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December 31, 2024New Collective Bargaining Agreement for Industry Executives 2025-2027: everything you need to know

December 16, 2024
New Collective Bargaining Agreement for Industry Executives 2025-2027: everything you need to know
The renewal of the CCNL Dirigenti Industria 2025-2027 (National Collective Labour Agreement for Industry Executives 2025-2027), signed by Confindustria and Federmanager, marks an important step towards a modern vision of company management, with measures that address the need for flexibility, inclusiveness and performance. In particular, the contract introduces significant improvements in the economic, organisational and welfare areas, with a strong focus on the integration of MBO (Management By Objectives) as a key tool to boost productivity and strategic alignment between managers and companies.
Let's take a look together at what is substantially new in the new CCNL Dirigenti Industria 2025-2027.
Economic and Remuneration News
1 Increase in the TMCG (Total Minimum Guaranteed Treatment)
- The TMCG increases from €75,000 to €80,000 in 2025, to reach €85,000 in 2026, (with an overall increase of 13%) guaranteeing a minimum salary level that takes into account inflation and increasing managerial responsibilities.
2 One-off for 2024
- A bonus of 6% of gross annual salary is provided for executives who have not received an increase since 2019, provided their income is below €100,000.
3 Transfer allowance
- In the event of travel of not less than 12 hours in a 24-hour period, the Parties have agreed to increase the fixed amount due to €100.00.
Mandatory MBO System
In order to promote an active contribution of managers to the achievement of company priorities, Management By Objectives becomes mandatory, integrating a part of the variable remuneration with the achievement of specific and measurable objectives.
Corporate Welfare Aspects
The contract renews and strengthens the bilateral welfare system:
1 Supplementary social security (Previndai)
- Companies are called upon to pay a greater share to the welfare fund (4% + 2% + 1%), with a consequent alleviation of the share borne by the executive (1%), for an overall total of 8% of the gross global remuneration actually received by the executive. This is, therefore, a solid basis for the future retirement of executives.
2 Healthcare (FASI) and protection in the event of illness
- The FASI confirms its central role in supplementary healthcare, continuing to guarantee fundamental support for the health protection of executives and their families. In particular, for executives suffering from oncological diseases, the period of job preservation has been extended to 18 months, offering greater security during the course of treatment and recovery.
3 Active labour policies
- Support for continuous training and retraining is strengthened and entrusted to Fondirigenti, which is in charge of implementing initiatives and monitoring their results, with a focus on promoting innovation and the development of advanced digital skills.
Inclusiveness and Gender Equality
The CCNL 2025-2027 also decisively addresses the issue of gender equality and inclusion, introducing regulations that aim to create a fairer and more respectful working environment with:
- Support for shared parenting
- Equal pay
- Inclusive organisational models
- Combating gender-based harassment and violence
Broadening the Definition of Manager
Finally, the new CCNL recognises the evolution of the managerial role, by including among the recipients of the contract highly qualified figures who, while not holding traditional managerial roles, contribute decisively to the company's success through their skills.
Why the 2025-2027 CCNL is Strategic
Ultimately, the new CCNL for Industry Executives 2025-2027 is not just a contractual update, but a real tool to make management more efficient, fair and strategic. With the mandatory introduction of the MBO, in fact, companies will have the opportunity to align individual objectives with company objectives, enhancing the contribution of managers.
If your company intends to effectively implement the innovations of the CCNL Dirigenti Industria 2025-2027, tools such as MBO module of Alveria are a valuable support to turn these contractual innovations into a concrete strategic advantage.
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The renewal of the CCNL Dirigenti Industria 2025-2027 (National Collective Labour Agreement for Industry Executives 2025-2027), signed by Confindustria and Federmanager, marks an important step towards a modern vision of company management, with measures that address the need for flexibility, inclusiveness and performance. In particular, the contract introduces significant improvements in the economic, organisational and welfare areas, with a strong focus on the integration of MBO (Management By Objectives) as a key tool to boost productivity and strategic alignment between managers and companies.
Let's take a look together at what is substantially new in the new CCNL Dirigenti Industria 2025-2027.
Economic and Remuneration News
1 Increase in the TMCG (Total Minimum Guaranteed Treatment)
- The TMCG increases from €75,000 to €80,000 in 2025, to reach €85,000 in 2026, (with an overall increase of 13%) guaranteeing a minimum salary level that takes into account inflation and increasing managerial responsibilities.
2 One-off for 2024
- A bonus of 6% of gross annual salary is provided for executives who have not received an increase since 2019, provided their income is below €100,000.
3 Transfer allowance
- In the event of travel of not less than 12 hours in a 24-hour period, the Parties have agreed to increase the fixed amount due to €100.00.
Mandatory MBO System
In order to promote an active contribution of managers to the achievement of company priorities, Management By Objectives becomes mandatory, integrating a part of the variable remuneration with the achievement of specific and measurable objectives.
Corporate Welfare Aspects
The contract renews and strengthens the bilateral welfare system:
1 Supplementary social security (Previndai)
- Companies are called upon to pay a greater share to the welfare fund (4% + 2% + 1%), with a consequent alleviation of the share borne by the executive (1%), for an overall total of 8% of the gross global remuneration actually received by the executive. This is, therefore, a solid basis for the future retirement of executives.
2 Healthcare (FASI) and protection in the event of illness
- The FASI confirms its central role in supplementary healthcare, continuing to guarantee fundamental support for the health protection of executives and their families. In particular, for executives suffering from oncological diseases, the period of job preservation has been extended to 18 months, offering greater security during the course of treatment and recovery.
3 Active labour policies
- Il sostegno alla formazione continua e alla riqualificazione professionale viene rafforzato e affidato a Fondirigenti, incaricata di attuare le iniziative e monitorarne i risultati, con un’attenzione particolare alla promozione dell’innovazione e allo sviluppo di competenze digitali avanzate.
Inclusiveness and Gender Equality
The CCNL 2025-2027 also decisively addresses the issue of gender equality and inclusion, introducing regulations that aim to create a fairer and more respectful working environment with:
- Support for shared parenting
- Equal pay
- Inclusive organisational models
- Combating gender-based harassment and violence
Broadening the Definition of Manager
Finally, the new CCNL recognises the evolution of the managerial role, by including among the recipients of the contract highly qualified figures who, while not holding traditional managerial roles, contribute decisively to the company's success through their skills.
Why the 2025-2027 CCNL is Strategic
Ultimately, the new CCNL for Industry Executives 2025-2027 is not just a contractual update, but a real tool to make management more efficient, fair and strategic. With the mandatory introduction of the MBO, in fact, companies will have the opportunity to align individual objectives with company objectives, enhancing the contribution of managers.
If your company intends to effectively implement the innovations of the CCNL Dirigenti Industria 2025-2027, tools such as MBO module of Alveria are a valuable support to turn these contractual innovations into a concrete strategic advantage.
Fonti