It is the world’s ninth largest economy. Italy is a country in south central Europe, occupying a peninsula that is just deep into the Mediterranean Sea. Hosting some of the most varied and scenic landscapes on Earth, Italy is often described as a country shaped like a boot. Art, music, style, and iconic food are the most famous elements of Italian culture. Though not a state religion, Roman Catholicism is the most popular religion in Italy. The Constitution also states that “all citizens have equal dignity and are equal before the law without distinction of sex, race, language, and religion”.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Italy.
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It is the world’s ninth largest economy. Italy is a country in south central Europe, occupying a peninsula that is just deep into the Mediterranean Sea. Hosting some of the most varied and scenic landscapes on Earth, Italy is often described as a country shaped like a boot. Art, music, style, and iconic food are the most famous elements of Italian culture. Though not a state religion, Roman Catholicism is the most popular religion in Italy. The Constitution also states that “all citizens have equal dignity and are equal before the law without distinction of sex, race, language, and religion”.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Italy.
The national holidays mentioned below are valid for the year 2025.
There are approximately 11 public holidays in Italy. The major cities observe an additional regional holiday on the feast day of their patron saint. Sundays are also considered to be public holidays.
| January 1 | New Year's Day | |
| January 6 | Epiphany | |
| April 20 | Easter Sunday | Movable |
| April 21 | Easter Monday | Movable |
| April 25 | Liberation Day | |
| May 1 | Labor Day | |
| June 2 | Republic Day | |
| August 15 | Assumption of Mary | |
| November 1 | All Saints’ Day | |
| December 8 | Feast of the Immaculate Conception | |
| December 25 | Christmas Day | |
| December 26 | St Stephen’s Day (Giorno di Santo Stefano) |
The approximate time for sharing the contract with an employee in Italy is 2 business days assuming no special requests or changes to our standard employment contract. Any such requests or changes would need to undergo internal and external review, directly leading to a time delay.
NOTE: This number is subject to change and is only an estimation of the Contract Sharing Time. The estimated Contract Sharing Time begins from the moment that WorkMotion has received all required information from both the client and the employee.
Employers with 15 or more employees are required to employ at least one person living with serious disabilities.
In Italy, employers are obliged to ensure that employees have access to medical examination of health (pre-hiring, preventive, periodic) and examination of sight
Employees in Italy are classified into four different groups; Executives (“Dirigente”), Middle managers (“Quadro”), White-collar employees (“Impiegati”), and Blue-collar employees (“Operai”). Collective bargaining agreements and corporate norms, in relation to the structure of the company, determine the requirements for belonging to the indicated categories.
Non-compliance by the employer with dismissal regulations results in huge compensation payments.
The Italian social security system is funded by contributions paid by employed workers, employers, independent workers, self-employed workers, as well as through general taxation.
|
Benefits |
Employer Contribution |
Employee Contribution |
Monthly Salary Cap |
|---|---|---|---|
|
Injuries at Work Insurance (INAIL) |
0.28% |
– |
|
|
TFR (Trattamento di fine rapporto) |
7.407% of the monthly salary |
– |
|
|
Social Security (Invalidity, Old Age, or Survivors) |
31.58% |
9.19%* |
€8,545 |
|
Medical Check-Up |
27 EUR |
|
|
|
Private Health Insurance |
10 EUR |
2 EUR |
For 2024, there is a total decontribution up to a maximum of €3,000 per year for working mothers with two children up to the month of the youngest child’s 10th birthday.
Working hours are generally 40 hours per week, not necessarily calculated on the basis of a set working week but for each seven-day period.
Employees are entitled to a daily rest period of at least 11 consecutive hours every 24 hours, which effectively restricts how many hours an employee can work in a day.
Any work performed in excess of 40 hours per week constitutes overtime. Whether or not a contract has been signed, the number of overtime hours must not exceed eight hours weekly or 250 hours per year. The 48-hour limit is calculated over a seven-day period within a time period of no more than four months. Overtime is paid at a rate that is 15% more than actual full hourly pay.
The maximum term for probationary periods is six months. The actual length of time for the probation period is usually fixed by the Collective Bargaining Agreements (CBAs).
A written notice has to be served to the employee with detailed reasons for dismissal. The relevant notice period required to dismiss an employee for either a subjective or objective reason is set out in the applicable CBA, based on the employee’s length of service, position, and level.
Working hours are generally 40 hours per week, not necessarily calculated on the basis of a set working week but for each seven-day period.
Employees are entitled to a daily rest period of at least 11 consecutive hours every 24 hours, which effectively restricts how many hours an employee can work in a day.
Any work performed in excess of 40 hours per week constitutes overtime. Whether or not a contract has been signed, the number of overtime hours must not exceed eight hours weekly or 250 hours per year. The 48-hour limit is calculated over a seven-day period within a time period of no more than four months. Overtime is paid at a rate that is 15% more than actual full hourly pay.
The maximum term for probationary periods is six months. The actual length of time for the probation period is usually fixed by the Collective Bargaining Agreements (CBAs).
A written notice has to be served to the employee with detailed reasons for dismissal. The relevant notice period required to dismiss an employee for either a subjective or objective reason is set out in the applicable CBA, based on the employee’s length of service, position, and level.
The Italian social security system is funded by contributions paid by employed workers, employers, independent workers, self-employed workers, as well as through general taxation.
|
Benefits |
Employer Contribution |
Employee Contribution |
Monthly Salary Cap |
|---|---|---|---|
|
Injuries at Work Insurance (INAIL) |
0.28% |
– |
|
|
TFR (Trattamento di fine rapporto) |
7.407% of the monthly salary |
– |
|
|
Social Security (Invalidity, Old Age, or Survivors) |
31.58% |
9.19%* |
€8,545 |
|
Medical Check-Up |
27 EUR |
|
|
|
Private Health Insurance |
10 EUR |
2 EUR |
For 2024, there is a total decontribution up to a maximum of €3,000 per year for working mothers with two children up to the month of the youngest child’s 10th birthday.
