Extent of Protection There is no general principle of ‘equal pay for equal work’ in Italy that is not specifically linked to discriminatory grounds; meaning that employees can receive different salaries even if they perform the same duties, as long as the basis for the pay difference is not discriminatory. In fact, there is a […]
Social Security In Italy, pensions are operated by INPS and fed by salary-based contributions paid by both the employer and the employee. For employees who started working after 1 January 1996, the amount of salary to be taken into account for the purposes of calculating the pension contributions is capped at an annually determined amount […]
Brief Description of Employees’ and Employers’ Associations In Italy, unions are primarily organised by business sector. All workers involved in a particular industry belong to the same union regardless of the nature of their particular job or occupational qualifications. Employers are also organised into unions or associations. These confederations are composed of the various employer […]
Grounds for Termination Under Italian law, any termination of employment must be justified. The reasons to terminate an employment contract can be divided in three main categories: Objective justified reasons – which are related to the abolition of a job position due to a company’s economic situation regarding production, work organisation, or proper functioning; Subjective […]
Employees’ Rights in Case of a Transfer of Undertaking The employment relationships of the selling company’s employees carry on with the buyer company, on the same conditions. The employees are transferred automatically. However they may challenge the transfer if, for instance, they were not part of the undertaking transferred. The transfer of undertaking itself does […]
Minimum Working Conditions In Italy, the most important provisions included in an employment contract are provided by the law and by the applicable NCBA, in particular, the terms and conditions of employment: categories and related job descriptions; duties and obligations; minimum wages; job retention rights during absences due to illness; salary increases due to length […]
Minimum Requirements European Union Directive No. 533/91 has been implemented in Italy; it requires that information on the main terms and conditions of employment relationships, be evidenced in writing in the employment contract and provided to the employee within 30 days of hiring. Fixed-term/Open-ended Contracts An employment contract normally has an unlimited duration. However, the […]
Definition and Types of Restrictive Covenants The non-competition covenant is an agreement entered into between employer and employee, limiting the employee’s right to perform the same activities after the termination of the employment relationship. The parties may also agree to a so called “non-solicitation covenant” with reference to clients and employees. Such covenants are not […]
Restrictions in the Workplace With reference to the company devices granted to the employees for work purposes, the employer is entitled to block Internet access, or access to certain websites only and/or social networks, for the entire working day or during certain times. Can the employer monitor, access, review the employee’s electronic communications? The employer […]
Summary It is unlawful for an employer to discriminate in the processes of: hiring, promoting, remuneration and termination or with regard to admission to a training or apprenticeship program. Direct and indirect discrimination are prohibited. Furthermore, employers may not make employment conditional on the fact that the employee is or is not a member of […]
