Anne Carrion 
New protections under Law no. 106/2025 for workers affected by serious illnesses: leave, medical time off, remote work and job retention.
The Constitutional Court has ruled that the cap on compensation for unlawful dismissal by small businesses is unconstitutional, as it fails to ensure adequate, personalised redress and deterrence.
A new Protocol has been signed to address the heatwave emergency at work: it introduces prevention measures, simplified income support schemes and safeguards for employers.
The Italian Data Protection Authority sanctions the Lombardy Regional Authorities and calls on employers to review how email and Internet data is managed in the workplace.
The new law regulates four forms of employee involvement in corporate life: management, economic and financial, organisational and consultative.
Toffoletto De Luca Tamajo celebrates 100 years alongside businesses, through legal evolution, digital transformation, and innovation in employment law advisory.
Directive 2025/794 “Stop the Clock” postpones the entry into force of certain obligations under the CSRD and CS3D, granting businesses more time to comply.
Alessandro Tortelli joins Toffoletto De Luca Tamajo as Counsel, enhancing the firm’s HR advisory and payroll services and supporting the development of Futuhro.
Toffoletto De Luca Tamajo has been confirmed in Tier 1 for Employment in Legal 500 EMEA 2025, receiving recognition for client satisfaction and excellence in legal services.
Toffoletto De Luca Tamajo has been confirmed in Band 1 in the Chambers & Partners Employment 2025 ranking. A recognition of the firm’s expertise in employment law and HR consultancy for businesses.
Toffoletto De Luca Tamajo has joined the Art Bonus program to support the restoration and maintenance of the National Museum of Science and Technology Leonardo da Vinci in Milan. The initiative aims to improve accessibility and the museum’s use, strengthening the connection between culture and business.
This article outlines the steps companies need to take to comply with the EU’s Pay Transparency Directive, covering recruitment transparency, pay gap analysis, and reporting obligations, ahead of the 2026 deadline.
