According to the OECD, the vaccine rollout in Italy will accelerate and growth will rise to 4.5% in 2021, remaining strong at the level of 4.4% in 2022. Fiscal policy support is expected to boost public debt levels and raise global prospects by boosting manufacturing exports and investment. Consumption has been low due to mobility restrictions but it should get better soon when they are lifted. Employment opportunities will pick up as well. Oxford Economics and Atradius Group predict that the Italian GDP will grow by 8.9% in 2021, up from a steep contraction of 10%. This forecast is due to investments growing at more than double digits along with exports which have been declining for two years now but should see growth above 10%. In 2019, Italy ranked #58 in the World Bank’s Ease of Doing Business index (Sources: OECD, Atradius Group, and The Economist).
A trusted professional employment organization with in-depth knowledge of the market in Italy, XML International provides you with end-to-end personalised solutions to recruit and manage remote team members for your activities in Rome or any other city in Italy, regardless of the size of your organisation or your industry.
Employees will be employed pursuant to local labour laws, and all required social security and taxation will be paid to the local Authorities.
1.1 The information we provide on this site is for general information only. We make no warranty or representation that any information provided on our Site, or information provided by 3rd parties via links will be accurate, compatible with all systems, or secure.
1.2 Whilst every reasonable endeavour has been made to ensure that all information provided on Our Site is accurate and up to date, We make no warranty or representation that this is the case. We make no guarantee of any specific results from the use of Our site.
1.3 No part of Our Site is intended to constitute advice and the content of Our Site should not be relied upon when making any decisions or taking any action of any kind.
1.4 Commercial use of the information on Our Site is permitted, however We make no representation or warranty that this content is suitable for use in commercial situations or that it constitutes accurate data and / or advice on which business decisions can be based.
1.5 If you are a consumer, you may have certain legal rights with respect to Our provision of digital content. If We fail to comply with Our legal obligations, consumers may be entitled to certain legal remedies including repair or replacement or price reductions.
1.6 Whilst We exercise all reasonable skill and care to ensure that Our Site is secure and free of errors, viruses and other malware, you are strongly advised to take responsibility for your own internet security, that of your personal details and your computers.
1.7 If, as a result of Our failure to exercise reasonable care and skill, any digital content from Our Site damages your device or other digital content belonging to you, if you are a consumer, you may be entitled to certain legal remedies.
Italy has no statuatory Minimum Wage but the minimum wage for a subordinate employment activity is determined by Collective Bargaining Agreement “Contratto Colletivo Nazionale di Lavoro – CCNL” that must always be respected.
Working time is generally 40 hours per week and 8 hours a day. It is possible to work “over-time” (work that exceeds the 40 hours per week), but it must be limited. Some CBA may provide different weekly hours.
Employees are entitled to a minimum of 4 weeks paid annual leave. Two weeks have to be enjoyed during the year of accruing, instead the rest holidays have to be enjoyed within 18 months; if after 18 months these holidays are still not used, they are subject to contribution as a penalty. CBA normally provides additional days of holiday or additional paid leaves.
During sickness, the employee cannot be dismissed at least for a period of time usually determined by collective agreements, according to the employee’s seniority. The average period is about six months and, during this time, the worker is fully paid by the employer and/or by the Social Security Authority. Then, all workers are entitled to paid leave of 3 working days per year in the event of serious illness or death of their spouse or second-degree relative or a partner certified to be living with them by the appropriate documentation.
From the beginning of pregnancy to one year after the child’s birth, the employee cannot be dismissed (except for just cause) and during this period, a woman who resigns has the right to the same indemnities due for dismissals. Female workers may not be given work for 2 months prior to the expected date of childbirth and for 3 months following the actual date of childbirth (this is the general rule). Female workers may opt to take their statutory maternity leave still for a period of 5 months, from 1 month before the due date of birth and for 4 months after the birth.
Maternity leave may be anticipated in cases of: serious pregnancy complications, working conditions affecting health or dangerous and unhealthy tasks. The measure has to be assessed by the ASL following a medical examination. Before taking such leave, female workers must submit a telematic application to INPS and notify the employer, attaching a medical certificate of pregnancy indicating the expected date of birth. Throughout the period of maternity or paternity leave, a daily allowance equivalent to 80% of the most recent salary is payable by INPS, including any payment for sickness and, in addition, an integration until 100% of the normal salary paid by the company. Additional maternity leave is for 6 months paid by INPS 30% of the usual wage.
Paternity leave is compulsory for employed fathers and consists of a statutory leave period of 10 days (as well as one optional day of leave subject to the mother giving up one day of her leave).This regulation applies only to those who become fathers in 2021. The employee will receive 100% paid by INPS. It’s necessary to inform the employer at least 15 days before the date of leaves.
Periods of notice run from the first or 16th day of each month and is established by Collective bargaining Agreements and normally depends on the employee’s professional level and seniority. Written notice must be given to the employee or, in the event of resignation, to the employer.
The law generally sets the maximum duration of the probation period at six months for the employees (Q e 1st Level). However, the National Collective Bargaining Agreements (“NCBAs”) generally provide for shorter probation periods, based on the employee’s category and/or level, establishing the criteria for calculating the number of days.
The standard VAT rate is 22%.
If you want to benefit from XML employment expertise in Italy, we invite you to fill the form below and we’ll get back to you shortly.
XML International, one of the best workforce solutions and employer of record services providers for Italy, supports the set-up and the management of your international workforce for all your activities in Italy. Our invaluable input consists of streamlining and handling for you the complete employment lifecycle of your teams in Italy. We give you all the keys to handle you staff in Rome or any city in Italy. XML’s knowledge of labour Italy laws, tax and social security system, and employment regulations allows you to tackle the challenges of local compliance in Italy, navigate all the local complexities and avoid pitfalls.
Among our top priorities, compliance with Italian employment regulations and labour laws is number one. In addition to talent acquisition, recruitment services, and workforce management, we also ensure that our clients’ workforce management in Italy is aligned with Italian tax and social security rules and the latest immigration processes, including visas and work permits.
Here is the list of our core services supporting your activities in Italy.
Take advantage of the targeted outsourcing solutions proposed by XML International for your expansion in Italy or for your employees already based there. We offer a comprehensive series of bespoke and scalable outsourcing solutions specially designed for the Italian market.
They range from professional employer organization employment (PEO), employer of record, and contingent workforce employment services, to help you grow effortlessly and successfully in Italy without any complications. We can also help you source, recruit, and onboard new team members locally, even if you don’t have an office in Italy.
XML provides you with everything you need to start doing business in Italy or to optimize your business if you are already operating there, leading to significant bottom-line savings and getting your business activities up and running in just days. Get in touch with the XML team to learn how we can boost your activities in Italy in a cost-effective way.
Get started now and make the most of business in Italy today!
XML has expertise and resources to meet your organization’s workforce needs wherever, and in whichever field these might be.