Fendi People

The FENDI human resources policy is focused on listening and communicating with employees and aims at ensuring their well-being and safety.

 

Fendi Code Of Conduct

 

FENDI has chosen to adopt the LVMH Code of Conduct,  a set of principles that provides a common framework and that serves as an inspiration to the entire Group, including FENDI, guiding business conduct and responsibilities across each Maison.
The Code brings together the fundamental principles that illustrate FENDI shared commitment and guide the way it conducts daily operations. It articulates the guiding principles for each stakeholder, including partners and suppliers. 
Click here to access the Fendi Code of Conduct

 

Contracts & Terms Of Employment

 

FENDI adheres to all measures stipulated by local Legislations and the National Collective Bargaining Agreements signed by the most representative Trade Unions (when applicable) . These agreements define every aspect of the employment relationship.
Click below to access the National Collective Bargaining Agreements applied in FENDI

• National Collective Bargaining Agreement for commercial sector 

• National Collective Bargaining Agreement for Leather Goods production sector

• National Collective Bargaining Agreement for Shoes production sector 

• National Collective Bargaining Agreement for Dirigenti of commercial sector 

 

 FENDI has also signed additional agreements with local Trade Unions in Italy,  with the purpose of defining various aspects:

• the annual collective performance/production premium;  

• the company welfare plan; 

• the organization of flexible working hours ; 

• the improvement of health coverages.

 

Holidays & Paid Leave

 

FENDI acknowledges the yearly entitlement of Holidays for each employee as established by the applicable Legislation and National Bargaining Collective Agreements To allow proper use of the Holiday periods, annual planning of the Company Closings is defined and communicated well in advance to all employees for both summer and winter breaks.
At FENDI, the HR Teams conduct regular assessments to verify and facilitate the use of individual residual entitlements. Moreover, in Italy each employee can manage and monitor the totality of accrued holidays and monthly days off usage through an internal tool (personal timekeeping portal).

 

Maternity Rights & Parental Leave

 

FENDI acknowledges maternity rights including pregnancy permits, maternity leave, parental leave, child sickness leave, breastfeeding permits, temporary part-time transformation, and others. As outlined in the applicable Legislation and by the National Bargaining Agreement In Italy, maternity leave is considered as a flexible period: the initial five months constitute compulsory abstention from work (compulsory maternity leave), with the option for successive extensions based on the specific needs of each case (optional maternity leave).

 

The Culture @Fendi

 

GENDER DIVERSITY

FENDI has always embodied strong feminine leadership and an entrepreneurial spirit, a legacy started by the company’s founder Adele Fendi and then perpetuated by her five daughters.

Since then, FENDI has seized every opportunity to foster an organizational culture rooted in inclusion. Over the years, people at FENDI have actively engaged in EllesVMH Group Initiatives as participants, testimonials, or facilitators, and, since 2026 in co-chairing the EllesVMH Italian network.

FENDI Global employees are 63% women and 37% men, a gender distribution that is similarly also reflected in the Global Management.

In the Global Management graph is portrayed Fendi's demonstrable commitment to gender diversity. The composition of 64% Female and 36% Male in leadership positions underscores the brand's dedication to cultivating a balanced and inclusive managerial framework. This statistical representation accentuates the pivotal role of fostering a workplace environment that embraces diversity.

Examining the generational distribution among those currently active in the job market – Baby Boomers, Millennials, Gen X and Gen Z – each one is well represented. 

FENDI today is a diversified and international environment: globally, FENDI Maison enlists people from 100 different nationalities. The most represented ones are Italy, China Mainland, the United States, Japan, and France, collectively accounting for 70% of the total workforce.

Ratio between the average fixed pay of women and men

 

Ratio between the average fixed pay of women and men

FENDI also values gender equality from a compensation point of view and works continuously to improve it.

Diversity & Inclusion projects

 

FENDI supports its company vision of Diversity and Inclusion as a pillar of current and future success. Dedicated initiatives and projects are launched to sustain and respect the different cultures in which FENDI operates globally.

Moreover, Fendi is committed to reach the LVMH objective “2% of People with Disabilities by 2026” globally through local initiatives and networks. Particular attention is also given to facilitating the onboarding of disabled individuals through accessibility projects aimed at creating a more inclusive working environment.

 

Work-life balance

 

FENDI considers a healthy work-life balance as a fundamental element of a culture based on respecting the uniqueness of its people. The company has introduced several initiatives including a Concierge Service, Shuttle to the closest Metro station, Yoga Classes, and WellHub initiatives in Rome.

FENDI has implemented a Remote Working Company Policy offering this opportunity to all employees whose roles permit remote work. FENDI's flexible approach allows employees to work from any Country/Region, provided they ensure full availability, adequate connection coverage and uphold confidentiality of company information.

 

People sustainability engagement

 

FENDI embraces a holistic and hands-on approach to social and environmental responsibility,integrating it across all department and level within the company. The brand is committed to creating strong and meaningful initiatives to engage its people in achieving meaningful environmental and social goals.

 

FENDI ACTION DAY: EMPLOYEES DRIVING POSITIVE CHANGE 

In 2022, FENDI introduced FENDI ACTION DAYS, a global initiative encouraging employees to dedicate half of their workday to volunteering in local environmental and social projects. The success of the first edition led to its annual renewal, fostering collaborations with organizations that support vulnerable communities and protect the environment.

With over 300 employees actively participating each year, FENDI ACTION DAYS continues to grow. Starting in 2025, the initiative aims to expand worldwide, further amplifying its positive impact.

Through these efforts, FENDI reaffirms its commitment to making a tangible difference, empowering its people, supporting communities, and championing sustainability.

Click here to discover more

 

LIFE ACADEMY: TRAIN TO TRANSFORM

In 2023, LVMH introduced Life Academy, an innovative environmental training program designed to meet the needs of each of its businesses. This initiative is part of the Group's ambitious LIFE360 goal to provide environmental training to 100% of employees by 2026. In 2025, we reached 80% of employees who received environmental training.

To achieve this, Life Academy offers a variety of training sessions, ranging from general courses—such as the Essentials for all employees—to more specialized programs focused on specific business areas within the Group. Each course is designed to empower employees with the skills and knowledge needed to drive meaningful change, inspiring them to take action in their roles.

In the last 2 years, more than 3800 Fendi employees participated in sustainability training, such as the Essential and Climate Fresk Workshop for all employees, as well as specialized training, including courses on Eco-Design and Responsible Sourcing

Click here to discover more