CORPORATE WELFARE: WHEN SUCCESS BECOMES SHARED VALUE

In May, Mion S.p.A. granted a performance bonus to all employees following the full achievement of the company’s 2025 turnover and profitability targets. A milestone that reflects the strength of Mion’s business model and, from an ESG perspective, its ability to combine growth, efficiency and responsibility.

Alongside the economic results, tangible progress has also been achieved on the environmental front: more than 20% of the energy used is now self-generated, demonstrating greater production efficiency with unchanged consumption levels and an increasing use of renewable energy sources, for which further significant investments have already been approved for 2026.

Introduced in 2001 through a second-level collective agreement, the performance bonus represents a key element of the company’s welfare system. The indicators determining the bonus are updated over time, in line with the evolution of the business environment and the markets served. Its structure also includes a shared-choice approach: each employee may decide whether to receive the bonus as a financial reward in their payslip or convert it into welfare services.

The initiative maintains a universal dimension, ensuring equal access to the benefits generated by the company’s results for all employees. An approach that strengthens the sense of belonging and enhances the value of each individual’s contribution to the company’s development.

From a social perspective, in addition to the productivity bonus, Mion also provides access to a supplementary healthcare fund and support for income, family and training through Enfea.

At Mion, transparency, governance and responsibility are concrete principles that guide every decision and support sustainable long-term growth.