Insights

COMPLIANCE UPDATE | Private-sector deadline of 17 December 2023 On 17 December 2023, the whistleblowing obligations under Legislative Decree no. […]

LEGISLATIVE UPDATE | Decree-Law no. 145/2023 conversion process During November 2023, Parliament considered and extended temporary smart-working measures for specified

A series of October 2023 Supreme Court decisions placed Article 36 of the Constitution at the centre of wage disputes. Italy still had no universal statutory minimum wage, but employers were reminded that very low collectively agreed rates may be challenged where they do not ensure proportionate and sufficient remuneration.

The Italian Supreme Court confirmed that a collective agreement does not automatically guarantee constitutionally adequate pay. Where remuneration is insufficient, courts may compare other representative agreements and economic indicators. Employers should review the real adequacy of low wage structures, not only formal CCNL compliance.

Italy’s 2023–2025 flow decree introduced multi-year quotas for non-EU workers. Employers gained greater visibility but still needed to navigate sector allocations, filing windows and immigration approvals. Workforce planning should begin before the click day and include an alternative if the quota is exhausted.

Italy relaxed part of the fixed-term contract framework in 2023, but longer relationships still require a lawful basis and careful drafting. Employers should decide whether the need is genuinely temporary and avoid repeatedly extending a contract where an indefinite hire better reflects the role.

From 15 July 2023, larger private employers and other covered entities have to operate whistleblowing channels under Italy’s new regime. Multinational hotlines can be used only if local confidentiality, handling, feedback and data-protection requirements are genuinely satisfied.

Italy’s sports reform introduced a new framework for athletes, coaches and other sports collaborators. Clubs and organisations needed to reassess relationships that had historically been treated as informal or autonomous and prepare for employment, contribution and reporting duties from July.

Conversion of the 2023 so-called “Labour Decree” changed fixed-term reasons, information duties and employment incentives. International employers should update Italian templates selectively: a legislative simplification does not remove the need to describe the job, applicable CCNL and temporary reason accurately.