Employment in Italy

What is a “contratto di lavoro”?

A contratto di lavoro is an official written agreement between an employee and an employer that governs working conditions, pay, and the rights of both parties.

📌 1. Legal framework:

  • Codice Civile (arts. 2094–2134)
  • D.Lgs. 81/2015 (Jobs Act – contract types)
  • Statuto dei Lavoratori (Law 300/1970)
  • CCNL (Contratti Collettivi Nazionali di Lavoro) — collective agreements that regulate conditions in different sectors.
  • Costituzione Italiana, arts. 36–40 — guarantees on pay, rest, and unions.

📘 2. Main types of employment contracts in Italy

  1. Contratto a tempo indeterminato (open-ended contract)
  2. Contratto a tempo determinato (fixed-term contract)
  3. Contratto di apprendistato (apprenticeship/training with salary)
  4. Contratto a chiamata (on-call/intermittent work)
  5. Contratto stagionale (seasonal contract)
  6. Tirocinio / Stage (internship/traineeship)


1. Contratto a tempo indeterminato (open-ended contract)

What it is: An employment agreement with no end date. Work continues until either party terminates it in accordance with the law/CCNL.

  • Who it suits: Anyone seeking stability, creditworthiness, and long-term residence.
  • Why it’s better than fixed-term: Highest protection against dismissal, full package of social guarantees, easier to obtain a mortgage, rent housing, get a carta di soggiorno UE (clear contributions history).

2) What must be in the contract

  • Parties’ details, job title/inquadramento (CCNL level; e.g., “IV livello – CCNL Commercio”).
  • RAL (reddito annuo lordo) or monthly rate + reference to CCNL pay tables.
  • Work schedule: full-/part-time, night/holiday work, breaks.
  • Periodo di prova (probation): duration, conditions.
  • Leave (ferie), extra hours/allowances, ROL/permessi (time-off hours).
  • Reference to the CCNL: this defines half your rights.
  • Termination conditions (preavviso/grounds/procedure).
  • Any specific conditions: smart working, reperibilità, patto di non concorrenza, patto di prova, trasferte/diarie.

3) Probation period (Periodo di prova)

  • Set by the CCNL and job level.
  • Typical: 2–6 months (longer for skilled roles, shorter for unskilled).
  • During probation, either party may terminate without cause and without severance, but with written notice.
  • Days actually worked count; long illnesses/maternity often “pause” probation.

4) Working time, breaks, overtime

  • Standard: 40 hours/week (or less — per CCNL).
  • Break after 6 hours — minimum 10 minutes (CCNL often grants 30–60 min).
  • Straordinari (overtime):
    • Paid with a premium (commonly +15–30% weekdays, +30–50% holidays/night) per CCNL.
    • May be compensated by riposi compensativi.
  • Night, holiday, Sunday work — separate additional rates.
  • Part-time indeterminato: allowed; any clausole elastiche (schedule flexibility) must be in the contract with extra pay.

5) Salary and payments

  • Busta paga monthly: base + allowances − taxes (IRPEF) − INPS → Netto.
  • Tredicesima (13th month) — almost always; quattordicesima (14th) — in some CCNLs.
  • Welfare aziendale / buoni pasto — common in large companies.
  • Scatti di anzianità (seniority increments) — in many CCNLs every 2–3 years.
  • Superminimo — an individual top-up (ask to state clearly assorbibile/non assorbibile).
  • Travel/diem — typically rimborso spese + diaria (clearly set in the contract/company policy).

Rule of thumb: Netto ≈ 65–75% of Lordo (depends on family detrazioni, regional/municipal surcharges).

6) Leave, sick pay, family events

  • Ferie — minimum 4 weeks/year (CCNL often 26 days).
  • ROL/Permessi — additional time off; varies by CCNL.
  • Malattia — from day 4 paid by INPS/employer (scheme and % per CCNL). Certificato medico telematico is mandatory.
  • Infortunio sul lavoro — covered by INAIL (pay from the day of injury + medical care).
  • Maternità/Paternità:
    • Mother: 5 months of mandatory paid leave (2 before and 3 after birth, or 1 before and 4 after). Pay: 80% of average salary (INPS; sometimes company tops up).
    • Father: 10 days of mandatory paid leave within the first 5 months after birth.
    • Congedo parentale (parental leave): up to 6 months for each parent (30% pay), can be used intermittently.
  • Assenze giustificate: marriage, bereavement, blood donation, court — defined by CCNL.

7) Pension and social contributions (INPS), insurance (INAIL)

  • Employer pays INPS (pension, NASpI, sick pay, etc.).
  • INAIL — protection against workplace injuries/occupational diseases.
  • All contributions appear on the busta paga and in your INPS personal area (Estratto Conto Contributivo).

8) TFR (Trattamento di Fine Rapporto)

  • “Severance” that accrues monthly (≈ 6.91% of the annual wage bill).
  • Paid upon termination/retirement/transfer.
  • Can be directed to a pension fund (Fondo pensione) — with your consent.

9) Smart working / Reperibilità / Non concorrenza

  • Smart working — only by agreement: separate accordo + security policy/tools/compensation.
  • Reperibilità (on-call standby) — only with extra pay (CCNL or individual agreement).
  • Patto di non concorrenza — must be limited in time, geography, and activities, and include MANDATORY compensation; otherwise invalid.

10) Termination: dismissal/resignation

Employer side

  • Giusta causa (serious misconduct): dismissal without notice.
  • Giustificato motivo soggettivo (breach of duties) / oggettivo (economic/organizational reasons) — with preavviso.
  • Procedure: letter of contestazione, opportunity to defend, then decision.
  • Tutele crescenti regime (D.Lgs. 23/2015): compensation depends on seniority (2–18 months’ pay), reintegra only in narrow cases (discrimination, insussistenza del fatto, etc.).

Employee side (dimissioni)

  • Only online via Ministero del Lavoro portal (Dimissioni Telematiche) with SPID/CIE or through Patronato.
  • Must work preavviso (length — in CCNL) or compensate the employer.
  • Dimissioni per giusta causa (wages not paid, mobbing, worsening conditions) — without preavviso; contact a union/ITL.

After involontaria disoccupazione (dismissal by employer or dimissioni per giusta causa) you can apply for NASpI at INPS (within 68 days; duration ≈ half of contributions in the last 4 years; payment reduced by 3%/month after the 6th month).

11) Taxes and certificates

  • Each year the employer issues CU (Certificazione Unica) — needed for Modello 730 or PF.
  • Possible detrazioni: for children/rent/health/transport/education (depending on that year’s law).
  • For foreigners: having tempo indeterminato often facilitates ricongiungimento familiare, permesso UE di lungo periodo, and mortgages.

2. Contratto a tempo determinato (fixed-term contract)

1) Essence and main difference

  • What it is: an employment contract with a clearly defined end date.
  • Main difference vs indeterminato: in a fixed-term contract the parties know from the start when it ends, even if both are satisfied. To continue, a new agreement is needed.
  • Used for temporary needs: replacing staff on leave/maternity, seasonal peaks (tourism, agriculture), time-limited projects.

Legal basis:

  • D.Lgs. 81/2015 (Jobs Act), especially arts. 19–29.
  • Legge 96/2018 (“Decreto Dignità”) — limits on fixed-term contracts to reduce abuse.
  • CCNL — defines details (e.g., allowances, preavviso for early termination).

2) Duration and limits

  • Max duration of a single contract: 12 months without justification.
  • Can be extended up to 24 months, but only with reasons defined by law or CCNL:
    • temporary need for work;
    • replacement of another employee;
    • seasonal activity.
  • Proroghe (extensions): no more than 4 within the same 24 months.
  • After reaching 24 months, the employer must either convert to indeterminato or end the relationship.

3) Contract conditions

The contract must state:

  • Start and end dates;
  • RAL (pay) according to CCNL;
  • Periodo di prova (as in indeterminato, usually shorter);
  • Schedule, ferie, permessi, malattia — same as indeterminato;
  • Reference to the relevant CCNL;
  • Possibility of extension and its conditions.

4) Salary and payments

  • Same rights as indeterminato:
    • monthly busta paga;
    • Tredicesima (and, if applicable, 14th);
    • supplements for night/holiday/overtime;
    • TFR accrues.
  • Note: fixed-term contracts often include a superminimo (temporary top-up) to attract workers, which ends when the contract ends.

5) Leave, sick pay, social guarantees

  • Ferie: same 4 weeks/year (pro-rata to contract length).
  • Malattia: paid by INPS from day 4.
  • Maternità/paternità: same rights as indeterminato (INPS + employer).
  • INPS/INAIL: contributions accrue identically.
  • NASpI: entitlement to unemployment benefits after a fixed-term ends (if enough contributions were paid).

6) Termination and end

  • Contract ends automatically on the set date. Preavviso not required.
  • Early termination:
    • Employee may resign for giusta causa (wages not paid, mobbing, etc.).
    • Employer — only for giusta causa (serious breach).
  • If the employer keeps using the employee after expiry → the contract automatically becomes indeterminato.

7) Pros and cons (vs indeterminato)

✅ Pros

  • Easier to get hired (lower risk for employer).
  • Grants the same guarantees (INPS, ferie, malattia, TFR).
  • Experience for the CV + contributions count for permesso.
  • Possible transition to indeterminato after several fixed-terms.

❌ Cons

  • Instability: end date known from day one.
  • Harder life planning: landlords, banks often refuse without indeterminato.
  • Limited time → some employers abuse by rolling one fixed-term into another.
  • Harder to obtain permesso UE di lungo periodo or a mortgage.

👩‍🎓 3. Contratto di apprendistato (training/apprenticeship with salary)

1) Essence and purpose

  • An employment contract that combines work + professional training.
  • Goal: build a qualification or professional profile.
  • The worker receives a salary, but lower than a “fully qualified” employee in the same role, since the employer invests in training.
  • The contract always includes an individual training plan (piano formativo individuale), approved by the Region/CCNL.

📌 Important: This is not an unpaid internship (like stage/tirocinio), but a real contract with INPS, INAIL, TFR, ferie.

2) Legal basis

  • D.Lgs. 81/2015 (Jobs Act, Capo V: Apprendistato)
  • Sector CCNLs (define duration, pay levels, training conditions).
  • Regioni are responsible for training programs and qualification certification.

3) Types of apprendistato

  1. Apprendistato per la qualifica e il diploma professionale (I livello)
    • For youth aged 15–25.
    • Combines school/courses + work.
    • Used in crafts and technical fields.
  2. Apprendistato professionalizzante (II livello)
    • Most common.
    • Age: 18–29 (17 if already qualified).
    • Grants a professional profile recognized by the CCNL.
    • Duration: 3 years (sometimes 5 in crafts).
  3. Apprendistato di alta formazione e ricerca (III livello)
    • For universities, PhDs, research centers.
    • Combines higher education with an employment contract.

4) Duration

  • Minimum: 6 months.
  • Maximum: usually 3 years, up to 5 in some sectors.
  • Probation: as in other contracts, often shorter.

5) Pay and contributions

  • Pay is lower than for a fully qualified employee:
    • Year 1: ≈ 60% of the CCNL rate.
    • Year 2: ≈ 70–80%.
    • Year 3: ≈ 90%.
  • All INPS/INAIL contributions are paid.
  • Includes TFR, ferie, malattia, maternità.

👉 This is not unpaid practice: there is always salary, even if lower.

6) Worker’s rights

  • Ferie — minimum 4 weeks/year.
  • Malattia — as in determinato/indeterminato.
  • INPS: pension contributions accrue.
  • INAIL: injury insurance.
  • Training: right to time off for courses.
  • At the end, the worker may receive a qualification certificate.

7) End of contract

  • If the employer does not wish to continue — it ends on the agreed date.
  • If all goes well → it automatically becomes contratto a tempo indeterminato.
  • For early termination, rules are the same as determinato.

8) Pros and cons

✅ Pros

  • Enables young people/beginners to enter the labor market.
  • Full contract (INPS, INAIL, TFR).
  • Can convert to indeterminato.
  • Training + salary simultaneously.

❌ Cons

  • Lower pay.
  • Time-limited (generally not possible after age 30, barring rare exceptions).
  • Some employers abuse it: hire only apprendisti to pay less and avoid conversion.

📞 4. Contratto a chiamata (lavoro intermittente, “on-call” work)

1) Essence and characteristics

  • An employment form where the worker works only when called by the employer.
  • Used in sectors with irregular needs: hotels, restaurants, events, logistics, holidays/tourism.
  • The worker has the same rights as under other contracts (insurance, INPS, INAIL), but the work is occasional.

📌 Difference from determinato: determinato has a fixed term; chiamata has no stable schedule, only calls.

2) Legal basis

  • D.Lgs. 81/2015, arts. 13–18.
  • May be concluded in writing. If “without written confirmation” → it is deemed indeterminato.
  • Also governed by CCNLs (many sectors have specific provisions on lavoro intermittente).

3) When it can be used

  • By age:
    • under 24 (but work must end before the 25th birthday);
    • from 55 years old.
  • By type of activity:
    • in sectors defined by law or CCNL (horeca, tourism, seasonal services).
  • Used only for occasional, irregular tasks.

4) Employer’s obligations

  • Before each call, the employer must notify INPS/INAIL (telematically or by SMS) no later than the day before.
  • If not done and the worker works → fines and risk of the contract being deemed indeterminato.

5) Pay and benefits

  • Pay only for hours/days actually worked.
  • Minimum rates set by CCNL.
  • Two options:
    1. Senza indennità di disponibilità (no availability allowance): the worker is not obliged to always be available and is not paid if not called.
    2. Con indennità di disponibilità (with availability pay): the worker must respond to calls even if no work is assigned; the employer pays a fixed monthly allowance.

6) Social guarantees

  • The worker accrues ferie, TFR, malattia, and INPS/INAIL contributions proportional to hours worked.
  • Right to NASpI if enough contributions have been accumulated.
  • If there is an indennità di disponibilità, this also counts toward contributions.

7) Pros and cons

✅ Pros

  • Flexibility: convenient for students, people with a second job, retirees.
  • Opportunity to gain official contributions (INPS/INAIL).
  • Suitable as first experience for migrants in tourism or restaurants.

❌ Cons

  • No stability: unknown how many hours will actually be offered.
  • Income varies widely.
  • Frequent abuse: calls without prior INPS notification.
  • Hard to get housing/credit/permesso UE lungo periodo (insufficient stable income).

🌾 5. Contratto stagionale (seasonal contract)

1) Essence and characteristics

  • A form of tempo determinato used for work that is seasonal by nature.
  • Used in sectors where labor demand arises only at certain times of year: agriculture, tourism, hotels, restaurants, winemaking, harvesting, resort services.
  • Has the same rights as determinato, but with special rules on duration, extension, and interruption.

📌 For non-EU foreigners, seasonal contracts are often governed by Decreto Flussi quotas.

2) Legal basis

  • D.Lgs. 81/2015 (Jobs Act) – governs determinato/indeterminato.
  • Codice Civile, arts. 2094–2134.
  • Decreto Flussi – annual government decree with quotas for non-EU seasonal workers.
  • CCNL Agricoltura, Turismo, Commercio – collective agreements detailing rates and conditions.

3) Duration and limits

  • The contract always has an end date, but it can be extended within the season.
  • Maximum duration usually 6–9 months (sometimes up to 12, depending on sector and CCNL).
  • A worker may have several seasonal contracts with different employers in the same year.

4) Specifics for foreigners (Decreto Flussi)

  • Non-EU citizens may enter Italy specifically with a permesso di soggiorno per lavoro stagionale.
  • Permesso is issued for the contract term (up to 9 months).
  • After several years of seasonal work (minimum 2 consecutive years) you can apply for a permesso pluriennale per lavoro stagionale (multi-year permit).
  • In certain cases (if provided by law) a seasonal contract may be converted to tempo determinato or indeterminato, enabling a longer permesso.

5) Pay and payments

  • Set by sector CCNLs (e.g., CCNL Agricoltura or Turismo).
  • The worker has the same rights as determinato:
    • monthly busta paga;
    • 13th month (in many sectors);
    • night/holiday/overtime premiums;
    • TFR accrues.
  • Pay is calculated hourly/daily per CCNL.

6) Social guarantees

  • Ferie — accrue pro rata (minimum about 2 days/month).
  • Malattia — covered by INPS (sector-dependent).
  • INPS/INAIL — all contributions must be paid.
  • Right to NASpI agricola (unemployment benefit for seasonal agricultural workers).

7) Termination and end

  • Ends automatically on the agreed date (as determinato).
  • Early termination only for giusta causa (serious breaches).
  • If the employer continues employing after the season ends → risk the contract will be deemed indeterminato.

8) Pros and cons

✅ Pros

  • Legal pathway to come work in Italy (via Decreto Flussi).
  • Full social guarantees (INPS, INAIL, ferie, malattia, TFR).
  • Ability to accumulate contributions and claim NASpI agricola.
  • Chance to convert to a longer contract.

❌ Cons

  • Temporariness (no stability).
  • Dependence on quotas and bureaucracy (Flussi often oversubscribed).
  • No right to long-term residenza with only seasonal contracts (exception — pluriennale).
  • Banks/landlords may not accept it as sufficient guarantee.

🎓 6. Tirocinio / Stage (internship/traineeship)

1) Essence and characteristics

  • Tirocinio (or Stage) is a learning/professional experience, not a true employment contract.
  • Purpose: allow a person to gain practical skills and learn about the work environment.
  • It is a tool for orientation and preparation for employment, not permanent hiring.

📌 Important: Tirocinio ≠ Contratto di apprendistato.

  • Apprendistato = contract, salary, INPS, TFR.
  • Tirocinio = training experience, may be paid or unpaid depending on the Region.

2) Legal basis

  • Linee guida nazionali on extracurricular internships (2017, approved by Stato-Regioni).
  • Regulations of each Italian Region (duration, minimum compensation).
  • CCNLs do not apply directly, but can matter if the company later hires the trainee.

3) Types of tirocinio

  1. Curriculare — during studies (school, university, courses). Counts toward the academic program.
  2. Extracurriculare — after studies, to enter the labor market. Most common among migrants and youth.

4) Duration

  • Depends on type and Region:
    • Usually 3–6 months.
    • For persons with disabilities — up to 12 months.
    • For unemployed or NEET — sometimes up to 12 months.

5) Compensation

  • In most Regions, extracurriculare internships must be compensated:
    • Minimum €300–€800/month (depending on Region).
    • This is an indennità di partecipazione, not a salary.
  • No INPS/TFR, but payments are taxable.
  • Curriculare (during studies) is often unpaid.

6) Trainee’s rights

  • INAIL insurance against accidents.
  • Health coverage (through SSN).
  • Set working hours (usually 20–35 per week).
  • Right to a tutor.
  • No ferie, TFR, sick leave (unless provided for in the agreement).

7) Completion and prospects

  • After the tirocinio, the company may offer:
    • Contratto di apprendistato;
    • Contratto a tempo determinato;
    • or end the collaboration.
  • The internship does not automatically create an employment relationship.

8) Pros and cons

✅ Pros

  • Chance to enter a company without prior experience.
  • Opportunity to gain practical skills.
  • Often a first step toward indeterminato.

❌ Cons

  • Low or no compensation.
  • Lack of social guarantees (INPS, TFR).
  • Risk of abuse (using trainees as cheap labor).
  • Not suitable for long-term permesso di soggiorno (no full INPS contributions).

⚖️  3. Worker’s Rights

1) 💶 Salary (Retribuzione)

  • Costituzione Italiana, art. 36 guarantees “fair pay,” commensurate with the quantity and quality of work and ensuring a dignified life.
  • CCNL set minimum wage rates for each sector and level (inquadramento).
  • Payment is monthly; the employer must provide the busta paga (payslip).
  • The busta paga shows:
    • gross salary;
    • taxes (IRPEF, addizionali);
    • INPS/INAIL contributions;
    • netto (amount paid);
    • TFR, ferie, permessi.

2) 🌴 Leave (Ferie)

  • Minimum 4 weeks per year (20 working days).
  • CCNLs often provide more (e.g., 26–30 days).
  • Leave is mandatory and paid.
  • Leave cannot be replaced with cash, except when the contract ends.

3) 🤒 Sick leave (Malattia)

  • Paid from the 4th day of illness.
  • First 3 days — carenza (some CCNLs partially compensate them).
  • Certificate from your medico di base is mandatory: they send it electronically to INPS.
  • INPS + employer pay days depending on seniority and CCNL.

4) 📅 Weekly rest and public holidays (Riposi e Festività)

  • Minimum 1 rest day per week (usually Sunday).
  • National holidays (festività nazionali): 1 January, 25 April, 1 May, 2 June, 15 August, 25 December, etc.
  • If you work on a rest day/holiday → there must be a wage supplement (percentage set by CCNL, usually 30–50%).

5) 👶 Maternity/Paternity (Maternità/Paternità)

  • Mother: 5 months of mandatory paid leave (2 before and 3 after birth, or 1 before and 4 after). Pay: 80% of average salary (INPS; sometimes the company tops up).
  • Father: 10 days of mandatory paid leave within the first 5 months after birth.
  • Congedo parentale: up to 6 months for each parent (30% pay), may be used in parts.

6) 🏦 INPS contributions

  • INPS (Istituto Nazionale della Previdenza Sociale) — main social insurance fund.
  • Contributions are paid from each busta paga (part paid by employer, part withheld from salary).
  • Entitles you to:
    • pension;
    • unemployment benefits (NASpI);
    • sick pay;
    • maternità/paternità;
    • assegni familiari (family benefits).

7) 🦺 INAIL (injury insurance)

  • INAIL — insurance against workplace accidents and occupational diseases.
  • Covers:
    • medical treatment;
    • sick pay from day one;
    • compensation in case of disability;
    • lump-sum payments to family in case of a worker’s death.

8) ✊ Unions (Sindacati: CGIL, CISL, UIL)

  • Workers have the right to unionize and strike (Costituzione Italiana, arts. 39–40).
  • Sindacati defend workers’ rights, assist in disputes, and support in court cases.
  • Membership is voluntary, dues ≈ 1% of salary.

9) 💼 TFR (Trattamento di Fine Rapporto)

The worker may choose to transfer TFR to a pension fund (Fondo pensione).

This is the “end-of-service allowance” that accrues monthly (≈ 6.91% of annual salary).

Paid upon termination, retirement, or moving to another job.

📑 4. Mandatory documents for employment

To be officially employed in Italy, the documents you need depend on citizenship (EU or non-EU).

🔹 For EU citizens

  1. Identity document — passport or ID card.
  2. Codice fiscale — tax code, mandatory for any contract.
  3. Residenza / iscrizione anagrafica — municipal registration if the job is long-term.
  4. Italian bank/postal IBAN — for salary transfers.
  5. If needed — certificates of education/qualification (e.g., for regulated professions: medical, legal, teaching).

🔹 For non-EU citizens

  1. International passport.
  2. Permesso di soggiorno with the right to work (per lavoro subordinato, per motivi familiari, protezione internazionale/temporanea, etc.)
    • If the permesso is still in process — you can work with the ricevuta postale (filing receipt). This is explicitly provided by law.
  3. Codice fiscale.
  4. Italian identity document (if any — e.g., carta d’identità for residents).
  5. Italian bank IBAN or Postepay Evolution — salary cannot be paid in cash (except in special cases).
  6. Curriculum Vitae (CV) — often required even for manual work.
  7. If employment is via Decreto Flussi — also nulla osta al lavoro (permit issued by Sportello Unico Immigrazione).

Here you can download the Curriculum Vitae (CV) template

📌 Additional documents by sector

  • Sanitaria (care, healthcare): medical certificates, vaccinations, often OSS/ASA certificates.
  • Construction/industry: corso sicurezza sul lavoro (health & safety training, organized by employer or agency).
  • Transport: Italian license C/D/E, carta tachigrafica, CQC.
  • Horeca (restaurants, hotels): sometimes HACCP certificate (food hygiene).

💶 5. Salaries and minimum rates

⚖️ 1. Why there is no single “minimum wage” in Italy

  • Italy has no national minimum wage set by law (unlike France or Germany).
  • Wage levels are regulated through national collective agreements (CCNL).
  • Each sector (retail, construction, cleaning, hospitality, transport) has its own CCNL defining:
    • worker categories (livelli/inquadramento),
    • minimum rates,
    • supplements, leave, sick pay, dismissal rules.

📌 This means pay depends on sector, qualifications, level, and region.

📊 2. Sample minimum gross rates

(from typical CCNLs in 2023–2024)

  • Retail (Commercio): ≈ €1,200–1,400 gross/month
  • Construction (Edilizia): ≈ €1,300–1,600 gross/month
  • Cleaning (Pulizie/Multiservizi): ≈ €1,000–1,200 gross/month
  • Horeca (hotels, restaurants): ≈ €1,100–1,300 gross/month
  • Logistics/transport: ≈ €1,400–1,600 gross/month

💡 Minimum rates are updated when a new CCNL is signed — always check the latest tables.

🧾 3. How to know which CCNL applies?

  • Your contract must reference a CCNL.
  • This determines not only pay but working conditions.

📉 4. Brutto vs Netto: what you actually receive

  • Brutto (gross) = amount before taxes and contributions.
  • Netto (net) = what you actually “take home” after taxes and contributions.
    Net depends on:
  • IRPEF taxes (progressive: 23% → 43% depending on income),
  • family status (deductions for children/dependents),
  • INPS contributions (about 9–10% of salary),
  • additional payments (13th salary, bonuses, incentives).

📊 Rule of thumb:

  • Netto ≈ 65–75% of brutto.
  • Example: €1,500 brutto → €1,050–1,100 netto.

💶 6. Taxes and contributions

⚖️ 1. IRPEF — personal income tax

  • IRPEF (Imposta sul Reddito delle Persone Fisiche) — main income tax.
  • Progressive brackets:
    • 23% → up to €15,000/year
    • 25% → €15,001–28,000
    • 35% → €28,001–50,000
    • 43% → over €50,000

📌 In addition to national rates, there are:

  • Addizionale Regionale (≈ 1–3%) — depends on Region.
  • Addizionale Comunale (≈ 0.5–1%) — depends on Municipality.

👉 Actual tax burden varies by Region.

🏦 2. INPS — pension and social contributions

  • INPS is the social insurance fund.
  • Contributions ≈ 33% of gross salary, of which:
    • ≈ 23–24% paid by employer,
    • ≈ 9–10% withheld from the employee’s salary.

INPS provides:

  • pensions (old-age, disability, survivors);
  • sick pay, maternity/paternity;
  • unemployment benefits (NASpI);
  • assegno unico (child benefit);
  • other social support.

🧾 3. Tax deductions (detrazioni fiscali)

Detrazioni reduce your tax base and help save on IRPEF.

Main ones:

  • For dependents (familiari a carico):
    • for children, spouse if they have no income.
  • For medical expenses:
    • 19% of expenses over €129.11/year (medicines, tests, doctors).
  • For rent (affitto):
    • depends on contract type and income; typically €150–500/year.
  • For education:
    • university, school, courses — partially deductible.
  • For transport (passes): up to €250/year.

📊 4. Example calculation

With a salary of €1,500 gross/month (≈ €18,000/year):

  • INPS (9.2%) = €138/month → €1,656/year.
  • IRPEF (23% on 15,000 + 25% on the remaining 3,000) ≈ €4,350/year.
  • Netto ≈ €1,080/month.

👉 If you have children as dependents → netto may be higher due to family detrazioni.

🛠 7. Where to look for work

  • Portals: Indeed.it, Subito.it, Infojobs.it.
  • Agenzie interinali: Randstad, Adecco, Manpower.
  • Centro per l’impiego (public employment center).
  • Unions and Patronato.
  • Telegram/WhatsApp migrant groups.

🚨 8. Protecting workers’ rights in Italy: what to do in case of violations

🔹 Typical violations

  • Pay below the CCNL minimum.
  • No busta paga issued.
  • Undeclared work (senza contratto).
  • Persistent late wage payments.
  • No registration with INPS/INAIL.
  • Refusal of paid leave, sick pay, maternity/paternity.
  • Dismissal without preavviso or without giusta causa.
  • Discrimination, mobbing, sexual harassment.

⚖️ Where to turn

  1. 📌 Ispettorato Territoriale del Lavoro (ITL)
    • Local labor inspectorate (part of Ispettorato Nazionale del Lavoro).
    • Any worker can file a complaint, including foreigners (even without permesso, if it concerns undeclared work).
    • Filing options:
      • in person at an ITL office;
      • online (Servizi Lavoro portal);
      • through Patronato or a union.

👉 The inspectorate can conduct a company inspection, summon the employer, and order payment of wages/contributions.

Here you can download the Complaint Form to the Labor Inspectorate – Modulo INL 31

2. ✊ Unions (Sindacati: CGIL, CISL, UIL, USB and others)

  • Provide advice free or for a symbolic fee.
  • Can help draft a formal claim, accompany you to ITL or court.
  • Often the sindacato can effectively “pressure” the employer to speed up payments.

3. 🏛️ Tribunale del Lavoro (labor court)

  • If the employer ignores claims or ITL inspections.
  • Filed via a lawyer (possible gratuito patrocinio – free legal aid for low-income).
  • The court can order payment of wages, reinstatement, damages.

4. 🏦 INPS and INAIL

  • If the employer failed to pay contributions, while you worked officially.
  • INPS can confirm your contributions via estratto conto contributivo.
  • If the employer didn’t pay INAIL and an accident occurred → you can still apply directly to INAIL (protection also covers undeclared workers).

📝 How to draft a complaint

  1. Your details (name, surname, codice fiscale, contacts).
  2. Employer’s details (company name, address, P.IVA / codice fiscale, owner’s name).
  3. Type of violation (late wages, unpaid contributions, undeclared work, etc.).
  4. Dates: when you started working, when the violation occurred.
  5. Evidence: copies of busta paga, bank statements, employer messages, witnesses.
  6. Your demands: payment of arrears, reinstatement, other rights.

👉 You can file anonymously, but it’s more effective to provide your details.

🔄 Procedure after a complaint

  1. ITL summons the employee and employer for a tentativo di conciliazione (attempt to settle).
    • If the employer agrees — a settlement is signed, and they pay the arrears.
    • If not — the inspectorate may impose fines and refer the case to court.
  2. If it goes to the Tribunale del Lavoro:
    • proceedings usually last 6–18 months;
    • the decision may include compensation + late-payment penalties.

📎 Useful links

Ministero del Lavoro e delle Politiche Sociali – official information on labor law, contracts, workers’ rights

🔗 https://www.lavoro.gov.it

Ispettorato Nazionale del Lavoro (INL) – monitors compliance with labor rights, online services for complaints

🔗 https://www.ispettorato.gov.it

INPS (Istituto Nazionale Previdenza Sociale) – pension and social contributions, unemployment, maternità/paternità

🔗 https://www.inps.it

INAIL (Assicurazione contro gli infortuni sul lavoro) – insurance against occupational accidents and diseases

🔗 https://www.inail.it

Normattiva – official database of Italian laws (Codice Civile, D.Lgs. 81/2015, Statuto dei Lavoratori)

🔗 https://www.normattiva.it

Portale ClicLavoro (Ministero del Lavoro) – job vacancies, employment instructions, public employment services

🔗 https://www.cliclavoro.gov.it

CGIL – Confederazione Generale Italiana del Lavoro (Italy’s largest union)

🔗 https://www.cgil.it

Frequently Asked Questions (FAQ)
  1. Can I work without a permesso di soggiorno?

❌ No. You need a valid permesso di soggiorno with the right to work (or ricevuta postale for its renewal).

  1. What are the main contract types?

👉 Most common:

Indeterminato (open-ended) — most stable.

Determinato (fixed-term) — up to 24 months.

Apprendistato — training + work for young people.

Chiamata — on call.

Stagionale — seasonal (tourism, agriculture).

Tirocinio — internship (educational, with small compensation).

  1. Is there a minimum wage in Italy?

❌ No single law.

✅ Wages are set by CCNL per sector (e.g., retail ≈ €1,200–1,400 gross).

  1. What do I actually take home (netto)?

Usually 65–75% of brutto.

Example: €1,500 brutto → ≈ €1,050–1,100 netto after taxes and contributions.

  1. What core rights do I have as a worker?

👉 At least 4 weeks of paid leave, sick pay from day 4, maternity (5 months for mother, 10 days for father), INPS/INAIL contributions, union rights, severance (TFR).

  1. What if my pay is below standard or unpaid?

📌 Contact:

Ispettorato Territoriale del Lavoro (ITL)

Sindacato (CGIL, CISL, UIL, etc.)

Patronato

As a last resort — Tribunale del Lavoro.

  1. Can I work part-time?

✅ Yes. But to renew permesso, income must be sufficient for living (≈ assegno sociale level — ≈ €7,002/year in 2025).

  1. Do fixed-term or seasonal contracts count for the permesso?

✅ Yes. The key is an official contract and paid contributions. Seasonal contracts count for permesso stagionale and can be converted to longer-term.

  1. How do I check if my employer pays INPS contributions?

📌 In your INPS account (Estratto Conto Contributivo) online via SPID/CIE/TS-CNS. You can see all contributions affecting your pension and NASpI.

  1. Where can migrants get help if they don’t speak Italian or fear conflict

👉 Patronato (free advice), Sindacato (often with interpreters), or migrant associations. They help draft complaints and protect your rights.

We’ve prepared a detailed PDF Guide for you — with all the key details, important information, and practical tips about Employment in Italy.

Download and use it as a ready-to-go manual!

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