Nexi Group operates across a diverse range of jurisdictions, each governed by distinct labor and regulatory frameworks. All legal entities within the Group ensure full compliance with applicable labor laws and market standards. In Italy, Slovakia, and Greece1 for instance, 100% of employees are covered by national collective bargaining agreements (CBAs), which define minimum wage thresholds, working hours, and—where applicable—overtime compensation.
The Group different types of benefits for full-time employees, in line with the specificities of the Group's various legal entities and the labor markets in which the Group operates, which are governed by different regulations in the various geographical areas., grounded in principles of fairness, inclusion, and well-being. Nexi’s policies are aligned with both national legislation and international labor standards (e.g., ILO conventions), and include:
- Fair and living wages, with a focus on wage adequacy and dignity.
- Gender pays equity and access to flexible work arrangements (e.g., part-time, remote work);
- Comprehensive health and safety protections, including healthcare coverage, supplementary pension schemes, and insurance for accidents and permanent disability.
- Paid leave for medical and family-related needs, in accordance with legal and contractual provisions.
Nexi’s welfare model is consistent across the Group while accommodating local specificities. It is structured around four strategic pillars:
- Work-life balance: flexible working hours and structured smart working models and ensure the employees take their paid annual leave entitlements.
- Health protection: paid leave for medical appointments, clinical screenings, and vaccination campaigns.
- Family support: dedicated assistance for employees with disabled family members, parental leave, and educational benefits.
- Well-being and community: access to fitness programs, healthy lunch initiatives, psychological counseling, and employee engagement activities.
In Italy, Nexi has signed several innovative agreements with trade unions that complement the national CBA, including:
- A smart working agreement promoting work-life balance through trust and goal-oriented performance.
- A company bonus scheme convertible into welfare credits, with employer contributions and access to a dedicated benefit platform;
- The removal of time-stamping systems to foster flexibility and accountability.
- Enhanced health insurance policies, renewed annually and extended to family members.
- Access to sectoral training funds for continuous employee development.
In the Nordics and DACH regions, where Nexi operates through former Nets entities, structured dialogue with labor representatives is governed by national labor councils, collective agreements, and company-level arrangements. In these regions, Working Environment Committees are established to ensure a healthy and safe workplace. These committees—comprising employer and employee representatives and health professionals—are responsible for planning, monitoring, and improving workplace safety. Participation in certified training is mandatory, and committee activities are documented and subject to audits by national authorities or clients.
In the event of significant organizational changes, Nexi ensures that employee representatives are informed in advance, in accordance with national laws, CBAs, or internal agreements. Notice periods vary by jurisdiction and are consistently respected across all Group entities.
Employees wellbeing –
Our Voices Survey
Employee feedback is important for Nexi and the Our Voices Survey is the main tool that Nexi uses for listening to employees. The survey provides the employees with the opportunity to share their experiences working at Nexi and to highlight priority needs to drive engagement across the Group.The survey is conducted anonymously by a third-party provider, and it includes questions related to engagement, work-life balance, leadership, culture and ESG topics.
In 2024 Our Voices survey 87% of the employees participated, which is an increase from 2023 with 5% and a strong result ensuring input from the entire organisation. The Engagement Index has also increased and is now 66% compared to 63% in 2023. The results are communicated to all employees and actions are defined on different levels in the organisation.
