Italy Employer of Record

Type of Contracts in Italy - The most typical sort of contractual agreement is a written one that includes specifics regarding the employee's compensation, the activities he or she is expected to complete, the working hours, and vacation time, among other aspects.

Only employees above the age of 15 may sign this form of contract, which is for an infinite amount of time. Temporary contracts can be used for a specific group of personnel, and if required, they can be renewed for an additional 36 months.

When a worker is engaged through a Labor agency, they are subject to a supply contract. The supply contract might be signed for an indeterminate or predetermined amount of time.

Working Hours in Italy - The standard workweek in Italy is 40 hours. Over the course of many months, the average number of hours worked each week should not surpass 48. As a rule, employees and children alike are entitled to at least two consecutive days of relaxation every week.

Public holidays in Italy - Employees in Italy are normally entitled to paid time off on 12 national holidays, which include the following:

There are 12 federal holidays in Italy

• New Year’s Day
• Epiphany
• Easter
• Easter Monday
• Liberation Day
• Labor Day
• Date of the Founding of the Republic)
• Assumption Day
• All Saints’ Day
• Feast of the Immaculate Conception
• Christmas Day
• Stephen’s Day
 

Bonuses - Italy's "tredicesima mensilità" (13th month or yearly bonus) is rather prevalent, and it's often given out right before the holidays. Quattordicesima mensilità, or summer pay, is offered by several large corporations to their staff.

Probationary Periods - Italian law permits the use of probationary periods for executives and other high-level workers, although they are constrained to a range of 6 months for administrators and high-ranking staff and 3 months for other workers.

Termination and Severance - In Italy, an employee can only be fired for a legitimate and severe reason. When it comes to dismissal in Italy, the courts interpret a substantial breach of an employee's duties as a just cause. When an employer is able to objectively demonstrate the business necessity for severance, or for so-called arbitrary reasons, such as a breach of contractual commitments or carelessness, an employee may be terminated on these grounds.

In cases of wrongful termination, the employee may be entitled to compensation equal to three years' worth of unpaid wages.

It's not uncommon in Italy to receive severance money even if you quit or are fired for cause. Employers are required to set aside a portion of their monthly compensation to fund severance pay.

With our experience as your official employer of record in Italy, we can work side by side to address the unanticipated occurrence of an employee termination as swiftly as possible, giving legal counsel and a customized method that guarantees you avoid going to labor court.

Italy Compensation Law - No regional or national minimum wage exists in Italy, but a collective bargaining agreement (CBA) might set one. Pay should be proportionate to the amount and quality of labor performed to ensure a reasonable standard of living for employees. A national CBA's basic income may be considered legal even if your firm does not implement it.

Compensation regulations in Italy do not mandate a 13th-month or yearly bonus, although most CBAs do. If a company has a CBA, it is required by law to give its workers the 14th month of salary over the summer.

With the assistance of an Employer of Record Italy, you can overcome the challenges of being unfamiliar with Italian political laws, labor relations, recruiting processes, selecting the most qualified applicant for your firm, and other issues. When you work with an Italian Employer of Record, you will get in-country support through each stage of the recruitment and selection of top employees.

Guaranteed Benefits  - In Italy, all employees must be entitled to a specified set of benefits. Employer and employee taxes support Italy's national health coverage, which the National Health Service administers. There is health care provided to every employee, and this card enables the owner no-cost medical care. Employees should be entitled to 25 days of vacation and 32 hours of paid vacation each year, as per the CBA guidelines.

Maternity Leave - Maternity leave in Italy is mandated to be five months long. For the duration of this time, mothers are eligible to receive social security benefits equal to 80 percent of their usual wage.

Paternity Leave -  Within five months after the birth of a child, fathers are required to take seven paid days of paternity leave and may take an additional day in lieu of the mother.

Probationary Period - Employees who are not designated for management tasks are subject to a three-month statutory probationary term, and all other employees are subject to a six-month probationary period. In most cases, the national CBA that the employer is subject to specifies the applicable probationary terms.

Annual Leaves - The legal maximum annual leave for an employee is 26 days. If the worker does not use the leave, it is passed over to the next year, and there is no cap on the number of days of compensation that the employee may receive.

Sick Leave - Under Italian labor law, workers are entitled to a three-day paid leave in the case of severe sickness or the death of an immediate family member. In the case of a serious sickness, the employer and employee might work out a mutually beneficial arrangement. In the event of a significant family emergency, a two-year leave of absence may be granted.