Twelve Years Running, and the Streak Keeps Growing
A dozen consecutive years of Top Employer Italy certification marks another milestone for Lamborghini. The certification, awarded to companies meeting the high standards required by the HR Best Practices Survey, evaluates six macro areas analyzing 20 topics including People Strategy, Work Environment, Talent Acquisition, Learning, Diversity, Equity & Inclusion, and Wellbeing. Lamborghini says it earned the recognition again for 2025, extending a streak of twelve consecutive years.
The practical question for enthusiasts: why should anyone reading a Lamborghini fan site care about an HR award? Because the people who hand-fit Alcantara to a Revuelto steering column, calibrate the hybrid system on the Urus SE, or hand-assemble carbon fiber monocoques are precisely the people these policies are designed to retain. A motivated, stable workforce with low turnover and deep institutional knowledge is one of the few competitive advantages that cannot be replicated by writing a larger check for components. Lamborghini reports welcoming nearly 1,000 new employees over the past two years, with more than 600 joining in 2024 alone, and attributes a significant reduction in staff turnover to its workplace policies. Those numbers are notable given that the company has simultaneously completed the rollout of a fully hybrid range.
Why Employee Retention Shapes the Cars You Buy
Building a supercar is not like stamping out crossovers. The tolerances are tighter, the materials more exotic, and the margin for error essentially zero.
Umberto Tossini, Chief People, Culture & Organization Officer at Automobili Lamborghini, framed the connection directly:
“Only innovative and bold choices can preserve and enhance the quality of work and the competitiveness of companies in a global landscape. It is clear to all that the success of any business rests on the motivation and well-being of its people.”
Corporate language, sure. But the underlying logic is sound: retaining experienced technicians who know how a V12’s intake manifold should sound at 8,500 rpm, or how much tension a carbon fiber weave needs before it is laid into a mold, protects product quality in ways no amount of automation fully replaces. Lamborghini says staff turnover fell significantly during a pivotal year of new product launches and innovation.
Inside the New Collective Labour Agreement and Feelosophy Program
The specifics of Lamborghini’s latest Collective Labour Agreement go well beyond what most competitor coverage mentions. Production workers now rotate between alternating four- and five-day workweeks, while office staff can work remotely up to 12 days per month. For a factory that builds some of the most complex road cars on the planet, offering production employees a regular four-day week, even on alternating cycles, is a notable concession to work-life balance in an industry where long shifts remain standard.
Parental leave provisions are equally aggressive. New measures provide up to 100% pay for single parents or those caring for children with disabilities. The economic supplement for the first six months of optional parental leave rose from 70% to 80% of pay when both parents take advantage of it, and eight hours of paid leave were introduced for placing each child in daycare, rising to sixteen hours for single parents or parents of children with disabilities.
Separately, the Lamborghini Feelosophy well-being program, launched in 2021 and built on three pillars — body, mind, and purpose — encompasses fitness activities, meditation, preventive healthcare, psychological support, and corporate social responsibility projects. One 2024 report noted a particular focus on psychological well-being, including on-site sessions with a mental health professional. The company plans further enhancements to Feelosophy in 2025, shaped by direct employee feedback.
On the diversity and inclusion front, Lamborghini points to its “Universi da esplorare” training program and certifications including IDEM and UNI/PdR 125:2022 for gender equality. A managerial initiative called “Coach and Care” reinforces the role of leaders in fostering a healthy and motivating work environment and has been vital in translating company values into practice. Lamborghini’s transparency around the structural detail of these HR programs is worth noting.
Direzione Cor Tauri and the Hiring Surge Behind Lamborghini’s Hybrid Transition
Lamborghini’s Direzione Cor Tauri electrification strategy represents the largest R&D investment in the company’s history, and multiple reports confirm a target to hire at least 500 new employees by 2026. With more than 600 hires in 2024 and a broader hybrid product rollout underway, Lamborghini appears to be expanding staffing quickly.
A structured onboarding program, aligned with company values, now accelerates integration for new hires. That kind of infrastructure might sound mundane, but consider the context: Lamborghini is managing the hybridization of its range while absorbing hundreds of new employees during the transition — a genuine operational challenge. Lamborghini has also received institutional approvals for Direzione Cor Tauri, covering electrification and value-chain decarbonization, underscoring the breadth of the undertaking.
A stable, growing workforce with strong retention should, in theory, protect build quality and delivery timelines during a period of rapid change.
How Lamborghini’s HR Approach Stacks Up Against Rivals
What stands out in the available data is specificity. Alternating four- and five-day workweeks for production staff, up to 12 remote days monthly for office employees, and up to 100% parental leave pay for single parents or those caring for children with disabilities: these are concrete, measurable policies. Lamborghini also announced it received the Randstad Employer Brand 2025 award, ranking first in the Italian automotive sector among the most attractive employers. That survey, according to Lamborghini, covered 171,000 respondents and 6,400 companies across 34 countries, with over 7,500 individuals surveyed in Italy. Key drivers identified by respondents included work-life balance, positive atmosphere, financial stability, remuneration, and commitment to diversity and inclusion.
Lamborghini does not publish average salary data or detailed retention metrics, so the full picture remains incomplete.
What Comes Next for Lamborghini’s Workforce Strategy
Lamborghini says the Feelosophy program will expand further in 2025, with employee feedback directly shaping new initiatives. Combined with the Randstad recognition and the ongoing Direzione Cor Tauri hiring targets, the company appears to be treating workforce development as an important priority alongside its electrification push.
For the enthusiast community, the connection between these corporate stories and the cars themselves is more direct than it might appear. Production-area workers benefit from the flexible scheduling described here, and Lamborghini employees are covered by the well-being programs described. Whether that translates into measurably better panel gaps or faster delivery times is impossible to quantify from outside Sant’Agata Bolognese. But twelve consecutive years of Top Employer Italy certification, more than 600 employees joined in 2024 alone, and declining turnover during a major product expansion all reflect a company that has made sustained investment in its workforce a consistent priority.
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