Last Updated on July 3, 2026
Publication in the Official Gazette of Conversion Law 112 of 25 June 2026 converting Decree Law 62 of 30 April 2026 (the so-called May Day or Primo Maggio Decree).
The conversion makes changes and adds clarifications to the provisions already introduced by the Decree Law, including those regarding fair salaries, contract renewals, and digital work, and also introduces further changes concerning secondment, proximity contracts, and staff leasing.
It confirms incentives for hirings already included in the Decree Law (see our newsflash “May Day (Primo Maggio) Decree: new incentives, fair wages and safeguards for digital work” of 5 May 2026).
Below is a summary of the main provisions introduced by the Conversion Law.
Internships
It introduces a maximum total of 12 months for the duration of post-graduate internships carried out within the same group of companies.
Incentives
With reference to the social security contribution exemption introduced by the Decree for companies with certifications relating to work-life balance measures, it clarifies that this incentive applies exclusively to the years 2026, 2027, and 2028, while in the original version of the Decree Law, the incentive appeared to be structural.
Total Economic Remuneration
The Conversion Law introduces an express definition of Total Economic Remuneration (TEC in Italian), identified as the reference parameter for determining adequate remuneration pursuant to Art. 36 of the Italian Constitution as well as a requirement for access to the social security contribution exemptions introduced by the Decree.
The TEC includes not only fixed and continuous salaries, direct, indirect, and deferred as defined by national collective agreements (signed by the most representative trade union organisations), but also the benefits of contractual welfare recognised to the workers as a whole and any other allowances provided for by the collective agreements in question. Individually granted discretionary and variable economic items are not included.
It assigns the National Council for Economics and Labour the task of extracting the relative Total Economic Remuneration from the collective agreements filed and consequent updating of the national archive of collective agreements.
Proximity contracts
There are new provisions regarding proximity contracts, namely the agreements provided for by Art. 8 of converted Decree Law 138/2011 that allow companies to waive, within specific limits, the legal provisions and the National Collective Bargaining Agreement.
To ensure traceability, all proximity contracts must be filed with the Ministry of Labor and the National Council for Economics and Labour.
In addition, companies that have signed agreements stipulating less favourable conditions are required, in compliance with transparency obligations, to inform the workers concerned within three days of signing.
For companies with a workforce of up to 15 employees there is a specific procedural obligation if the proximity agreements introduce less favourable conditions in the matters expressly identified by law. In these cases, in fact, the agreements must be signed at the local offices of the National Labour Inspectorate.
Contract renewals
It strengthens the mechanism that automatically adjusts salaries in the event of non-renewal of the collective agreement as follows:
- the deadline for activating the mechanism is reduced from 12 to 9 months;
- the percentage of the adjustment is increased from 30% to 50%;
- the benchmark becomes the IPCA-NEI (consumer price index net of imported energy products), instead of the IPCA (consumer price index).
1 January 2027 is confirmed as the effective date for those collective agreements that have already expired.
Disclosure obligations
It limits to private companies the obligation of the employer to communicate the unique alphanumeric code of the collective agreement to the worker at the time of hiring, giving companies a month from the hiring date to fulfill the obligation. Employers are still required to indicate this code also in pay slips.
Riders
The Conversion Law clarifies that the provisions introduced by the Decree regarding digital work apply exclusively to riders governed by Chapter V-bis of Legislative Decree 81/2015 and not in general to workers operating through digital platforms.
In particular, the new rules—partially modified during conversion—concern:
- the presumption of employment of work relationships between the providers and the platform if the latter exercises management and control powers, including through automated monitoring or decision-making systems;
- communication obligations and data retention on the platforms;
- transparency obligations towards workers regarding the use of automated or algorithmic systems, as well as the recognition of the right of riders to obtain information on automated decisions that involve the limitation, suspension, or closure of the account, failure to pay compensation for the activity carried out or changes in the relationship and to request its review with human intervention.
It also confirms the provisions regarding digital identification of riders using public systems (SPID, CIE, CNS) or an account issued by the platform. Whereas, changes have been made to the scope of application of fines to the same platform if it assigns more than one account for each worker (or commissions to the individual courier for temporally irreconcilable services): in the new text, the fine, still €1,000 to €1,500, seems to apply equally if the accounts issued are two or more; in the Decree Law version it was applied for each additional account associated with the individual provider. Without prejudice to the obligation, from 1 July 2026, for the client to draw up and deliver a LUL (Consolidated Employment Book) to riders, also detailing the monthly total of deliveries made and total amount paid, esclusively for data relating to services ongoing on 28 June 2026, the deadline for compliance has now been extended by ninety days.
Secondment
Until 31 December 2029, and subject to union agreement, it introduces the possibility of resorting to the secondment of personnel, in compliance with the tasks performed, in the absence of the interest of the seconding employer, also between companies not belonging to the same sector or that do not apply the same national collective bargaining agreement. This new tool aims to safeguard employment, production continuity, and the preservation of professional skills.
The implementation methods for this new option will be defined by a specific Ministerial Decree.
Staff leasing
The Law modifies calculation of the maximum duration of 24 months, of fixed-term contracts, providing that the only missions relevant are those carried out by workers hired on a temporary basis by the staff leasing agency.
On the other hand, it introduces the possibility for workers hired with open-ended contracts to carry out fixed-term missions with the same user for a total period, including non-consecutive assignments and in addition to the above-mentioned period, not exceeding 36 months.
This provision shall apply from 28 June 2026 and the previous mission periods shall not be counted when calculating the new limit.
Finally, it expressly establishes the invalidity of any clause aimed at limiting, even indirectly, the user’s right to hire the worker during the contract or at the end of the mission period.
Scope of Application
The Conversion Law eliminates from the scope of the provision reference to the apprenticeship contract contained in the original text of the Decree.
Toffoletto De Luca Tamajo is at your disposal for any clarification you may need.
For further information: comunicazione@toffolettodeluca.it
