effective from 1 September 2025 to 31 August 2028.
The agreement reflects the company’s evolving organizational model—one that prioritizes sustainability, inclusion, and employee well-being, while also strengthening Veronafiere’s competitive position in the national and international trade fair landscape. The result is the product of constructive and inclusive social dialogue, reinforcing a shared commitment to building a modern, fair, and attractive work environment.
At the heart of the agreement are concrete measures supporting corporate welfare, work-life balance, and skill development.
Among the key new features is the introduction of more flexible working hours, giving employees greater autonomy in managing their workday. Following a successful trial phase, remote working is now formally integrated into the company structure, with contractual arrangements that support a healthy balance between professional and personal needs.
The new CIA also introduces a structured incentive system, including a variable collective bonus tied to achieving company goals in productivity, quality, and efficiency. For the first time, employees will have the option to convert their bonus into welfare services, receiving a 10% additional incentive on the converted amount. This opportunity is also extended to staff leasing workers, promoting inclusion and equal treatment.
In line with its people-first philosophy, Veronafiere is introducing new paid leave options: 10 hours per year to accompany parents over 75 to medical appointments, as well as additional leave for the care of children and family members. These measures complement established tools such as post-maternity part-time work and leave for early childhood school integration.
On the training front, the agreement reinforces continuous internal learning and introduces specific measures such as paid leave for study or exams, contributions toward degrees and master’s programs earned while employed, unpaid leave for internships, and part-time options to support academic progress.
The contract reaffirms Veronafiere’s commitment to a corporate culture rooted in equal opportunity, accessibility, and environmental sustainability. In particular, Article 42 establishes the adoption of active gender equality policies (certified under UNI/PdR 125:2022), removal of architectural barriers, implementation of inclusive digital solutions, and reinforcement of shared green initiatives with staff, such as incentives for sustainable commuting.
“In fulfilling our mission to create value for stakeholders and grow the company, Veronafiere is actively committed to fostering a culture of respect, empowerment, and employee well-being,” said Adolfo Rebughini, General Director of Veronafiere. “This means supporting both professional and personal growth, while driving innovation and socio-economic progress. We believe this vision will lead to lasting change and spark positive dynamics not only in our industry but also in the broader community.”
“With this new Supplementary Agreement,” added Anna Nicolò, Director of People & Culture and Operations at Veronafiere, “we are reinforcing a people-centric vision of work and our commitment to social responsibility. Flexibility, welfare, and inclusion are no longer just values—they are concrete tools to attract, motivate, and develop our human capital, which is essential to our competitive edge.”
With this agreement, Veronafiere not only confirms its leadership in organizing high-quality trade fairs but also strengthens its position as a model of responsible business, focused on innovation, sustainability, and the value of its people.
