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Smart Working and flexibility tools

We implement a work model that integrates productivity, well-being and sustainability


In Italy, we tested Smart Working (1)  with 9,000 employees for the first time in 2016, a year before the law that governs its operation came into force.

By 2018 there were already 13,000 workers and by 2019 they had increased to 21,000. During the pandemic emergency, over 30,000 employees were able to work remotely.

(1) Smart Working refers to the working method adopted by the Group to ensure flexibility in work performance (also in terms of working hours) and enable our people to work from home.

Smart Working in 2022


In 2022, the model was flexibly applied to meet the needs of the context (e.g., closing offices from January to March and in August 2022 and varying number of Smart Working days in other months). The choice to sign-up is voluntary to protect specific personal situations. In 2022, the sign-up rate was 96% of those eligible.

The model guarantees the right to disconnection and provides for flexible hours from 8 a.m. to 8 p.m with two hours of co-presence in the morning and two in the afternoon.

The reorganization of office workspaces follows the desk sharing by reservation model and includes "relaxation" areas and shared meeting rooms.

  • approximately 25,000 employees involved
  • 60 Smart Working days per capita related to the pandemic context  + 78 days per capita of Smart Working thanks to our organizational model
  • 235 hours per capita of home-office travel avoided
  • 50,100 tCO2eq total emissions avoided(2) corresponding to 7,000 Trips around the earth or over 97,600 trees that absorb CO2 for 30 years of life.

The agreement includes, in addition to the protections already provided for by previous trade union agreements (e.g. pregnant women, new mothers and fathers, return to work from an illness of more than 30 days, colleagues undergoing chemo-, immuno- and radio-therapy treatments) new and additional protections for those who assist family members with serious disabilities and for employees with serious disabilities.

In addition, for those under 35 and for staff who belong to specific structures and/or who have needs of a technical-organisational nature or for the experimentation of new activities, the possibility of modulating their work performance with greater flexibility is envisaged.

(2) For the calculation the following data were used: number of employees (TeleContact Center is out of calculation), number of days the offices were open, number of Smart working days, utility data (electricity, methane gas, diesel, water, cleaning services), and the home-to-work mobility of employees (results of an internal survey). The calculation was carried out by Climate Network, a non-profit entity specializing in promoting sustainability in Companies, through the use of emission factors from the Ecoinvent 3.9 database.

Main flexibility instruments


The category of "middle management" employees, because of a fiduciary relationship with the company oriented to the achievement of results, enjoy a wide flexibility in the performance of their performance, attesting to their presence at the workplace with a single daily time stamp. These workers, therefore, can "flexibilize" their work performance by combining organizational and personal needs within the contractually stipulated 36 hours per week.

For Caring staff, flexibility measures are provided such as:

  • inbound flexibility: workers are given the option to compensate for tardiness on the same day to the maximum extent of 29 minutes daily, 170 minutes monthly for a total of 11 episodes
  • allowance: workers are given the option to justify incoming delays through a monthly allowance of 35 minutes for a maximum of 14 minutes per day
  • pregnant workers: upon specific request, affected colleagues may be placed on a shift within the 9 a.m.-6:30 p.m. time frame
  • Part-time mothers: colleagues who are mothers of pre-school children at the end of the breastfeeding period may request the transformation of the working relationship from full-time to 75% part-time for a maximum period of one year that may be extended with the use of specific shifts.

With reference to some specific organizational areas identified with the trade unions, there is also the possibility of activating an individual hour account that allows overtime to be compensated, within predetermined limits, by reducing work performance in the following 4 months.

Moreover, as a further instrument of flexibility, the Group envisages the possibility of starting part-time working arrangements.

Workers also have different types of leave, depending on their grade level and needs:

  • solidarity leave: each worker may give away, free of charge and permanently, to another colleague in need who has finished his or her vacation or leave, from a minimum of 30 minutes to a maximum of 15 hours and 16 minutes of his or her so-called ex-holiday leave, and up to two days’ vacation
  • recuperation leave for the month of December: up to 8 hours total (reproportioned for part-timers) are provided to be made up by January 31 of the following year for staff up to level 5S and those working in shift arcs who have fully exhausted vacation and leave entitlements as of November 30
  • recuperation leave for miscellaneous reasons: there are 24 hours per year (reproportioned for part-timers) for staff up to level 5S and for those working in shift arcs, independent of classification level. There is no monthly limit, and make-up must be made within the calendar quarter of the relevant year (until January 31 for the last quarter of the year)
  • Mom and Dad leave: 150 hours per year (reproportioned for part-timers) are granted for staff up to level 5S with children up to age 11. Monthly use of up to 14 hours (reproportioned for part-timers) and recovery within the relevant calendar quarter (until January 31 for the last quarter of the year). Parents who are both TIM employees may take leave at the same time, as long as cumulatively they do not exceed the amount of hours due
  • leave for childbirth preparation courses: are granted to workers, classified up to level 5S and usable from the sixth month of pregnancy
  • breastfeeding leave: two hours per day (to be used consecutively or broken) for mothers until their child is one year old
  • study leave: five days of annual leave (prorated for part-timers) are provided for employees enrolled in university, to be made up by December 31 of the year of use.

Leaves of Absence


In accordance with specific Italian and Brazilian laws, Group employees all have the same right to take parental leave. In this regard, we provide below an in-depth analysis of the leave provided for the majority of the Group's population, i.e. employees in Italy.


  • parental leave: Generally speaking, with reference to the entire corporate population in Italy, the Group provides for the possibility of taking paid parental leave for the requesting family caregiver for a total of 20 working days (4 weeks, of which 2 weeks beyond the minimum legal requirements provided for by the Budget Law 2021).
  • marriage leave: non-probationary workers who contract marriage are granted a paid leave of fifteen consecutive days, normally to be taken within thirty days of the marriage celebration, with payment of wage
  • leave for special events and causes (in addition parental leave): workers are entitled to a period of leave for the serious reasons related to their own registry family expressly indicated by the provisions of the law (Art. 433 of the Civil Code) and relating to their own personal situation, that of their registry family and the persons of whom, even if not cohabiting, as well as the handicapped, relatives or relatives-in-law within the third degree, even if not cohabiting. Such leave, which can be used continuously or in instalments, may not exceed two years, counted according to the common calendar, over the entire working life.
  • leave for women victims of gender-based violence: the female worker included in protection pathways related to gender-based violence can request as provided in Article 24, Legislative Decree No. 80/2015, a paid leave of up to three months, as well as request the transformation of the employment relationship from full-time to part-time.