Employer of Record Italy

• Quick, flexible, and easy entry into Italy in compliance with local employment laws
• Complete control over business development with your own team
• Good option for building up, managing, and supporting your distributors and key accounts by directly observing local developments and adjusting the strategy whenever necessary
• Using our comprehensive recruitment experience for international clients, we can form a local team that fits your corporate culture.
• Focusing on your core business instead of dealing with the time-consuming and complex local administrative tasks
• Allowing for easy market exit if necessary
• Integrating your employees into our team through motivational events and special meetings

In Italy, it is mandatory for employers to provide official employment agreements to every employee. These agreements must encompass essential job specifics like compensation, working hours, perks, and entitlements. Additionally, they must be documented in Italian and utilize the Euro currency.

Probation periods range from three to six months for permanent contracts. During this time, both the employer and the employee have the opportunity to assess whether the job is a good fit.

For temporary contracts, such as fixed-term contracts or project-based employment, the probationary period may be shorter or nonexistent, depending on the terms of the contract and labor laws.

• Paid Time Off : Italian law mandates a minimum of 20 days of paid leave per year. This includes both vacation days and national holidays. Some companies may offer additional days off or longer vacation periods.
• Health Insurance: The Italian National Health Service (SSN) provides universal coverage for basic healthcare needs. However, many employers offer supplementary private health insurance plans to their employees, which can cover additional medical services and treatments.
• Pension Plans: Employers typically contribute to the Italian state pension system on behalf of their employees. Additionally, some companies offer supplementary pension plans or retirement savings schemes to help employees save for retirement.
• 13th month Salary: In Italy, it’s customary for employees to receive an annual bonus known as the ’13th-month’ salary. Although not mandated by law, this extra payment is typically given out around Christmastime.

• European Union (EU) Citizens: Citizens of EU member states, as well as citizens of Norway, Iceland, Liechtenstein, and Switzerland, have the right to work in Italy without needing a visa or work permit.
• Non-EU Citizens: Non-EU citizens typically need a work visa and permit to work legally in Italy. The type of visa required depends on the nature of the employment:

1. Highly Skilled Workers: Italy has specific visa categories for highly skilled workers, such as the “EU Blue Card” for those with certain qualifications and job offers, or the “Intra-Corporate Transfer (ICT)” visa for employees transferred within a company.
2. Seasonal Workers: There are seasonal work visas available for certain industries, such as agriculture and tourism.
3. Self-Employment: Non-EU citizens intending to establish their own business or work as freelancers in Italy may need to apply for a visa specifically for self-employment.
4. Sponsored Employment: For most other types of employment, the prospective employer in Italy typically needs to sponsor the visa application. This involves obtaining a work contract and sometimes demonstrating that no qualified EU candidates are available for the position.

• New Year’s Day
• Epiphany
• Easter Sunday
• Easter Monday
• Liberation Day
• Labor Day / May Day
• Republic Day
• Assumption of Mary
• All Saints’ Day
• Feast of the Immaculate Conception
• Christmas Day
• St. Stephen’s Day

In Italy, employees have the right to a minimum of 20 days of paid vacation leave, calculated on the basis of a five-day working week.

In Italy, the statutory minimum sick leave is 3 days, and the maximum is 6 months. During the initial 3 days, the employer is required to pay 100% of the salary. From the 4th to the 20th day, 75% of the salary must be paid. From the 21st day until the 180th day, the full salary must be provided, with 66.66% funded by the Italian social security system and 33.34% by the employer.

In Italy, mandatory maternity leave spans a total of 5 months, with the option to begin it up to 3 months before the birth. This leave can be extended in the event of premature birth or paused if the infant requires hospitalization, allowing the unused pregnancy leave to be carried over or the leave to be prolonged due to the hospital stay.