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Welfare and Benefits
Welfare and Benefits

Real solutions to support our people

Welfare and work-life balance are at the base of Rai Way's dedication to its staff


The company adopts a structured and integrated approach to welfare, combining wellbeing and economic empowerment with attentiveness and active participation practices.


The aim is to ensure the following throughout the career journey:

Wellness and work-life balance

Employer listening tools to strengthen people's engagement

Fostering loyalty with reward and recognition policies



Company Welfare

Rai Way is attentive to the welfare and wellbeing requirements of its employees, promoting a work-life balance through the welfare and benefits system.

The Rai Labour Contract, applicable to Rai Way staff, includes:

  • healthcare assistance
  • complementary social security
  • insurance cover against occupational and non-occupational injuries.

In addition to the remuneration package, there are company agreements for access to benefits and services under preferential conditions, as well as the possibility of converting the economic component of the Company's Result Award into welfare and wellbeing services through the platform shared with the Parent Company Rai.




Work-life balance

Rai Way's focus on people is embodied in flexibility and reconciliation measures such as: agile work, unpaid leave, part-time work, annual recognition of the Time Bonus: hours of paid leave awarded to employees who distinguish themselves for value and quality of performance.

The company also supports the social commitment of its people through the Sustainability Time Bonus, a one-day paid leave for voluntary work for non-profit organisations and associations.


Smart working

As of 1 January 2023 smart working became an integral part of Ray Way model. In 2024, it was expanded with additional usable days and targeted all permanent and fixed-term employees, excluding those in territorial technical and N&SOC roles.

The use of this model is voluntary-based and managed via the intranet, and is contingent upon the nature of the activities and the attainment of objectives.

Agile working days can be modulated according to organisational needs, in compliance with the criteria set out in the company regulations.