De Nora’s initiatives for its people’s wellbeing

In a healthy and inclusive work environment, everyone’s physical and mental wellbeing is a priority.  

This attention improves people’s quality of life, making them feel more motivated and with a stronger sense of belonging. 

Knowing that wellbeing depends on several factors, De Nora has developed a system based on benefits and initiatives that offer support in many aspects of the personal and professional life.  

Key initiatives such as free psychological support, remote working policies, company agreements with sports centers, and parental leaves are crucial for maintaining a high level of well-being within the company.  

Let’s dig into them. 

1. De Nora’s initiative to foster wellbeing  

1.1 Remote work policies and ergonomic devices 

De Nora was one of the first companies to implement remote working policies, anticipating the Italian legislation approved in 2018, and even before it became a necessity due to the pandemics in 2020. 

At first, remote work was useful to meet specific needs, such as supporting moms during pregnancy, but today it is a widespread practice at every level of the company.   

At De Nora, the flexibility policy provides two days of remote work per week, but it leaves room for everyone to decide with their managers the best balance between working from home and coming to the office, even enabling them to work remotely for more than two days if needed.  

This approach is based on trust and it leads to a higher engagement and a better blend of private and work life.  

Moreover, to ensure an optimal comfort even when working from home, De Nora provides its people with various ergonomic devices, such as laptop stands, keyboards, bluetooth mice, back support pillows and footrests. These tools help reduce the risk of poor posture caused by sitting in environments that are hard to adapt for work activities, making them more suitable.  

1.2 Free psychological counseling 

Psychological support is one of the most effective tools to improve people’s emotional and mental wellbeing. However, such a service can be expensive.  

De Nora, together with several partners specialized in online psychological support, offers many free counseling sessions that can be booked anonymously through dedicated platforms.     

This service is obviously available also for people undergoing significant changes in their personal and professional lives, for example new parents, people approaching or already in retirement. This is a way to show how committed the company is to caring for its people, beyond just work.  

1.3 Corporate agreement with gyms 

Physical wellbeing is another crucial element. Not only is it beneficial for the body, it also helps manage stress, improve productivity and focus, and increase energy and learning levels.  

To promote physical activity among its people, many of De Nora’s branches offer corporate agreements with local gyms. In Italy, for example, De Nora covers 50% of the enrollment cost for a chain of fitness centers.   

To champion a better balance between personal life and work, De Nora allows people to extend their lunch break to go to the gym, without having to give up their free time during the evening.   

1.4 Wooffice: bring your pet at work  

Despite De Nora promoting remote work and flexibility, going to the office is often necessary. To make it easier for people to manage their pets, De Nora introduced in its Milan and Venice offices the initiative Wooffice. 

The project enables people to bring their dog to work, while respecting safety conditions and the wellbeing of both people and animals. It means that no colleague will suffer from allergies and that the animal must have health certifications.  

1.5 Supplementary health assistance  

People’s health is what allows them to live peacefully, feel engaged and fully express their potential. That’s why most of De Nora’s branches worldwide offer supplementary health insurance to all the colleagues, employees and workers, often with the possibility of extending it to their relatives.   

The packages, among the most complete in each country, offer access to a wide range of health facilities and include complementary health services. 

The services provided are: specialist consultations, diagnostic tests, surgeries, hospital admissions, dental care, physiotherapy, prevention and maternity support.

Often, they also include the possibility of reimbursement for costs incurred at non-affiliated facilities. This is one of the most appreciated benefits among people, as it is a genuine protection and wellbeing tool and it helps improve the quality of life for individuals and their families, strengthening the sense of belonging and the trust in the company.    

1.6 Initiatives to support parents  

Attention and care to its people cover all the phases of life.  Special attention is dedicated to new parents' needs as the period between the beginning of the pregnancy and the return to work after parental leave can be delicate and challenging.  

De Nora offers to new parents an extra leave beyond what is provided by law. 

Furthermore, after the end of maternity leave, moms have the option to work fully remotely for a maximum of five months to help them get back to work gradually during a period when the balance between personal and professional life undergoes significant changes. 

De Nora has also implemented an important project to support colleagues, including financially, who are going through processes for custody, adoption and medically assisted procreation.  

1.7 De Nora’s approach to company wellbeing  

De Nora has developed a systematic approach to monitor people’s wellbeing that uses three different sources to assess whether the strategies adopted actually meet the needs of its colleagues.  

First of all, an annual survey is submitted to evaluate the climate within the company (WeDN), many areas of the business culture and of the work environment are covered, including inclusion, leadership, and wellbeing.

In 2025, the survey registered a redemption rate of more than 90%, a pleasing result for an industrial context and a clear sign of the culture of feedback that the company works hard to create.  

Moreover, De Nora uses an external assessment provided by Great Place to Work, which offers a comparative positioning of the company in the market.

The Italian companies within the group obtained the certification for both years they applied for the assessment (2023 and 2024), and in 2024 they ranked among the top 10 Italian workplaces for workers. The results showed great satisfaction with flexibility, benefits, and initiatives that address their wellbeing.  

Finally, De Nora introduced an app in many countries to monitor people’s emotional engagement daily.  

To conclude, De Nora’s attention to its people’s wellbeing translates into concrete support in every aspect of their wellbeing, affirming the importance the company places on their happiness.