In brief This publication features the latest Employment developments in Italy. New laws and regulations Extension of the right to work remotely A new law recently extended, until 31 March 2023, the right of vulnerable employees to work in agile mode. However, the right to work remotely was not extended…
This publication features the latest Employment developments in Italy, including the Whistleblowing Directive expected to be implemented by the Italian Government no later than 10 December 2022
This month’s update on employment law matters in Italy includes developments for part-time employees and smart working as well as case law relating to sick leave and unfair competition in relation to hiring practices.
On August 19, 2022, some new regulations on agile work went into force. In particular, starting 1 September 2022, employers will have to send a communication, via an online portal, with the names of the employees and the period in which they will work remotely. It will not be necessary to upload individual agile working agreements. This new law basically confirms the simplified procedure that was in place under COVID emergency laws. Non-compliance with the new regulations may trigger an administrative fine ranging from EUR 100 to EUR 500 for each concerned employee.
In their latest Newsletter, Baker McKenzie partners cover recent updates in relation to smart working for vulnerable employees, social security developments, workplace harassment, and more.
On 13 August 2022, the new law implementing EU Directive 2019/1152 will go into force. Some important clarifications on the new law have been issued by the National Labour Inspectorate. We are expecting additional clarifications to be issued by competent authorities in the coming days and weeks, since there are still a number of provisions in the new law that require official guidance on their application.
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.