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Whistleblowing

The Natuzzi Group promotes a corporate culture characterized by honesty, respect for the law, loyalty, fairness in human relations, the ability to work in harmony, justice, transparency, and a proper corporate governance system.

This includes giving due importance to reports of potential breaches of regulations, cases of fraud and financial crimes. Therefore, any doubts or suspicious situations should always be reported.

The relevant discipline is contained in the "Whistleblowing Policy".

The Policy, which applies to Natuzzi S.p.A. and all Italian Subsidiaries belonging to the Group and falling within the scope of the regulations in force (the Companies), complies with the requirements of Italian Legislative Decree no. 24 of 10 March 2023 (transposition of the European Whistleblowing Directive 2019/1937), the Organizational, Management and Control Model pursuant to Italian Legislative Decree no. 231 of 2001 and the Sarbanes-Oxley Act of 2002.

People who may submit whistleblowing reports and benefit from the protection provided by the legislation are all those who belong to the following categories:

  • employees,
  • self-employed workers,
  • workers or collaborators supplying goods or services or carrying out works for third parties (employees or collaborators of suppliers),
  • freelancers and consultants,
  • volunteers and trainees,
  • shareholders and those entrusted with the administration, management, control, supervision or representation of the Group Company.

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The reports can be sent at the choice of the person concerned:

Direct meeting

Through a direct meeting with the Whistleblowing Committee, whose composition and relative roles are better described in the "Whistleblowing Policy", which can be requested through the voice messaging service.

In all cases, the utmost confidentiality of the persons and facts reported will be guaranteed, as well as the anonymity of the whistleblower, so that the whistleblower will not be subject to any form of retaliation.

The whistleblowing channels may not be used by third parties to propose complaints relating to business relations, nor to the personal grievances of the whistleblower, nor to claims/requests that fall within the discipline of the employment relationship or relations with the hierarchical superior or colleagues, for which reference must always be made to the discipline and procedures that fall within the competence of the Human Resources, Organization and Legal Department, unless they are related to, or may be related to, the violation of the Company's internal procedural rules and are symptomatic of a malfunctioning of the same.

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