{"id":8465,"date":"2025-01-13T10:29:52","date_gmt":"2025-01-13T10:29:52","guid":{"rendered":"https:\/\/toffolettodeluca.it\/?p=8465"},"modified":"2025-01-13T11:05:39","modified_gmt":"2025-01-13T11:05:39","slug":"budget-law-2025-whats-new-in-the-world-of-work","status":"publish","type":"post","link":"https:\/\/toffolettodeluca.it\/en\/budget-law-2025-whats-new-in-the-world-of-work\/","title":{"rendered":"Budget Law 2025: what&#8217;s new in the world of work\u00a0"},"content":{"rendered":"\n<p>Publication of Law no. 207 of 30 December 2024 governing the \u2018<strong>State Budget<\/strong>&nbsp;for the financial year&nbsp;<strong>2025<\/strong>&nbsp;and multi-year budget for the three-year period 2025-2027\u2019.&nbsp;<\/p>\n\n\n\n<p>Below is a summary of the main measures to support businesses and workers.<\/p>\n\n\n\n<h3 class=\"gb-headline gb-headline-69c2e5d2 gb-headline-text\"><strong>CONTRIBUTION EXEMPTIONS<\/strong><\/h3>\n\n\n\n<h5 class=\"gb-headline gb-headline-f1180706 gb-headline-text\">Contribution Exemption For Working Mothers\u00a0<\/h5>\n\n\n\n<p>2025 sees the introduction of a\u00a0<strong>partial social security contribution exemption<\/strong>\u00a0for employed or self-employed\u00a0<strong>mothers<\/strong> of two or more children, who receive an income from self-employment or business or from shares and who have not opted for the flat-rate tax regime.<\/p>\n\n\n\n<p>Modalities for implementation and the extent of this relief will be defined by a subsequent decree (paragraphs 219 and 220).<\/p>\n\n\n\n<h5 class=\"gb-headline gb-headline-d4c8ea23 gb-headline-text\">Incentives for Southern Italy\u00a0<\/h5>\n\n\n\n<p>Introduction of a new&nbsp;<strong>social security<\/strong>&nbsp;<strong>contribution exemption<\/strong>&nbsp;for the years 2025 to 2029 for companies in the South of Italy (i.e. Abruzzo, Basilicata, Calabria, Campania, Molise, Puglia, Sardinia, and Sicily) employing workers on&nbsp;<strong>open-ended<\/strong>&nbsp;<strong>contracts&nbsp;<\/strong>(paragraphs 406 to 420).&nbsp;&nbsp;The relief also applies to existing contracts and depending on the year, will vary from 25% to 15% of the social security contributions up to a maximum set amount for each year.&nbsp;<\/p>\n\n\n\n<p>For companies with&nbsp;<strong>more than 250 employees<\/strong>, the incentive:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>will only be granted to employers who, on 31 December of each year, can prove they have increased the number of open-ended employment contracts compared to the previous year;<\/li>\n\n\n\n<li>subject to authorisation by the European Commission and is suspended until the decision is adopted.\u00a0<\/li>\n<\/ul>\n\n\n\n<h3 class=\"gb-headline gb-headline-db8266cc gb-headline-text\"><strong>TAX MEASURES&nbsp;<\/strong><\/h3>\n\n\n\n<h5 class=\"gb-headline gb-headline-34d9a39f gb-headline-text\">Company Cars\u00a0<\/h5>\n\n\n\n<p>As of 1 January 2025, the\u00a0<strong>value<\/strong>\u00a0of private use of\u00a0<strong>company cars<\/strong>\u00a0granted to employees for\u00a0<strong>mixed use<\/strong>\u00a0changes. From the start of the new year, the relevant factor is now the type of fuel used by the car and not its Co2 consumption. In detail, it stipulates a single percentage of\u00a0<strong>50%\u00a0<\/strong>of the amount corresponding to a conventional mileage of 15,000 km, calculated on the basis of running cost per kilometre as indicated by the ACI tables, reduced to 20% in the case of\u00a0<strong>plug-in hybrid<\/strong> electric vehicles and 10% for\u00a0<strong>battery<\/strong>\u00a0electric vehicles (paragraph 48).<\/p>\n\n\n\n<h5 class=\"gb-headline gb-headline-bb30f722 gb-headline-text\">Transfer<strong>\u00a0<\/strong><\/h5>\n\n\n\n<p>Reimbursed expenses for board, lodging, travel or transport using non-scheduled public services (i.e. taxis and rentals with driver, so-called NCC) by employees on business transfers&nbsp;<strong>are not counted as income for tax purposes<\/strong>&nbsp;if these payments are made using&nbsp;<strong>traceable methods<\/strong>&nbsp;(paragraph 81).&nbsp;<\/p>\n\n\n\n<h5 class=\"gb-headline gb-headline-a59107c9 gb-headline-text\">Productivity Bonuses\u00a0<\/h5>\n\n\n\n<p>The substitute tax rate applicable to&nbsp;<strong>productivity bonuses<\/strong>&nbsp;under Law 208\/2015, paid in the years 2025, 2026 and 2027 (paragraph 385) has been&nbsp;<strong>reduced<\/strong>&nbsp;from 10% to&nbsp;<strong>5%<\/strong>.<\/p>\n\n\n\n<h5 class=\"gb-headline gb-headline-f09dfe03 gb-headline-text\">Rents\u00a0<\/h5>\n\n\n\n<p>For the first 2 years from the date of hiring, the amounts disbursed or reimbursed by the employer to employees hired with an open-ended contract from&nbsp;<strong>1 January to 31 December 2025<\/strong>, for the payment of&nbsp;<strong>rent<\/strong>&nbsp;and&nbsp;<strong>maintenance<\/strong>&nbsp;costs of the buildings leased by them,&nbsp;<strong>shall not count as income for tax purposes<\/strong>, up to a maximum of \u20ac5,000. In order to benefit from this incentive, the employee must have received an income of no more than \u20ac35,000 previous to the hiring and changed their residence to a municipality that is more than 100 km from their previous one (paragraphs 386 to 389).&nbsp;<\/p>\n\n\n\n<h5 class=\"gb-headline gb-headline-fffb142d gb-headline-text\">Fringe benefits\u00a0<\/h5>\n\n\n\n<p>For tax years 2025, 2026 and 2027, the&nbsp;<strong>value of goods sold and services rendered<\/strong>, sums paid or reimbursed to employees by the employer for the payment of&nbsp;<strong>utilities<\/strong>&nbsp;and&nbsp;<strong>rent<\/strong>&nbsp;of their main dwelling as well as for&nbsp;<strong>interest<\/strong>&nbsp;on the mortgage relating to the same (paragraphs 390 and 391) do&nbsp;<strong>not count as income for tax purposes<\/strong>, up to a maximum limit of&nbsp;<strong>\u20ac1,000<\/strong>&nbsp;(or \u20ac2,000 for employees with dependent children).&nbsp;<\/p>\n\n\n\n<h5 class=\"gb-headline gb-headline-18f9d560 gb-headline-text\">Night Work And Overtime\u00a0<\/h5>\n\n\n\n<p>To make up for the shortage of labour in the tourism, accommodation and spa sectors, workers in this sector who received an employee&#8217;s income of no more than \u20ac40,000 in tax year 2024, shall receive, also for the period from&nbsp;<strong>1 January to 30 September 2025<\/strong>, a&nbsp;<strong>special supplementary allowance<\/strong>, which does not count as income for tax purposes, equal to 15% of the gross remuneration paid in relation to&nbsp;<strong>night work<\/strong>&nbsp;and&nbsp;<strong>overtime<\/strong>&nbsp;on public holidays (paragraphs 395 to 398).<\/p>\n\n\n\n<h5 class=\"gb-headline gb-headline-dab7c8f9 gb-headline-text\">Maxi Deduction<strong>\u00a0<\/strong><\/h5>\n\n\n\n<p>The&nbsp;<strong>increase<\/strong>&nbsp;(already stipulated in Budget Law 2024) in the deductible&nbsp;<strong>personnel cost<\/strong>&nbsp;for&nbsp;<strong>new hirings<\/strong>&nbsp;resulting in an average-percentage employment increase (paragraph 399) has been extended for the tax period following the current one at 31 December 2024 and for the two subsequent ones.<\/p>\n\n\n\n<h3 class=\"gb-headline gb-headline-d73bb9e5 gb-headline-text\"><strong>SOCIAL SECURITY MEASURES&nbsp;<\/strong><\/h3>\n\n\n\n<h5 class=\"gb-headline gb-headline-af6e50c1 gb-headline-text\">Retention In Service\u00a0<\/h5>\n\n\n\n<p>Workers who have accrued, by 31 December 2025, the&nbsp;<strong>pension requirements<\/strong>&nbsp;for access to the so-called&nbsp;<strong>Quota 103<\/strong>&nbsp;or&nbsp;<strong>early retirement pension<\/strong>&nbsp;(42 years and 10 months for men and 41 years and 10 months for women) may choose to remain in service and ask their employer to pay them a sum equal to the share of their social security contribution which the company, instead of paying to the social security institution, therefore pays directly to employees. This share does not count as income for tax purposes (paragraph 161).<\/p>\n\n\n\n<h5 class=\"gb-headline gb-headline-a26d7f33 gb-headline-text\">Exit Flexibility<strong>\u00a0<\/strong><\/h5>\n\n\n\n<p>Extension of the following measures:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>the \u2018<strong>Women&#8217;s Option<\/strong>\u2019, i.e. early retirement for female workers who,\u00a0<strong>by 31 December 2024<\/strong>, have 35 years or more of social security contributions and an age of 61 (or 60 for mothers of one child and 59 for those with two or more children) in specific categories as defined by law (i.e. caregivers, disabled, laid off or employees of companies in crisis) (paragraph 173);<\/li>\n\n\n\n<li>the so-called\u00a0<strong>Quota 103<\/strong>\u00a0or access to early retirement for workers who,\u00a0<strong>by 31 December 2025<\/strong>, have reached 62 years of age with 41 years of social security contributions (paragraph 174);<\/li>\n\n\n\n<li>the \u2018<strong>Ape sociale<\/strong>\u2019 or the allowance granted, until the attainment of old age pension requirements, to persons who, in 2025, are 63 years and 5 months old and in specific categories as defined by law (i.e. caregivers, disabled, unemployed or perform heavy work) (paragraph 175).<\/li>\n<\/ul>\n\n\n\n<h3 class=\"gb-headline gb-headline-def8817d gb-headline-text\"><strong>SOCIAL SECURITY BENEFITS&nbsp;<\/strong><\/h3>\n\n\n\n<h5 class=\"gb-headline gb-headline-95267b6d gb-headline-text\">Redundancy pay and Allowances\u00a0\u00a0<\/h5>\n\n\n\n<p>Additional resources have been allocated for 2025 from the&nbsp;<strong>Social Fund for Employment and Training<\/strong>&nbsp;to finance:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>income support measures for employees of companies in the\u00a0<strong>call centre<\/strong>\u00a0(paragraph 195) and\u00a0<strong>sea fishing<\/strong>\u00a0sectors (paragraph 188);<\/li>\n\n\n\n<li>the CIGS (Extraordinary Wage Guarantee Fund) and mobility in derogation for firms operating in areas of\u00a0<strong>complex industrial crisis<\/strong>, pursuant to Article 44, Paragraph 11 bis of Legislative Decree 148\/2015 (paragraph 189);\u00a0<\/li>\n\n\n\n<li>the CIGS (Extraordinary Wage Guarantee Fund) for companies that\u00a0<strong>cease<\/strong>\u00a0productive activity pursuant to Article 44, Legislative Decree 109\/2018, which can be granted for a maximum period of 12 months (paragraphs 190 and 191);\u00a0<\/li>\n\n\n\n<li>the CIGS (Extraordinary Wage Guarantee Fund) for reorganisation or crisis of companies with\u00a0<strong>strategic economic relevance<\/strong>\u00a0pursuant to Article 22 bis, Legislative Decree 148\/2015.\u00a0\u00a0This measure shall also be refinanced for the years 2026 and 2027 (paragraph 193).<\/li>\n<\/ul>\n\n\n\n<p>Companies of&nbsp;<strong>national strategic interest<\/strong>, with no fewer than 1,000 employees, which have ongoing corporate reorganisation plans as yet not completed due to their complexity, may benefit from an additional period of CIGS until 31 December 2025, as an exception to the deadlines and procedures set forth in Legislative Decree 148\/2015 (paragraph 196).<\/p>\n\n\n\n<h5 class=\"gb-headline gb-headline-cbee3310 gb-headline-text\">NASpI benefits\u00a0<\/h5>\n\n\n\n<p>A specific provision has been introduced for employees who have involuntarily lost their jobs since&nbsp;<strong>1 January 2025<\/strong>&nbsp;but who, in the&nbsp;<strong>twelve<\/strong>&nbsp;months previous, voluntarily terminated an open-ended employment relationship through&nbsp;<strong>voluntary resignation<\/strong>&nbsp;or following&nbsp;<strong>a mutual termination agreement<\/strong>. They can now receive NASpI benefits on the condition that they had at least&nbsp;<strong>13 weeks\u2019 contributions<\/strong>&nbsp;in&nbsp;<strong>those 12 months<\/strong>&nbsp;(paragraph 171).<\/p>\n\n\n\n<h3 class=\"gb-headline gb-headline-4d78d9c9 gb-headline-text\"><strong>FAMILY MEASURES<\/strong><\/h3>\n\n\n\n<h5 class=\"gb-headline gb-headline-63d48760 gb-headline-text\">Parental Leave<strong>\u00a0<\/strong><\/h5>\n\n\n\n<p>Workers who have completed or will complete their maternity or paternity leave after 31 December 2023 and 31 December 2024 are now granted a parental leave allowance of 80% of their pay for the first three months (instead of 60% for the second month and 30% for the third), to be taken by the sixth year of the child&#8217;s life (paragraphs 217 and 218).<\/p>\n\n\n\n<h5 class=\"gb-headline gb-headline-fdb4dcdb gb-headline-text\">Working mothers&#8217; pensions<\/h5>\n\n\n\n<p><strong>Working mothers<\/strong>\u00a0with\u00a0<strong>four or more children<\/strong>\u00a0can now retire and claim their\u00a0<strong>old age pension<\/strong>\u00a016 months earlier, instead of the current 12 months (paragraph 179).<\/p>\n\n\n\n<p><strong>Toffoletto De Luca Tamajo\u00a0<\/strong>is at your disposal for any clarification you may need.<\/p>\n\n\n\n<pre class=\"wp-block-preformatted\">Per maggiori informazioni: <a href=\"mailto:comunicazione@toffolettodeluca.it\">comunicazione@toffolettodeluca.it<\/a><\/pre>\n","protected":false},"excerpt":{"rendered":"<p>This article summarises the main provisions of Italy&#8217;s Budget Law 2025 related to the labor market, highlighting new incentives and regulations for employers and employees.<\/p>\n","protected":false},"author":27,"featured_media":8446,"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":[421,422,423],"class_list":["post-8465","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-newsflash-insight","tag-lavoro-en","tag-risorse-umane-en","tag-toffoletto-de-luca-tamajo-en"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.1.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Budget Law 2025: What&#039;s New in the World of Work<\/title>\n<meta name=\"description\" content=\"An overview of the key measures introduced by Italy&#039;s Budget Law 2025 affecting businesses and workers, including contribution exemptions and tax measures. 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