Effortless International Hiring in Italy

Streamline your international hiring in the Italy with our expert support.

We understand the complexities of navigating local laws, intricate tax systems, and global payroll management. Our comprehensive solution, encompassing over 150 countries, ensures a smooth and efficient experience for your international expansion.

Benefit from our expedited onboarding process, averaging just 2 days in the Italy.

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Optimizing Workforce Operations: Streamlined Employee Management in Italy

Transform your employee onboarding, payment, and management strategy in Italy effortlessly. Say goodbye to the complexities of local laws, tax intricacies, and payroll challenges. Our comprehensive approach spans 150+ countries, ensuring a hassle-free experience for your global ventures.

Experience a quick onboarding process, with an average timeframe of just 2 days in Italy. Streamline and expedite your hiring process with a solution crafted for speed, simplicity, and compliance in the Italian market. Witness a paradigm shift as we automate tax document collection, payroll procedures, benefits administration, and more. For your existing workforce, rely on us for the end-to-end management of your payroll operations. Redefine your employee management journey in Italy without compromising on speed or precision.

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Empower Your Team with Swift, Localized Benefits in Italy!

Effortlessly manage tailored employee perks through our user-friendly online dashboard. Elevate your benefits strategy within minutes, ensuring a seamless and effective approach to meet the needs of your workforce in Italy.

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Unlock Seamless Hiring with Jackson and Frank in Italy

Discover the steps to streamline your hiring process with our expert guidance.

Leave Policy
Statutory time off
Additional Info
Maternity Leave

In Italy, expecting mothers who are employed have the right to avail themselves of maternity leave. The duration and compensation may vary, but it typically includes a mandatory leave period after childbirth. In case of multiple births or complications, additional weeks of paid maternity leave may be granted, subject to local regulations.

Maternity leave in Italy is often compensated, and the percentage may depend on the specific employment contract and applicable laws. Employers generally cover the costs of antenatal appointments. It's essential to ensure compliance with Italian labor laws and relevant regulations when implementing maternity leave provisions.

Paternity Leave

In Italy, the partner of an employee who has recently become a parent is entitled to parental leave, typically equivalent to their weekly working hours. This leave is generally utilized within the initial period following childbirth. Additionally, employees may have the right to take "short absence leave" for the actual birth itself.

The employer's responsibility regarding expenses and any additional leave periods may vary, and it is important to align with Italian labor laws and any applicable collective agreements when implementing paternity leave policies. State benefits or allowances may be available for employees opting for additional leave, subject to local regulations.

Parental Leave

In Italy, parents with children under a certain age (please check Italian labor laws for the specific age limit) are entitled to parental leave, calculated based on their weekly working hours for each child. The terms and conditions of parental leave, including remuneration, may vary, and it is crucial to align with Italian labor laws and any applicable collective agreements when implementing parental leave policies.

During the paid period, financial support from the government or employers may be available, covering a percentage of the regular salary up to a specified limit. Following the paid period, additional unpaid leave may be negotiable and distributed over the child's early years. Employers in Italy may have the option to apply for allowances or benefits related to parental leave through relevant authorities, underscoring the importance of compliance with local regulations.

Sick Leave

In Italy, the approach to sick leave may differ, and it is essential to consider the specific provisions outlined in Italian labor laws and individual employment contracts. Employers in Italy are generally required to provide sick employees with their salary for a certain duration, and the wage payment may vary based on the employment contract and applicable regulations.

During the initial sick leave period, employers may cover a percentage of the employee's full salary. If the illness persists beyond this period, social security benefits or other mechanisms may come into play, providing financial support to the employee. The exact terms and conditions, including the duration and percentage of salary coverage, should be outlined in accordance with Italian labor laws and the employment agreement.

Termination Requirements

In Italy, the termination process is subject to specific regulations and contractual agreements. The off-boarding procedure is generally managed collaboratively by the employer and relevant stakeholders, following prescribed steps and addressing any associated fees.

Here are additional points to consider in the context of termination requirements in Italy:

  • Notice Period: Specify based on employee's service length, adhering to Italian law.
  • Just Cause: Clearly define valid termination reasons, complying with labor laws.
  • Probationary Period: If applicable, outline terms within legal limits.
  • Termination Meetings: Conduct in line with local laws, providing clear reasons.
  • Severance Pay: Address statutory or contractual obligations based on circumstances.
  • Data Privacy: Emphasize compliance during and after termination.
  • Collective Bargaining Agreements: Check for impact on termination procedures.

In Italy, termination must adhere to specific regulations. Valid reasons, compliance with labor laws, and potential severance pay obligations should be considered. Termination meetings and data privacy compliance are crucial, and any collective bargaining agreements should be checked for impact on termination procedures. Notice periods based on length of service and the possibility of a probationary period, if applicable, should also be addressed.

Notice Period

In Italy, notice periods are crucial components of termination agreements and are determined based on the length of the employee's service. The notice period structure may vary, and adherence to Italian labor laws is essential.

Notice periods are determined as follows:
  • Less than 2 years of service: 1 month's notice
  • Between 2 and 5 years of service: 2 months' notice
  • Between 5 and 8 years of service: 3 months' notice
  • 8 years or more of service: 4 months' notice
Severance for Employees

In Italy, severance payments and related practices may vary, and it's essential to consider local labor laws and regulations.

Some key points to consider for severance in Italy:

Notice periods are determined as follows:
  • When termination occurs by mutual consent, severance payments may be subject to negotiation, and the terms can vary based on the circumstances.
  • Statutory severance pay might be required if termination is mandated by the court or relevant authorities, and it is often calculated based on the length of service.
  • The specific formula for calculating severance pay in Italy may differ from the German approach, so it's crucial to align with local regulations and practices.
  • Employers in Italy may have their own policies or agreements regarding severance accrual, so understanding and adhering to these is important.
Paid Time Off

In Italy, the legal minimum vacation days for an employee are typically determined by the employment period. Generally, employees are entitled to at least 20 days of paid leave per year. However, employers often offer 25 to 30 days, and entitlement may vary based on individual contracts, collective agreements, or company policies. Compliance with Italian labor laws is essential when determining and granting paid time off.

Public Holidays

Italy observes several national holidays throughout the year.

The key public holidays include:
  • New Year's Day
  • Epiphany (January 6)
  • Easter Monday
  • Liberation Day (April 25)
  • Labour Day (May 1)
  • Republic Day (June 2)
  • Assumption of Mary (August 15)
  • All Saints' Day (November 1)
  • Immaculate Conception (December 8)
  • Christmas Day
  • St. Stephen's Day (December 26)

Onboarding in Italy typically takes around 2 business days after the client signs the Statement of Work (SOW).

Salary Requirements:

At Jackson and Frank, the holiday allowance in Italy may be included in the annual salary. This implies that the employee's annual salary on the Jackson and Frank platform may comprise both the annual base salary and the holiday allowance.

When calculating the employee's annual salary, it's crucial to consider both the base salary and the potential holiday allowance.

The holiday allowance, which could be set at a certain percentage, is likely to be included in the overall compensation structure. Compliance with Italian labor laws and regulations is essential in managing salary structures and benefits. It's recommended to align with local practices and legal requirements for accurate and compliant payroll processing.

Employment Contract Details

In Italy, employment contracts are commonly drafted in Italian, and it is advisable to provide a bilingual version if the working language is different.

An employment contract in Italy should include the following details:
  • Name
  • Start date
  • Work Location
  • Duration of the employment
  • Termination conditions
  • Job description
  • Working hours
  • Probationary period terms (if applicable)
  • Compensation details
  • Benefits and allowances
  • Notice period

Additionally, it is crucial to adhere to Italian labor laws and regulations when formulating employment contracts. Italian employment contracts often specify working conditions, benefits, and other essential terms to ensure clarity and compliance with legal requirements. It is recommended to consult local legal experts to ensure accuracy and adherence to specific Italian employment regulations.

Probation Period

In Italy, probationary periods are also common, and the following points can be considered when outlining them in an employment contract:

  • Duration: Specify the length of the probationary period, which can vary but is often between 1 to 6 months.
  • Extension: Clarify whether there is any provision for extending the probationary period and under what circumstances.
  • Termination: Outline the termination conditions during the probationary period, including notice periods for both the employer and the employee.
  • Evaluation: Emphasize the purpose of the probationary period as an assessment period for both parties, encouraging regular feedback and performance reviews.
  • Performance Criteria: Establish the criteria upon which the employee's performance will be evaluated during the probationary period.
  • Extension Conditions: If extension is a possibility, specify the conditions under which it may occur.

It is crucial to ensure that the terms of the probationary period are clearly outlined in the employment contract and comply with Italian labor laws and regulations.

Assist your team in obtaining an Italy working visa with Jackson and Frank.

Enable remote work from Italy effortlessly with Jackson and Frank, managing the entire visa process in-house.

Simplify the visa acquisition process for your team in Italy with Jackson and Frank, ensuring seamless facilitation of remote work opportunities.

With Jackson and Frank's comprehensive support, navigating the visa application process for your team in Italy becomes a hassle-free experience, allowing for smooth and efficient remote work arrangements.

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