Saipem believes in sharing sustainable value along its supply chain.


In over 65 years of services and operations, we have developed a strong and reliable vendor management system, based on mutual trust and ethical behaviour, including the protection of people and the environment.

We are committed to integrating ESG aspects into our supply chain in an increasingly advanced manner through ad-hoc initiatives. Learn more about our initiatives



Changing the narrative: Enhancing Working Conditions at Saipem SpA Kuwait Branch

Interview with Aziz Jackline, HR Coordinator

In the heart of the Arabian Peninsula, Saipem SpA Kuwait Branch has embarked on a transformative journey where workers’ rights stand at the cornerstone of the organisation success.

Over the past two years, the company has diligently implemented a series of initiatives aimed at fostering an environment that prioritises the health, safety, and overall welfare of the workforce, including the supply chain. By addressing worker’s rights such as forced labour, overtime management, workers’ health and safety and grievance mechanisms, the company has not only sought to comply with regulations but has also endeavoured to create an atmosphere where employees thrive.

Can you describe how Saipem SpA Kuwait Branch’s approach was translated into actions?

Over the last two years, the Saipem SpA Kuwait Branch has taken significant initiatives aimed at enhancing the working conditions of its employees. These measures cover various crucial aspects including working hours, salary payments, retention, safety, health, security, and illness management.

How did the company address the worker’s welfare issues in the supply chain?

We implemented a periodic audit programme involving the employment agencies and subcontractors (12 total) of two onshore projects in Kuwait with the objective of compliance verification and adherence to Saipem policies, Contract agreements, and Kuwaiti labour law requirements related to aspects of working conditions such as employment contracts, salary payment, periodic leaves. Fair recruitment issues were addressed as well, though interviews with workers related to payment of the recruitment fees.

How did the strict monitoring of overtime hours and payments become a pivotal strategy for Saipem Kuwait?

To increase our employees’ overall satisfaction and safeguard them from excessive workloads, we addressed the issue of working hours in our operations by taking a close look at the attendance system. In the 3rd quarter of 2023, we performed a specific overtime management and its payment assessment of our subcontractors and employment agencies. Interviews with 93 workers were conducted as part of the assessment.

How did the Company engage with the employees and subcontractors?

The Saipem whistleblowing mechanism and grievance process became a key training focus. We provided training on whistleblowing procedures, information regarding reporting methods (including the yellow boxes on site), and follow-up mechanisms, thus empowering workers to effectively engage with these mechanisms. Additionally, we published an employee handbook in multiple languages (English, Hindi and Arabic), outlining workers’ rights, country regulations, and other essential information. Every employee received a copy of the handbook allowing for a clear understanding of working conditions, security protocols, compensation, benefits, disciplinary procedures and complaint mechanisms. Starting in 2021 when it was initially issued, the employee handbook was distributed to the entire population of the Branch for a total of 585 employees.

What is the long-term objective of the path you described?

These initiatives highlight Saipem SpA Kuwait Branch’s commitment to creating a supportive work environment for its employees, ultimately fostering a more sustainable and harmonious workplace culture.

Below some thematic areas for in-depth study

Business Ethics

Local Impact

Innovation and cybersecurity