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La Cassazione stabilisce che il licenziamento disciplinare comunicato via e-mail ordinaria è valido se rispetta la forma scritta, anche se il CCNL prevede altre modalità trasmissive.

The Court of Cassation has ruled on the permissible limits of salary reductions during employee annual leave periods. While remuneration during holidays should generally maintain comparable income levels to normal working periods, the court established that certain allowances may be lawfully excluded, provided the pay difference is minimal enough to avoid deterring employees from exercising their right to take annual leave.

The Court of Cassation has ruled on the validity of disciplinary dismissals communicated through standard email rather than traditional methods specified in collective agreements. This decision clarifies whether employers must strictly adhere to notification methods outlined in collective bargaining agreements or if alternative communication channels can satisfy legal requirements for terminating employment relationships.

In judgment no. 20819 of 21 July 2021, the Joint Sections of the Italian Court of Cassation in confirming the decision on the merits, ruled that the clause attached to the airline cabin crew...

On 3 July 2023, the so-called Labor Decree (Law Decree No. 48/2023) became law (). The main changes, from an employment law perspective, concern fixed-term contracts...

The Italian insurance sector has reached a landmark agreement on collective bargaining that balances economic improvements with progressive workplace policies. The renewal introduces significant salary increases and one-off payments while pioneering provisions on artificial intelligence governance, work-life balance, and employee protection in an evolving digital workplace.

La Corte di Cassazione ha stabilito importanti principi sulla retribuzione durante le ferie annuali, chiarendo quando è legittima l'esclusione di alcune indennità normalmente corrisposte. L'ordinanza n. 18529 del 2026 definisce i limiti entro cui la riduzione retributiva nel periodo feriale può essere considerata lecita, bilanciando il diritto del lavoratore con le esigenze organizzative.

The Italian National Social Security Authority has issued new operational guidance on replacement hiring arrangements during parental leave periods. Employers with fewer than 20 employees may now extend fixed-term contracts for replacement workers beyond the original employee's return, while maintaining significant social security contribution benefits. These clarifications address practical implementation questions surrounding the 2026 Budget Law's provisions on maternity and paternity leave replacements.

The Italian Court of Cassation has ruled on a critical employment law matter concerning the termination of collective bargaining agreements. The decision addresses whether individual employers can unilaterally withdraw from collective agreements before their expiry date, and establishes important precedents regarding workers' rights to compensation when such terminations are deemed unlawful.

La Corte di Cassazione, Sezione Lavoro, con l’ordinanza n. 20601 del 18 giugno 2026, ha affermato che la facoltà di disdetta unilaterale del contratto collettivo applicato prima della scadenza contrattuale...

L'INPS chiarisce le nuove regole per le assunzioni a tempo determinato in sostituzione di lavoratori in congedo parentale, introducendo la possibilità di prolungare i contratti oltre il rientro del sostituito. I datori di lavoro con meno di 20 dipendenti possono ora beneficiare di uno sgravio contributivo del 50% per queste assunzioni, a condizione che avvengano entro il primo anno di vita o adozione del bambino.

A first for Pay Attention, our Pay Transparency Directive podcast: a sequel. Because apparently the first serving of Italy and the Pay Transparency Directive wasn’t quite satiating enough.

The Italian government has introduced new certification procedures enabling employers to access social security contribution relief by demonstrating commitment to work-life balance initiatives. Companies that successfully obtain certification through accredited entities can benefit from exemptions of up to 1% on social security contributions, with a maximum annual cap of EUR 50,000, valid through December 2028.

The Italian National Social Security Institute (INPS) has issued two critical notices on 29 July 2026 addressing 100% social security contribution exemptions for employers.

Il Ministero del Lavoro e il Ministero della Famiglia hanno introdotto un nuovo sistema di certificazione per le imprese che promuovono la conciliazione tra vita lavorativa e familiare. Le aziende certificate potranno beneficiare di un esonero contributivo fino all'1% dei contributi previdenziali, con un tetto massimo di 50.000 euro annui, valido fino al 31 dicembre 2028.

Il Senato della Repubblica ha approvato in via definitiva il Disegno di legge n. 1484-B sulla "Legge annuale sulle piccole e medie imprese", introducendo importanti novità in materia di lavoro.

Italy's Milleproroghe Decree has been converted into law, introducing significant extensions and modifications to employment incentive bonuses including the Under-35 Bonus, Women Bonus, and Over-34 ZES Bonus. The new legislation adjusts contribution exemption rates and extends deadlines for various hiring incentives, with specific provisions for different regions and employment categories.