Background information

Enel, Italy's multinational energy company, developed its participatory management system in response to the challenges of energy transition and the need for sustainable business transformation. The approach was formalised through a series of bipartite collective bargaining agreements, starting with the 2012 Protocol on National Industrial Relations. The regulatory framework is built upon agreements between Enel and three major Italian trade union federations (FILCTEM-CGIL, FLAEI-CISL and UILTEC-UIL), culminating in the 2022 "Statute of the Person"

Content of measure

The initiative comprises multiple interconnected agreements focusing on workforce management during the energy transition. The cornerstone measures include the 'Futur-e' project, involving the reconversion of 23 thermoelectric power plants and a mining area, alongside comprehensive workforce management strategies. Key provisions include employee redeployment, reskilling programmes, and early retirement schemes. The 2022 "Statute of the Person" establishes three primary areas of intervention: well-being and productivity measures, continuous learning initiatives, and safety protocols. The framework extends beyond Enel's direct employees to encompass the entire supply chain ecosystem. The agreements emphasise maintaining salary levels during transitions and providing comprehensive training and development opportunities.

Use of measure

The measures apply to Enel's workforce of approximately 70,000 employees across its operations, with provisions extending to external contractors and suppliers.

Contents

• Employment retention
• Income protection
• Other topics
• Training and employability
• Work organisation

Target groups

Workers	Businesses	Citizens
Applies to all workers	Does not apply to businesses	Does not apply to citizens

Actors and funding

Actors	Funding
Trade unions Company / Companies	Companies

Social partners

Social partners' role in designing the measure and form of involvement:

	Trade unions	Employers' organisations
Role	Agreed (outcome) incl. social partner initiative	Unknown
Form	Not applicable	Not applicable

Social partners' role in the implementation, monitoring and assessment phase:

• Only trade unions
• Main level of involvement: Company level

Involvement

Three major Italian trade unions - FILCTEM-CGIL, FLAEI-CISL and UILTEC-UIL - were actively involved through formal collective bargaining. Their participation was established through institutional arrangements, particularly the 2012 Protocol on National Industrial Relations, which created joint labour-management committees and a 'control room' for strategic processes. The unions contributed through monitoring professional skills, participating in bilateral committees on various issues (economic scenarios, training, safety, welfare, and equal opportunities), and engaging in pre-emptive meetings regarding company reorganisation decisions.

Views and reactions

Trade unions generally expressed strong support for Enel's initiatives, particularly the 2022 Statute of the Person. Union leaders' statements reflect positive reception: FILCTEM praised it as "concrete inclusive bargaining" that extends beyond direct employees to the supplier ecosystem. FLAEI-CISL described it as creating "broad and concrete prospects for shared growth" and commended Enel's "revolutionary evolution". UILTEC endorsed it as an "innovative agreement" focused on individual wellbeing. The only noted criticism was regarding the 'Futur-e' plan, where unions expressed concerns about "lack of sufficient information", though this project was ultimately acknowledged as successful.

Sectors and occupations

This case is not occupation-specific.

Sources

• 29 March 2022: Statuto della Persona (www.enel.com)
• 28 April 2023: Compendium of Social Dialogue in Green Energy Transition Practices in Green Energy Transition (femcacisl.it)