Recent developments in Italy
We understand the challenges of keeping up with regulatory changes. That’s why we actively monitor these changes, so you don’t have to. Read on to discover what’s been happening in the employment space in Italy.
Fixed-term contracts (2024)
The recent updates retain the option to enter into flexible contracts for periods shorter than 12 months. They also broaden the scope of acceptable reasons for initiating fixed-term contracts that span 12 months but not more than 24 months.
Remote work regulations (2024)
Starting from January 2024, Italy has introduced new regulations aimed at providing more clarity on remote work arrangements. Employers are now required to formalize agreements with employees regarding their remote work conditions, including setting expectations for work hours, availability, and health and safety obligations. This is part of a broader effort to adapt Italy’s labor laws to the post-pandemic work environment and protect employee rights in non-traditional settings.
Paid family leave extensions (2024)
As of April 2024, Italy has expanded its paid family leave benefits. Employees are now entitled to extended paid leave periods for caregiving purposes, including caring for elderly relatives or dependents with disabilities. The reform is designed to provide better work-life balance and support employees facing caregiving responsibilities. Employers are required to offer flexibility in scheduling and may not penalize employees for utilizing this leave.
Youth employment incentives (2023)
A new initiative, outlined in decree No. 48/2023, offers a valuable opportunity for private sector employers. When you decide to hire young individuals under the age of 30—who are not currently engaged in employment, education, or training programs, and are registered with the Youth Employment Initiative — your business stands to benefit significantly and receive incentives equal to 60% of the gross monthly wage for each eligible young person you hire, applicable for the first 12 months of employment. This benefit is available for new hires on a permanent basis, including those hired to fulfil specific needs within your business, as well as those brought on board under professional or trade apprenticeship contracts.
Simplification of reporting requirements (2022)
The Employment Decree has made it easier for employers to communicate key employment details at the time of hiring, as outlined by the Transparency Decree (Legislative Decree 104/2022) effective from August 2022. Specifically, Article 26, paragraph 1 of the new Decree streamlines certain reporting requirements. Now, employers can satisfy obligations related to sharing information on topics like probationary periods, training, and paid leave simply by referencing the applicable regulations or collective bargaining agreements, including those specific to your company.
