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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

Paid time off in Italy

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.

Annual leave in Italy

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.

Annual leave accrual in Italy

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.

Using paid leave credits in Italy

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 employee leave benefits in Italy

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.

Pay during vacation days in Italy

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.

Payout of leave credits in Italy

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.

Sick leave in Italy

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:

For the first three days, the entire amount is paid for by the employer.
Between days 4 and 20, the employer pays 50% of the employee’s salary, while the government sponsors the other half.
From days 21 to 180, the government pays for 66% of the employee’s salary, while the employer is expected to pay the remaining 34%.

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.

Maternity, parental, and paternity leave in Italy

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.

Maternity leave pay in Italy

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.

Paternity leave in Italy

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.

Parental leave in Italy

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.

Adoption leave in Italy

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:

For adoptive mothers, their maternity leave can start within five months of their child entering the family, regardless of the child’s age.
For international adoption, the leave credits can also be used for visits related to the adoption process.
For adoptive fathers, their paternity leave can be taken any time within the first five months of the child’s entry into their family.
Parental leave credits for adoptive parents can be taken within the first eight years of the child entering into the family, during which the parents on leave are entitled to 100% of their wages in the first 30 days and 30% in the next five months.

Other types of leave in Italy

Aside from the mandated paid leave, employees typically enjoy the following leave benefits in Italy:

Leave due to a child’s illness 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.

Bereavement leave in Italy

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.

Military service leave in Italy

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.

Leave for female victims of gender-based violence in Italy

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.

Non-mandatory leave benefits in Italy

These leave types are not covered by legal statutes but may be governed by national collective bargaining agreements within certain sectors:

Study leave in Italy: In some cases, employees may be entitled to paid or unpaid time off for study based on what is stated in their relevant collective bargaining agreement.
Personal leave in Italy: According to some bargaining agreements, employees may also be entitled to additional paid or unpaid time off for personal reasons.
Extraordinary leave in Italy: Lastly, whether through bargaining agreements or employer discretion, some employees may take leave due to extraordinary circumstances, such as caring for a sick family member who is not their child.

Public holidays in Italy

To better cater to the Italian workforce, it is essential for employers to understand when, what, and how many public holidays apply in Italy. Italy generally observes 12 national public holidays each year. In addition, many cities observe a local patron saint day, which may be treated as a paid holiday depending on the applicable collective bargaining agreement (CBA) and local practice.

Public holidays in Italy

1 Jan (Thu)

New Year’s Day

6 Jan (Tue)

Epiphany

5 Apr (Sun)

Easter Sunday

6 Apr (Mon)

Easter Monday

25 Apr (Sat)

Liberation Day

1 May (Fri)

International Workers’ Day

2 Jun (Tue)

Republic Day

15 Aug (Sat)

Assumption Day

1 Nov (Sun)

All Saints’ Day

8 Dec (Tue)

Immaculate Conception

25 Dec (Fri)

Christmas Day

26 Dec (Sat)

St Stephen's Day

Employer note

Public holidays in Italy are generally paid days off. If an employee is required to work on a public holiday, pay treatment is usually governed by the applicable CBA (often premium pay and/or compensatory rest).

Protect your employees and your business

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.

Read about EoR services

FAQ's

What is paid time off in Italy?

Paid time off lets employees take annual holidays, public holidays or qualifying sickness and family leave while receiving salary or a social-security benefit. A leave policy in Italy covers these separate entitlements, including at least four weeks of paid annual leave.

The employee’s CCNL (national collective bargaining agreement) can add paid days or hours beyond the legal minimum. For example, the commerce agreement provides 26 annual leave days, counted against a six-day week, and 32 hours of paid leave for abolished public holidays. Those hours are separate from the employee’s annual holiday entitlement. Further paid reduction-of-working-time hours may accrue under the CCNL depending on the employer’s size and the employee’s length of service.

Employees retain their pay during annual leave. Maternity and sickness benefits can replace only part of earnings, with the collective agreement determining whether the employer must make up the difference. Compulsory paternity leave is paid at 100%, so employees continue to receive full pay while taking that leave.

What leave are employees entitled to by law in Italy?

By law, employees in Italy are entitled to annual leave, public holidays, sick leave, maternity, paternity and parental leave, and leave for serious family reasons. Leave policies in Italy start from these rights, and the sector’s collective agreement usually adds to them.

The main legal categories include the following:

At least four weeks of paid annual leave, plus paid public holidays.

Normally five months of maternity leave and 10 working days of paternity leave, or 20 for multiple births.

Parental leave those eligible employees can take until their child turns 14.

Sick leave, paid according to the worker’s category and collective agreement.

Leave for bereavement, a family member’s serious illness and caring for a relative with a disability.

Leave when a child is ill, with the duration depending on the child’s age. From 2026, each parent can take up to 10 days per year for a child aged between three and 14.

Not all of these types of leave are fully paid. . Paternity leave is paid at 100%, while maternity, parental and sick pay come at lower rates, and whether the employer tops them up depends on the collective agreement.

How many vacation days are employees entitled to in Italy?

Employees receive at least four weeks of paid annual leave, equivalent to 20 working days on a five-day week or 24 on a six-day week. The number of vacation days in Italy can be higher under the employee’s national collective bargaining agreement or employment contract.

The agreement’s way of counting matters as much as the stated number. The commerce agreement grants 26 working days of annual leave using a six-day week, even where employees work only five days. Employers must use that basis to record leave entitlement and deduct days taken. This does not mean 26 actual scheduled working days away from work for someone working five days a week.

Employees who work fewer hours, but the same days get as many annual leave days as comparable full-time colleagues. For those who work fewer days each week or only part of the year, the number of leave days is adjusted to reflect their working pattern.

How is sick leave paid in Italy?

Sick leave in Italy is paid through social security benefits for eligible employees and employer payments required by the collective agreement. INPS (National Social Security Institute) generally pays 50% of average daily earnings from day four to day 20. This rises to 66.66% from day 21.

The benefit covers manual workers in industry, manual and office workers in the service sector, and apprentices, among others. Office workers in industry and senior executives are not covered by the ordinary INPS sickness allowance in the same way. Their employer pays sick pay under their contract or collective agreement.

Employers pay for the first three days when the contract requires it. The collective agreement may also require them to top up the social security benefit. Eligible permanent manual workers in industry and service-sector employees normally receive the benefit for up to 180 days per calendar year. A medical certificate is required. Fixed-term workers have different limits based on their previous employment. Their sickness allowance is generally limited by the number of days worked during the 12 months preceding the illness, subject to the statutory minimum and maximum rules.

What maternity and parental leave are employees entitled to in Italy?

Mothers normally receive five months of maternity leave in Italy, and parents can share up to 10 months of parental leave on top. Maternity leave usually runs from two months before the birth to three months after, and with medical approval it can start later or be taken entirely after the birth.

Parents can take parental leave at any point until the child turns 14, following the applicable notice and application requirements. The 14-year limit has applied to employee parental leave since 2026; it was previously 12 years. The total rises to 11 months if the father takes at least three, and a sole parent can also receive up to 11 months. . Nine months are paid, normally at 30%, with up to three of them paid at 80% if taken before the child turns six.

All three months are paid at 80% for anyone whose maternity or paternity leave ended after 2024. The higher rate does not add extra months, but it makes taking them more affordable for the employee.

How much is maternity leave paid in Italy?

Employees on maternity leave in Italy receive 80% of average daily earnings. Their collective agreement may require the employer to top this up to full pay. The National Social Security Institute calculates the benefit using earnings from the last pay period before leave starts, usually the previous month.

The benefit is paid throughout compulsory maternity leave, normally five months. If the agreement guarantees full pay, the employer pays the difference between the benefit and the employee’s normal earnings. Both amounts appear in the employee’s pay during leave.

The employer usually pays the benefit upfront through payroll, then deducts it from the social-security contributions it owes. The National Social Security Institute pays some workers directly, including seasonal and domestic workers. Employees covered by the commerce agreement receive 100% pay, made up of the social security benefit and the employer’s top-up.

What types of special leave exist in Italy?

Italy provides special leave for bereavement, serious family situations, caring for a relative with a disability and women in protection programmes for gender-based violence. A leave policy in Italy needs to treat these separately, because some are paid and some only protect the job.

The paid entitlements are short: employees can take three paid days a year when a spouse, close relative or household member dies or is seriously ill. Those caring for a relative with a recognised severe disability can take up to three paid days a month. A qualifying employee may also be entitled to up to two years of paid extraordinary leave during their working life to care for a close family member with a severe disability, subject to statutory priority, relationship and cohabitation requirements. This is separate from the ordinary three-day monthly entitlement.

Women on a certified protection programme can take up to 90 working days of paid leave over three years. For serious, documented family reasons, an employee can also take up to two years of unpaid leave and return to the same job afterwards.

Are public holidays paid in Italy?

Yes, public holidays are paid by law, so a leave policy in Italy must provide normal holiday pay plus additional pay for holiday work.

Employees paid a fixed monthly salary retain their normal pay when a public holiday falls during the month. Hourly paid employees receive normal daily holiday pay, even though they do not work that day. When employees work on the holiday, the employer also pays for the hours worked and applies the holiday premium. Both are paid on top of the normal holiday pay.

For employees on a fixed salary, a national public holiday falling on Sunday adds a daily payment on top of their usual monthly pay. The collective agreement sets the premium for employees who work during the holiday. It may also require further holiday payments, so the amount paid for holiday work varies with the agreement.

What happens to unused leave in Italy?

Unused annual leave stays in the employee’s balance until it is taken within the legal or collective agreement deadlines or paid when employment ends. Employers cannot replace the minimum vacation days in Italy with cash while the employee is still employed.

Employees must normally take at least two of their four minimum weeks during the year they accrue. The remaining two weeks must be taken within 18 months after that year ends, unless the collective agreement provides different rules. Additional holiday granted by the agreement follows its own carry-over provisions.

The carry-over deadline does not give employers an automatic right to disregard the balance. Employers must give employees a real opportunity to take their leave and explain the consequences of not doing so. When employment ends, the employer pays for any unused annual leave the employee is owed as part of their final pay.

How can CXC simplify employee leave management in Italy for international businesses?

CXC helps international businesses manage employee leave in Italy by making sure the right statutory and collective-agreement entitlements are applied to each employee.

This is particularly useful in Italy, where the applicable CCNL can affect annual leave, sickness, maternity and other paid absences. Our local specialists can help employers understand what an employee is entitled to and how an absence should be treated in payroll, without the international HR team having to interpret those requirements themselves.

With more than 30 years of workforce experience and support across 100+ countries, CXC can provide the same local support as businesses expand beyond Italy.

Speak to our team to learn more about managing employee leave in Italy with CXC.

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