These are the latest Employment updates in Italy. This update includes new rules in relation to digital platform workers and remote workers and a labor court decision on discriminating against ‘anti-vax’ employees.
In the latest edition of out monthly newsletter on Italian employment law we discuss some interesting rulings by labour courts on the interpretation of COVID-19 regulations.
The Italian government and the National Trade Unions signed on 6 April 2021 the new Protocol on Health and Safety measures in the workplace (document in Italian here), with the aim of containing the spread of the COVID-19 virus and which updates the previous protocol signed on 14 March 2020 and updated on 24 April 2020 (see our newsletter on the protocol of 14 March here and the one on the protocol of 24 April here).
On 23 March 2021, a new Decree no. 41/2021 named Sostegni (you can read the Italian version of the decree here), came into force, providing for new measures to support business activities impacted by the COVID-19 emergency.
COVID-19 restrictions to international travel that have been enacted since the beginning of the pandemic require individuals traveling to Italy from some foreign countries to observe a 14-day mandatory quarantine.
On March 2, 2021 the Italian government enacted a new decree, in relation to COVID-19 measures. These provisions come into force on March 6, 2021 and will apply until April 6, 2021.
In brief On March 2, 2021 the Italian government enacted a new decree, in relation to COVID-19 measures. These provisions come into force on March 6, 2021 and will apply until April 6, 2021. The new decree provides for the following measures: MANUFACTURING, COMMERCIAL AND PROFESSIONAL ACTIVITIES. On the entire…
According to a recent ruling from the Italian Supreme Court, trade union representatives cannot be subject to disciplinary sanctions if they demand compliance with COVID-19 health and safety rules at the workplace.
In brief On January 1, 2021, the Budget Law for the year 2021 and the period 2021-2023 came into force, providing for a number of new employment related provisions, some of which related also to the COVID-19 emergency. Contents COVID-19 RELATED SALARY SUPPORT SCHEMES (“CIGO”, “FIS” and “CIGD”) EXEMPTION FROM…
In brief Employers cannot stop paying salary even when business activity is suspended due to COVID-19. Contents Indeed, according to the Labour Courts of Bologna, the employer’s decision to temporarily shut down business activity during COVID-19 does not constitute a force majeure event that can justify the suspension of payment of…