Italian Labour Law Assessment

9€/hour

1.250€/month

Italy has no minimum wage prescribed by law. Minimum wages are set through NCBAs (CCNL).

Age, effective date, distance, number of employees to be transferred

Age, effective date, distance

Distance, number of employees to be transferred

Cassa Integrazione Guadagni is an economic support from the state for those who are involuntarily in an unemployed condition.

Cassa Integrazione Guadagni is an economic contribution from the Social Security that replaces or supplements wages and is intended for workers suspended from work or working reduced hours due to production difficulties of the company. White and blue collars are eligible for wage supplementation, executives are not eligible.

Cassa Integrazione Guadagni is an economic support for companies to cope with the day-to-day running of the business.

All companies having more than 15 employees are obliged to hire workers with disability. Obligation is minimum 1 employee till 50 employees and 2% of the headcount above 51 employees.

All companies having more than 15 employees are obliged to hire workers with disability. Obligation is minimum 2 employees till 50 employees and 7% of the headcount above 51 employees.

All companies having more than 15 employees are obliged to hire workers with disability. Obligation is minimum 1 till 35 employees, 2 till 50 employees and 7% of the headcount above 51 employees.

260 hours per year, 8 hours per week and 2 hours per day. Overtimes on Saturdays cannot exceed 80 hours per year.

250 hours per year, 8 hours per week and 2 hours per day. Overtimes on Saturdays cannot exceed 80 hours per year.

250 hours per year, 8 hours per week and 2 hours per day. Overtimes on Saturdays cannot exceed 90 hours per year.

11 hours

12 hours

14 hours

None for the first 3 days. The employer from the 4th day until the 15 day. The Social Security from the 16th day and onwards.

The employer for the first 3 days. The Social Security from the 4th day until the 180th with a company supplement.

The employer for the first 3 days. The Social Security or the employer for the following days depending if the employee is a blue or a white collar.

Dismissal served in oral form.

Dismissal served from the beginning of pregnancy up to one year after the child's birth.

The Union has not being heard prior to the dismissal of the employee (unless the employee is an Union representative).

Low performance

Frequent absences

Suppression of employee's position and no suitable vacancy

...minimum 4 week vacations per year (depending on company seniority).

...minimum 33 days of vacations and paid leave (depending on company seniority).

...minimum 33 days of vacations and paid leave (depending on company seniority) and 5 more days for health check-ups.

...at least 1.5 days of continuous rest per week (which may be accumulated over a period of 14 days), and it is standard practice to offer Saturday and Sunday as days off.

…at least 24 hours (cumulated to the daily rest) of continuous rest per week (which may be accumulated over a period of 14 days), and it is standard practice to offer Sunday as day off.

…at least 2 days of continuous rest per week (which may be accumulated over a period of 14 days), and it is standard practice to offer Saturday and Sunday as days off.

1 NCBA + 14 monthly installments

2 NCBAs + 13 monthly installments

2 NCBAs + 13 or 14 monthly installments depending on employee choice

A collective body representative of all workers elected for a 3 years duration in each job location and made up of 3 components up to 200 employees.

A collective body representative of all workers elected for a 2 years duration in a location (with a minimum HC foreseen by the NCBA) and made up of 3 components up to 300 employees.

A collective body representative of all workers elected for a 3 years duration in a location with specific characteristics (self-standing unit & minimum HC) and made up of 3 components up to 200 employees.

...a contingent worker.

...no one.

…the manager.

A collective dismissal occurs when at least 5 dismissals take place in a business unit or in more business units located in the same province and in a period of 120 days, due to reduction, transformation or ceasing of activity. The Law applies also to executives (Dirigenti).

A collective dismissal occurs when the 10% of the workforce is dismissed in a business unit or in more business units located in the same province and in a period of 90 days, due to the complete termination of the business activity.

Collective dismissal is considered the termination of employment contracts promoted by the employer in the period of 3 months, covering at least 5 workers in case of a large company, whenever the dismissal occur due to the closure of one or various divisions or equivalent structure or to the reduction of the number of workers as result of market.

Traveling from one work location to another (e.g. from Barzago to Agrate)

Using the own private car in the home-work commuting instead of an available public transport.

Traveling from the workplace to the restaurant for the canteen.

...assign the employee to another operative role compatible with his/her conditions.

...assign the employee to another suitable role regardless if operative or staff.

...dismiss the employee.

Up to 6 months for non-executives and up to 12 months for executives

Up to 12 months for non-executives and up to 2 years for executives

Up to 24 months for non-executives and up to 5 years for executives

It is a monetary amount that employees must keep invested in the State Treasury.

It is a monetary amount that employees will get each year in December.

It is a monetary amount that employees earn during their employment and to which they are entitled at the termination of employment.

When the employer grants merit pay increases to a small percentage of employees and doesn't share the criteria adopted with the unions.

When the employer introduces on-duty obligations without prior informing the unions or don't inform the unions during its deployment.

When the employer establishes the period of the annual leave without prior consultation with the unions.

Disciplinary power.

Supervisory power.

Power to remotely control employees working from home.

(a) written warning; (b) fine of not more than four hours' hourly pay calculated on the minimum wage scale; (c) suspension from work and pay up to a maximum of two days; The employer shall not take any disciplinary action against the employee without first notifying him of the offense and hearing his defense.

(a) verbal warning; (b) fine of not more than three hours' hourly pay calculated on the gross wage; (c) suspension from work and pay up to a maximum of two days; (d) dismissal for violations. The employer shall not take any disciplinary action against the employee without first notifying him of the offense and hearing his defense.

(a) verbal warning; (b) written warning; (c) fine of not more than three hours' hourly pay calculated on the minimum wage scale; (d) suspension from work and pay up to a maximum of three days; (e) dismissal for violations. The employer shall not take any disciplinary action against the employee without first notifying him of the offense and hearing his defense.