{"id":10614,"date":"2025-12-09T09:25:59","date_gmt":"2025-12-09T09:25:59","guid":{"rendered":"https:\/\/toffolettodeluca.it\/?p=10614"},"modified":"2025-12-09T09:26:01","modified_gmt":"2025-12-09T09:26:01","slug":"metalworking-industry-national-agreement-renewal-2025-2028","status":"publish","type":"post","link":"https:\/\/toffolettodeluca.it\/en\/metalworking-industry-national-agreement-renewal-2025-2028\/","title":{"rendered":"Renewal of Collective agreement for the metalworking Industry"},"content":{"rendered":"\n<p>On 22 November 2025, Federmeccanica, Assistal and the trade unions Fim-Cisl, Fiom-Cgil and Uilm-Uil signed the <strong>Hypothesis of Agreement for renewal<\/strong> of the &#8220;National Collective Labour Agreement for the private <strong>metalworking<\/strong> <strong>industry <\/strong>and installation of plants&#8221;.<\/p>\n\n\n\n<p>The new contract is valid from <strong>22 November 2025<\/strong> to <strong>30 June 2028<\/strong>.<\/p>\n\n\n\n<p>Below is a summary of the main new features of interest to companies in the sector.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-text-color has-link-color wp-elements-e7ccf92e997adb580239a9cbe33c6d4c\" style=\"color:#e42a21\">Economic aspects<\/h3>\n\n\n\n<p>For all classification levels, the contract details a new minimum <strong>wage<\/strong> <strong>scale <\/strong>in force from June 2026, 2027, and 2028. <\/p>\n\n\n\n<p>It also introduces a significant increase in <strong>corporate welfare<\/strong>. As from 2026, employers must grant workers <strong>250 euros<\/strong> of <strong>welfare tools<\/strong> per year, to be used by 31 May of the following year. These services must be\u00a0 provided by February 2026 and by 1 June of each subsequent year.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-text-color has-link-color wp-elements-13db419653b55ea6a9c234ec9ca1de19\" style=\"color:#e42a21\">Fixed-term contracts and staff leasing<\/h3>\n\n\n\n<p><strong>Hiring<\/strong>, <strong>extension<\/strong> or <strong>renewal<\/strong> of the fixed-term contract <strong>lasting<\/strong> more than 12 months and not exceeding 24 months are allowed in the following <strong>cases<\/strong>:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>workers <em>over<\/em> 50 years of age;<\/li>\n\n\n\n<li>workers <em>under<\/em> 35 years of age who have been unemployed for six months or who live with one or more dependants;<\/li>\n\n\n\n<li>workers in the CIGS (Extraordinary Wage Guarantee Fund) for at least six months or who have been unemployed for the same amount of time;<\/li>\n\n\n\n<li>workers to be employed during the periods of fairs, exhibitions (including up to 15 days before and after the event), for projects with a set duration or in the context of specific orders or temporary assignments.<\/li>\n<\/ul>\n\n\n\n<p>The use of the aforementioned reasons, starting from <strong>1 January 2027<\/strong>, is subject to <strong>confirmation of<\/strong> <strong>open-ended contracts<\/strong> for a number of workers <strong>equal to 20%<\/strong> of the fixed-term contracts terminated in the previous year and stipulated for the same reasons. Relationships terminated during the probationary period, due to resignation or dismissal for just cause, are excluded from this calculation.<\/p>\n\n\n\n<p>The cases above also constitute a reference element for <strong>staff-leasing agencies<\/strong>. From 1 January 2026, <strong>agency leased employees<\/strong> with an open-ended contract who have carried out at the same company tasks of equal level and legal category for <strong>more than 48 months<\/strong> in total (even non-continuously) accrue the <strong>right to be hired as <\/strong>permanent employees by the company <strong>user<\/strong>. Periods of work for the company in a different location until 31 December 2025 are not included in this calculation.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-text-color has-link-color wp-elements-af7537bf2335aa5b3154515c446c745c\" style=\"color:#e42a21\">Working hours and time off<\/h3>\n\n\n\n<p><strong>Annual hours<\/strong> that can be used for calculating multi-week working hours have been increased from 80 to 96 hours.<\/p>\n\n\n\n<p>Changes regarding <strong>leave<\/strong>:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>from 2027, <strong>shift workers<\/strong> (not employed in the steel sector) on 18 or more shifts per week, will be entitled to an <strong>additional<\/strong> 4 hours leave per year and from 2028, an additional 4 hours leave for those working on 21 shifts;<\/li>\n\n\n\n<li><strong>paid annual leave<\/strong> (so-called PARs) available for <strong>collective use<\/strong> has been increased from 5 to 7 days, while <strong>notice<\/strong> for <strong>individual use<\/strong> has been reduced from 10 to 7 days and PAR can now also be used in <strong>increments<\/strong> of 2 hours, instead of 4;<\/li>\n\n\n\n<li>in companies with more than <strong>150 employees<\/strong>, <strong>migrant workers<\/strong> with more than 5 years of service can now request a<strong>leave of absence<\/strong> for a minimum period of one month and a maximum of two, to be taken continuously, to visit family members in their country of origin.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading has-text-color has-link-color wp-elements-55291a0d2bd7f05ebbd5b01b67b1e5ad\" style=\"color:#e42a21\">Promotion<\/h3>\n\n\n\n<p>The right to promotion to the <strong>next level<\/strong> is now dependent on a longer period of performance of duties superior to those of the assigned classification.<\/p>\n\n\n\n<p>For lower levels, the <strong>continuous<\/strong> period goes from 30 to 60 days, while the <strong>non-continuous<\/strong> period is now 120 days instead of 75 over a year or 6 months over three years. For higher levels (from B1 to A1), the period has been extended to 4 continuous months or 9 non-continuous months.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-text-color has-link-color wp-elements-c25326f15b872e8b2eb4319b2f5e2f96\" style=\"color:#e42a21\">Contracting<\/h3>\n\n\n\n<p>It is expressly stipulated that <strong>legality<\/strong> and <strong>correctness<\/strong>must be guaranteed when choosing contractors.<\/p>\n\n\n\n<p>In this sense, the client must request that the contractor apply the appropriate category collective agreement to the work performed, signed by the nationally <strong>most representative<\/strong> <strong>Trade Union Organisations<\/strong> that complies with all social security and safety regulations.<\/p>\n\n\n\n<p>Companies with more than 400 employees (so-called <strong>large companies<\/strong>) must provide an<strong>informative note to the Works Council<\/strong> at least twice a year on direct contracts performed at the production unit giving: the name of the contractor, the Collective agreement applied, the duration, the subject of the contract and the average number of workers employed.<\/p>\n\n\n\n<p>In the case of <strong>bids<\/strong> offering the same quality and technical-economic conditions, application of the Metalworking Collective Agreement in question is considered a <strong>positive element<\/strong>.<\/p>\n\n\n\n<p>In the case of <strong>changes in contractors<\/strong> in large companies, the exchange of information between the outgoing and incoming company is encouraged to favour <strong>employment continuity<\/strong> and counter unfair competition.<\/p>\n\n\n\n<p>Finally, the social partners have decided to establish a section of the<strong>National Observatory on Procurement<\/strong> with a database of <strong>&#8220;prequalified&#8221; contractors<\/strong> that guarantee social, salary and gender minimum <em>standards<\/em>, to be made available to companies in the sector.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-text-color has-link-color wp-elements-6a77cb16ef5a135adb02b936b2c46a7a\" style=\"color:#e42a21\">Parental leave<\/h3>\n\n\n\n<p>From <strong>1 January 2026<\/strong>, parents of children up to 4 years of age are entitled to <strong>three days<\/strong> of paid annual <strong>leave<\/strong> in the event of <strong>illness<\/strong> of the latter.<\/p>\n\n\n\n<p>For these days, the worker is entitled to <strong>an allowance<\/strong> equal to 80% of their normal salary, to be paid by the company.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-text-color has-link-color wp-elements-901fec6c7083fd2da81aad1247dd6fa1\" style=\"color:#e42a21\">Serious illness and disability protection<\/h3>\n\n\n\n<p>The provisions of <strong>Law no. 106\/2025<\/strong> have been transposed verbatim, according to which workers suffering from <strong>oncological, disabling or chronic diseases (also rare), with a degree of disability of 74% or more,<\/strong> may, once their periods of justified absence due to any reason have expired, benefit from:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>24 months<\/strong> (continuous or discontinuous) of <strong>unpaid leave<\/strong>. During this period, the worker has the right to retain their job, but must not perform any other work. At the end of this leave, if the duties envisaged permit, the worker is entitled to priority access to remote working;<\/li>\n\n\n\n<li><strong>10 hours<\/strong> per year of <strong>paid leave<\/strong> for medical appointments, tests, analyses and other treatment. This right also applies to parents of minors suffering from one of the above-mentioned diseases.<\/li>\n<\/ul>\n\n\n\n<p>In addition, once workers with a <strong>disability<\/strong> have <strong>exceeded the grace period<\/strong>, <strong>their job will be retained<\/strong> for a further period (from 30 to 60 days depending on length of service) with an allowance of up to 80% of their salary, to be paid by the company.<\/p>\n\n\n\n<p>The above measures will come into force on <strong>1 January 2026<\/strong>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-text-color has-link-color wp-elements-3b65c89d3344e529bf124ebf31828e21\" style=\"color:#e42a21\">Health and Safety<\/h3>\n\n\n\n<p>The agreement strengthens the tools for <strong>prevention<\/strong> and <strong>protection<\/strong> of health and safety in the workplace insofar as:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>short safety training sessions are to be made official and shall be held during working hours (so-called training <strong><em>breaks<\/em><\/strong>), which are now mandatory in production units with more than 200 employees;<\/li>\n\n\n\n<li>all companies must carry out assessment of the <strong>causes of accidents<\/strong> after an incident to prevent their recurrence (so-called <strong>post-incident analysis<\/strong>);<\/li>\n\n\n\n<li>newly elected Workers&#8217; Safety Representatives (<strong>RLS<\/strong>) must receive 8 hours of <strong>additional training<\/strong> on specific company risks.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading has-text-color has-link-color wp-elements-51de6a2cf778dce5c44f519bbfe1fede\" style=\"color:#e42a21\">Training<\/h3>\n\n\n\n<p>In view of the establishment of the <strong>\u00a0MetApprendo<\/strong> tool, which aims to carry out the services of planning and exercising of the right to training, as of <strong>1 January 2026<\/strong>, employers are expected to pay a <strong>contribution<\/strong> equal to <strong>1.50 euro<\/strong> a year for each worker, to be paid by April.<\/p>\n\n\n\n<p><strong>Toffoletto De Luca Tamajo<\/strong> is at your disposal for any support and\/or clarification you may need.<\/p>\n\n\n\n<pre class=\"wp-block-preformatted\">For further information: <a href=\"mailto:comunicazione@toffolettodeluca.it\">comunicazione@toffolettodeluca.it<\/a><\/pre>\n","protected":false},"excerpt":{"rendered":"<p>The renewed Metalworking Industry National Agreement introduces updates on pay, welfare, fixed-term contracts, procurement, safety and protections for vulnerable workers.<\/p>\n","protected":false},"author":27,"featured_media":10522,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","_lmt_disableupdate":"","_lmt_disable":"","footnotes":""},"categories":[21],"tags":[],"class_list":["post-10614","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-newsflash-insight"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.1.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Metalworking Industry National Agreement: renewal 2025-2028 signed | Toffoletto De Luca Tamajo<\/title>\n<meta name=\"description\" content=\"The 2025-2028 renewal of the Metalworking Industry National Agreement introduces pay increases, enhanced welfare, new rules on fixed-term contracts, procurement, safety and protections for severe illnesses. 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