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Employment Termination
Employing in Italy
Italy does not have a nationally unified labour code. Labour legislation is wide-ranging, with laws, regulations and statutes that bear on labour relations. The Constitution of Italy (articles 35-47) contains declarations of principle relating to fair payment, maximum working hours, holiday, protection of women and minors, social insurance, illness, disability, industrial diseases and accidents, Freedom of Association and the right to strike. The Workers' Statute of 1970 was modified, and plays an important role.
Italian employment law provides strong labour conditions and protections for employees, so employing people will generally be an important investment and commitment.
Temporary agencies are popular options for more flexible workforce arrangements. For these and many other reasons, the following are only guidelines in the broadest sense, and professional legal services are recommended when employing in Italy.
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There is no statutory minimum wage in Italy, but national collective bargaining agreements set minimum wages on a sector-by-sector basis.
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For customers of Remote, salaries are monthly based, for work between the first and last day of the month, as well as an additional 13th and 14th month payment.
Employee payments will be made in equal monthly instalments on or before the last working day of each calendar month, payable in arrears.
The 13th month pay is paid around mid-December and the 14th month pay is paid around mid-June.
Note that collective agreements in Italy usually determine whether these additional pay payments are required. Many collective agreements mandate one or both of the 13th and 14th month salaries.
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We can help you get a new employee started in Italy fast. The minimum onboarding time we need is only 3 working days.
Our team ensures your employees are onboarded and paid as quickly as possible while keeping your business compliant with all local employment legislation. The minimum onboarding time begins after the employee submits all required information onto the Remote platform. The onboarding timeline is also dependent upon registration with local authorities.
For all non-nationals of the country of employment, the Right to Work assessment (if applicable) will add three extra days to the total time to onboard. There may be extra time required if we need to follow-up on the right to work assessment.
Please note, payroll cut-off dates can impact the actual first day of employment. Remote has a payroll cut-off date of the 10th of the month unless otherwise specified.
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13 Public holidays
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Grow your team in Italy with Remote
Want to employ workers in Italy? Companies hiring in Italy are typically required to either own a local legal entity or work with a global employment platform like Remote that can legally provide employment services in the country.
Remote can employ team members in Italy and keep you compliant. Remote can hire, onboard, and pay your Italy team so you don't have to set up local HR services in the region. Remote also makes it easy to pay contractors in Italy. Sign up now to get started or talk to an expert for more details.
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Italy, like many other countries, treats self-employed individuals or contractors and full-time employees differently. Misclassification of contractors in Italy may lead to fines and penalties for the offending company.