{"id":25955,"date":"2026-07-03T08:54:05","date_gmt":"2026-07-03T08:54:05","guid":{"rendered":"https:\/\/toffolettodeluca.it\/?p=25955"},"modified":"2026-07-03T09:25:06","modified_gmt":"2026-07-03T09:25:06","slug":"may-day-decree-conversion-law-112-2026","status":"publish","type":"post","link":"https:\/\/toffolettodeluca.it\/en\/may-day-decree-conversion-law-112-2026\/","title":{"rendered":"May Day (Primo Maggio) Decree: the main points of interest introduced by the Conversion Law"},"content":{"rendered":"\n

Publication in the Official Gazette of Conversion Law 112 of 25 June 2026<\/strong> converting Decree Law 62 of 30 April 2026 (the so-called May Day or Primo Maggio Decree<\/strong>).<\/p>\n\n\n\n

The conversion makes changes and adds clarifications to the provisions already introduced by the Decree Law, including those regarding fair salaries<\/strong>, contract renewals<\/strong>, and digital work<\/strong>, and also introduces further changes concerning secondment<\/strong>, proximity contracts<\/strong>, and staff leasing<\/strong>.<\/p>\n\n\n\n

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<\/a>” of 5 May 2026).<\/p>\n\n\n\n

Below is a summary of the main provisions introduced by the Conversion Law.<\/p>\n\n\n\n

Internships <\/h3>\n\n\n\n

It introduces a maximum total of 12 months <\/strong>for the duration of post-graduate internships<\/strong> carried out within the same group of companies.<\/p>\n\n\n\n

Incentives <\/strong><\/h3>\n\n\n\n

With reference to the social security contribution exemption introduced by the Decree for companies with certifications<\/strong> relating to work-life balance<\/strong> measures, it clarifies that this incentive applies exclusively to the years 2026, 2027, and 2028<\/strong>, while in the original version of the Decree Law, the incentive appeared to be structural.<\/p>\n\n\n\n

Total Economic Remuneration<\/h3>\n\n\n\n

The Conversion Law introduces an express definition of Total Economic Remuneration (TEC in Italian)<\/strong>, 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. <\/strong><\/p>\n\n\n\n

The TEC includes not only fixed and continuous salaries<\/strong>, 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<\/strong> recognised to the workers as a whole and any other allowances<\/strong> provided for by the collective agreements in question. Individually granted discretionary and variable economic items are not included.<\/p>\n\n\n\n

It assigns the National Council for Economics and Labour<\/strong> the task of extracting<\/strong> the relative Total Economic Remuneration from the collective agreements filed and consequent updating of the national archive<\/strong> of collective agreements.<\/p>\n\n\n\n

Proximity contracts <\/h3>\n\n\n\n

There are new provisions regarding proximity contracts<\/strong>, 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. <\/p>\n\n\n\n

To ensure traceability, all proximity contracts must be filed<\/strong> with the Ministry of Labor and the National Council for Economics and Labour.<\/p>\n\n\n\n

In addition, companies that have signed agreements stipulating less favourable conditions<\/strong> are required, in compliance with transparency obligations, to inform<\/strong> the workers concerned within three days<\/strong> of signing.<\/p>\n\n\n\n

For companies with a workforce of up to 15 employees<\/strong> 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<\/strong> at the local offices of the National Labour Inspectorate.<\/p>\n\n\n\n

Contract renewals <\/h3>\n\n\n\n

It strengthens the mechanism that automatically adjusts<\/strong> salaries in the event of non-renewal of the collective agreement as follows:<\/strong><\/p>\n\n\n\n