OUTLINE
Annual leave in Italy
Maternity, parental, and paternity leave in Italy
Adoption leave in Italy
Other types of leave in Italy
Public holidays in Italy
Protect your employees and your business
Understanding paid time off policies in Italy is key in maintaining a productive and engaged employee base in the country. It shows that not only are companies interested in the bottom line, but also invested in the wellbeing of their workforce.
In this guide, we’ll explore Italy’s laws, regulations, and best practices surrounding time off from work. We’ll touch on the different types of leave benefits and public holidays in the country.
Employees are typically entitled to a minimum of 20 to 26 days, or around four weeks’ worth of paid annual leave in Italy. This may vary depending on several factors, such as relevant collective bargaining agreements, employment contracts, and employer discretion.
In addition, it is common for employers to offer more than the statutory minimum of annual leave. For example, it is standard practice for some employers in Italy to raise annual leave entitlements for employees who have been working for the company for a certain number of years.
The accrual of paid leave in Italy begins in the first month of employment if the employee works for at least 15 days within that month. The number of days accrued each month is calculated using the minimum standard annual leave credits applicable divided by 12.
In Italy, paid annual leave or vacation days are determined by the employees. In fact, employers are required to agree with a worker’s planned vacation period, as long as business needs are not an issue. This ultimately boils down to pre-established policies and practices within each company.
On the opposite end, workers are required to take at least two weeks’ worth of vacation days every year. The accrued paid time off credits they do not take within the calendar year is usually carried over until around the end of June the next year.
Part-time employees are also entitled to paid leave in Italy. The policies are similar to those working full-time, but the accrual is usually pro-rated based on the number of workhours they have for any given month.
During vacation periods, employees receive their regular pay minus any additional allowances that are usually associated with actual work being performed. A travel allowance, for example, may only be applicable if an employee actually travels and reports to their respective workplace.
Companies are prohibited from substituting their employees’ statutory annual leave entitlements with monetary equivalents. If an employer offers more leave credits than the minimum required, any unused credits above that minimum can be paid out instead.
It is also a standard practice for employers in Italy to pay out all unused vacation days in the event of termination of employment.
For the most part, sick leave entitlements in Italy are governed by national collective bargaining agreements. Employees are typically entitled to 180 days of paid sick leave every calendar year. However, can provide sick leave credits that exceed those minimum requirements.
During the period of paid sick leave, employees receive 100% of their pay. That said, the makeup of this pay is distributed between the employer and the government, depending on how long the employee is on leave. Here is a quick reference:
After the 180-day paid sick leave per year has been exhausted, employees can continue with unpaid sick leave. During this time, employment contracts are still considered in effect, and employees cannot be dismissed.
There are several regulations governing maternity, paternity, and parental leave entitlements in Italy that you should be aware of, including:
Maternity leave in Italy Female employees in Italy are all entitled to five months or 18-20 weeks’ worth of paid maternity leave (congedo di maternità). This is usually split into two months before childbirth, and three months after. However, changes to this distribution are also common.
Employees who perform jobs that may be dangerous to their health or to their pregnancy may take their maternity leave earlier than the standard two months before birth. Upon written approval of a physician, an employee may opt to delay their time off fully until their child is born, after which they can take the entire five months of paid maternity leave.
During maternity leave in Italy, the employee is entitled to 80% of their salary. While this amount is initially paid for by the employer, it is reimbursed by the National Institute for Social Security (Instituto Nazionale della Preveidenza Sociale or INPS). Some collective bargaining agreements may raise the entitlement up to 100% of the employee’s pay. In these cases, the employer typically sponsors the final 20%.
Once the maternity leave credits have been exhausted, there is no regulation that provides employees the option to extend this period. However, they may still be entitled to partially paid time off through parental leave entitlements.
Employees who are fathers of newborn children are also entitled to paid paternity leave in Italy. They can generally take at least 10 days’ worth of time off from work within the first five months after birth of their child. During this time, they are entitled to receive full wages, which is paid for by the INPS.
Similar to maternity leave, once all 10 paternity leave credits have been used up, there are no statutory mandates that provide an extension. That said, fathers may also take advantage of the more general parental time off benefits.
Employees who are parents are entitled to up to a total of 10 months of parental leave. Both mothers and fathers who have exhausted their respective maternity and paternity leave credits can take this leave.
The 10 months is a combined total, with each parent able to take up to six months individually. This allows parents to decide on the distribution of the credit. If the father decides to take at least three months, the total combined maximum can be extended to 11 months.
During the six months out of 10 or 11 total months of parental leave, employees are entitled to 30% of their regular wages.
Starting 1 January 2023, the Italian government, passed a law that allows for one additional month of paid parental leave. During this time, the employee is entitled to 80% of their salary. This paid parental leave has to be taken before their child reaches six years old.
When it comes to the leave entitlements of adoptive and foster parents in Italy, similar regulations apply as with the maternity, paternity, and parental time off credits. Some key considerations and differences include the following:
Aside from the mandated paid leave, employees typically enjoy the following leave benefits in Italy:
Also called “congedi per la malattia del figlio/figlia,,” this leave can be taken by parents of children who are sick. If their child is under three years old, this leave has no limit in terms of duration. If the child is between three and eight years old, this leave is limited to five days within a year. This leave credit is also generally unpaid in the private sector.
In the event of a loss of a close family member, employees are entitled to at least three days of paid leave for bereavement or funeral attendance. This type of leave benefit can be applied to up to second degree family members.
Employees who are called to serve in the military are guaranteed job protection, along with the retention of their rights and seniority within the company during their time of service. This entitlement also applies to workers who are in civil service, serving as conscientious objectors.
Employees who experience gender-based violence may be entitled to up to three months’ worth of time off from work, during which they will be entitled to full pay. These employees can also request to switch their work arrangement from full- to part-time within the same duration.
These leave types are not covered by legal statutes but may be governed by national collective bargaining agreements within certain sectors:
To better cater to the Italian workforce, it is essential for employers to have a working understanding of when, what, and how many paid holidays there are in Italy. The following are generally declared public holidays every year:
It is also worth noting that both Easter and Christmas are celebrated for two days.
Apart from the national public holidays, employees may also be entitled to observe the following regional holidays:
As an employer in Italy, you need to understand your employees’ rights and entitlements. But keeping up with them can be a lot of work.
When you hire workers with CXC, we’ll ensure your engagements are in line with all local, national and international employment regulations. That way, your workers will get their benefits they’re entitled to, and your business will be protected from risks.
With our EoR solution, you can engage workers anywhere in the world, without putting your business at risk. No more worrying about local labour laws, tax legislation or payroll customs — we’ve got you covered.
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