Italy is going through significant political, social and legal changes at the moment. As employment lawyers, we are seeing first-hand how these changes impact employers and their Italian workforce

The Italian Government has approved the definitive version of the "Dignity Decree" (so called "Decreto Dignità") on 12 July 2018.

The negative outcome of the settlement procedure, prescribed by Section 7, Law no. 604/1966 which states that whenever an employer staffed with more than 15 employees intends...

Is it legal to agree a salary reduction with employees in the context of the coronavirus crisis and in what circumstances? This article sets out the position in Italy, with comments from other jurisdictions.

Under the Italian legal system, before serving an individual dismissal due to objective justified reasons, the employer is required to assess the possibility to relocate within the company's organisation...

On 11thAugust 2018 has been published the Law no. 96 of 9thAugust 2018 (the "Law") for the conversion of the Dignity Decree no. 87 of 12thJuly 2018 (the "Decree").

In November 2016 the Senate approved a bill containing new measures for the protection of the self-employed and to promote smart-working for employees.

The Italian Supreme Court has drawn a clear line between unlawful dismissals and offensive dismissals in a landmark ruling.

Segnaliamo che l'Ispettorato Nazionale del Lavoro ha messo a disposizione una tabella riepilogativa sulla disciplina attualmente vigente del c.d. divieto di licenziamento.

Under Italian law an employment relationship is permanent except in cases, specified by law, in which the employer and the employee agree to a temporary employment relationship, in which case the parties must specify the duration of the contract in writing; thus, the relationship is automatically terminated on an agreed date.

Originally, as of March 17th 2020, art. 46 of Legislative Decree n. 18/2020 introduced a dismissal ban for objective reasons aimed at facing the economic consequences of Covid-19 spread.

New workplace technologies are influencing the ways in which dismissals are communicated. But under what conditions is it legitimate to use these ‘alternative' communication methods?

When can workplace assault justify dismissal, even if claimed as a joke? The Court of Asti examines how context, witness testimony, and collective bargaining agreements shape the proportionality assessment in disciplinary proceedings involving physical contact between colleagues.

Con l'espressione "demansionamento" si intende l'attribuzione al dipendente di mansioni inferiori rispetto a quelle precedentemente ricoperte e indicate nel contratto di assunzione.

fruibile dai datori di lavoro indicati al punto 1 di cui sopra, che, avendo raggiunto i limiti massimi di durata complessiva dei trattamenti nel quinquennio mobile - come stabiliti dall'art.

The 2015 reform changed Italian labour law more significantly than that of May 1970, when the Statuto dei Lavoratori was enacted (a very important reform of the entire discipline of individual...

Labour and Employment Comparative Guide for the jurisdiction of Italy, check out our comparative guides section to compare across multiple countries

Labour and Employment Comparative Guide for the jurisdiction of Italy, check out our comparative guides section to compare across multiple countries