Hiring in Italy

Italy is a hub for skilled workers in tech, design, and fashion. As part of the European Union, Italy has many standardized regulations when it comes to employment, but it also has some unique rules of its own. It’s important to understand Italy’s employment laws before hiring there.

Employment relationships in Italy are governed by such laws as the Italian Civil Code, Legislative Decree No. 81/2015, and the “Jobs Act" reforms. These laws outline workers’ rights, employer obligations, and procedures for labor disputes. In Italy, many labor rules are determined via collective bargaining by a professional organization. Laws may give guidelines (including minimums and maximums) for certain aspects of employment contracts, but some aspects of employment in Italy will vary by industry. 

Additionally, Italian law places specific regulations on the use of temporary and agency workers. Staffing agencies can provide workers to third-party companies only in cases of temporary, occasional, or transitory tasks. Employers must ensure that these arrangements comply with legal requirements and that agency workers receive equal treatment in terms of compensation and working conditions. Employers are required to provide written employment contracts detailing terms and conditions, including job responsibilities, compensation, working hours, and benefits. Compliance with statutory requirements such as minimum wage standards, social security contributions, and working time regulations is essential.

Because of the complexity of Italy’s labor and tax laws, compliant employment contracts are a critical business requirement. With Safeguard Global as your partner, you can hire employees in Italy with confidence, knowing that every contract meets legal standards. We also provide guidance on cultural expectations and hiring best practices, while helping you stay current with regulatory changes.

Relying on an employer of record (EOR) in Italy

An employer of record (EOR) provides an easier way for organizations to hire and pay local talent in Italy. Because of its in-country presence, the EOR can employ the workers a company needs and lease them to that company, taking care to comply with Italy’s labor laws. As a result, the organization doesn’t have to establish a legal presence or manage compliance in Italy. 

The EOR can hire and onboard employees in as little as two weeks and manage ongoing responsibilities such as payroll, benefits, and taxes. A full-service EOR can also manage recruitment. Together, these EOR services significantly reduce the administrative burden for an organization. 

Visit our employer of record services page to learn how we can help you meet your international employment needs in Italy.