{"id":8488,"date":"2025-01-17T09:26:25","date_gmt":"2025-01-17T09:26:25","guid":{"rendered":"https:\/\/toffolettodeluca.it\/?p=8488"},"modified":"2025-01-17T10:28:50","modified_gmt":"2025-01-17T10:28:50","slug":"employment-labour-news-2025-changes","status":"publish","type":"post","link":"https:\/\/toffolettodeluca.it\/en\/employment-labour-news-2025-changes\/","title":{"rendered":"Employment and labour: related news for 2025"},"content":{"rendered":"\n<p>Changes to the guidelines for&nbsp;<strong>fixed-term contracts<\/strong>&nbsp;and&nbsp;<strong>staff leasing<\/strong>, new rules for&nbsp;<strong>unjustified absence<\/strong>&nbsp;and definition of deadlines for&nbsp;<strong>smart working<\/strong>&nbsp;communications.&nbsp;<\/p>\n\n\n\n<p>These are the main provisions in Law no. 203 of 13 December 2024&nbsp;(so-called&nbsp;<strong>Collegato lavoro (Labour Bill)<\/strong> and Decree Law no. 202 of 27 December 2024 (so-called&nbsp;<strong>Decree Law Milleproroghe 2025<\/strong>).<\/p>\n\n\n\n<h3 class=\"gb-headline gb-headline-47ea3e87 gb-headline-text\">WHAT\u2019S INTRODUCED WITH THE LABOUR BILL<strong>\u00a0\u00a0<\/strong><\/h3>\n\n\n\n<h5 class=\"gb-headline gb-headline-75592e10 gb-headline-text\"><strong>Safety at work&nbsp;<\/strong><\/h5>\n\n\n\n<p>Amendments to the Consolidated Law on&nbsp;<strong>health and safety<\/strong>&nbsp;in the workplace. With reference specifically to&nbsp;<strong>health surveillance<\/strong>:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>the medical examination during the&nbsp;<strong>pre-employment<\/strong>&nbsp;phase constitutes one of the ways of fulfilling the obligation of a preventive medical examination for ensuring&nbsp;<strong>job suitability<\/strong>;<\/li>\n\n\n\n<li>the&nbsp;<strong>company doctor<\/strong>&nbsp;may, during the preventive medical examination, take into account results from employees\u2019 previous examinations, in order to avoid repetition;<\/li>\n\n\n\n<li>an examination to assess the&nbsp;<strong>job suitability<\/strong>&nbsp;of an employee absent for&nbsp;<strong>more than 60 days<\/strong>&nbsp;shall be carried out only if deemed necessary by the company doctor;<\/li>\n\n\n\n<li>the ASL (local health authority) shall be the competent body for examining any&nbsp;<strong>appeals<\/strong>&nbsp;against the doctor&#8217;s judgments instead of the current generic \u2018supervisory body\u2019.<\/li>\n<\/ul>\n\n\n\n<h5 class=\"gb-headline gb-headline-14978b8a gb-headline-text\"><strong>Redundancy pay&nbsp;<\/strong><\/h5>\n\n\n\n<p>New rules regarding&nbsp;<strong>compatibility<\/strong>&nbsp;between&nbsp;<strong>redundancy pay<\/strong>&nbsp;and&nbsp;<strong>intermittent work<\/strong>.<\/p>\n\n\n\n<p>These now stipulate that laid-off workers carrying out&nbsp;<strong>other<\/strong>&nbsp;work, either as employees or self-employed, shall not receive redundancy pay for the days worked.&nbsp;<\/p>\n\n\n\n<h5 class=\"gb-headline gb-headline-b879fc01 gb-headline-text\"><strong>Staff leasing<\/strong><\/h5>\n\n\n\n<p>Elimination of the provision that,&nbsp;<strong>until 30 June 2025<\/strong>, allowed the&nbsp;<strong>user<\/strong>&nbsp;to use the same worker for more than 24 months if said worker was hired by the Staff leasing agency for an&nbsp;<strong>indefinite period<\/strong>.&nbsp;<\/p>\n\n\n\n<p>Changes have also been made to the&nbsp;<strong>maximum quotas<\/strong>&nbsp;regarding&nbsp;<strong>temporary&nbsp;staff leasing<\/strong>. As a general rule, the number of temporary agency workers and those hired directly on a fixed-term basis may not exceed&nbsp;<strong>30%<\/strong>&nbsp;of the user\u2019s permanent employees, unless otherwise provided for by collective agreements. The measure now states that this&nbsp;<strong>limit does not<\/strong>&nbsp;apply &#8211; in addition to the categories already provided for (i.e. dismissed employees, certain categories of unemployed, the disadvantaged and greatly disadvantaged) &#8211; to&nbsp;<strong>workers<\/strong>:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong><em>over<\/em><\/strong><strong>&nbsp;50<\/strong>;<\/li>\n\n\n\n<li>hired:\n<ul class=\"wp-block-list\">\n<li>for&nbsp;<strong>new business<\/strong>&nbsp;start-ups,<\/li>\n\n\n\n<li>by&nbsp;<strong>innovative start-ups<\/strong>,&nbsp;for&nbsp;<strong>seasonal work<\/strong>,&nbsp;for specific&nbsp;<strong>television<\/strong>&nbsp;or&nbsp;<strong>radio<\/strong>&nbsp;programmes and shows,&nbsp;to replace&nbsp;<strong>absent<\/strong>&nbsp;workers; <\/li>\n<\/ul>\n<\/li>\n\n\n\n<li>hired by the Agency for&nbsp;<strong>permanent<\/strong>&nbsp;<strong>work<\/strong>.<\/li>\n<\/ol>\n\n\n\n<p>Lastly, it specifies that the&nbsp;<strong>obligatory requirement of specific grounds to enter into an employment contract&nbsp;<\/strong>no longer applies to fixed-term employment contracts for&nbsp;<strong>those<\/strong>&nbsp;who have been on unemployment pay or social security benefits for at least six months or for&nbsp;<strong>disadvantaged or greatly disadvantaged workers<\/strong>.<\/p>\n\n\n\n<h5 class=\"gb-headline gb-headline-95583f39 gb-headline-text\"><strong>Fixed-term contracts<\/strong><\/h5>\n\n\n\n<p>The measure:&nbsp;<\/p>\n\n\n\n<p>a. <strong>incorporates<\/strong>&nbsp;the provisions of the so-called&nbsp;Transparency Decree regarding the&nbsp;<strong>probationary period<\/strong>.&nbsp;It specifies in particular a&nbsp;probationary period for&nbsp;<strong>fixed-term contracts<\/strong>&nbsp;of&nbsp;<strong>one day<\/strong>&nbsp;of actual work for every&nbsp;<strong>15 calendar days&nbsp;<\/strong>from the start of the&nbsp;employment relationship, without prejudice to more favourable collective bargaining&nbsp;provisions.&nbsp;&nbsp;<\/p>\n\n\n\n<p>In any event, the probationary period shall not be&nbsp;<strong>less than 2 days<\/strong>&nbsp;or more than:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>15 days&nbsp;<\/strong>for contracts of up to 6 months;<\/li>\n\n\n\n<li><strong>30 days&nbsp;<\/strong>for contracts between 6 and 12 months.<\/li>\n<\/ul>\n\n\n\n<p>b. with&nbsp;<strong>authentic interpretation<\/strong>&nbsp;of Article 21, paragraph 2, of Legislative Decree 81\/2015, it broadens the definition of&nbsp;<strong>seasonal work<\/strong>&nbsp;to include not only work identified by Presidential Decree 1525\/1963, but also that organised to meet&nbsp;<strong>peaks of activity<\/strong>&nbsp;as well as&nbsp;<strong>technical-productive needs<\/strong>&nbsp;or those linked to seasonal production cycles, as provided for by collective agreements.<\/p>\n\n\n\n<h5 class=\"gb-headline gb-headline-7f6c4ab3 gb-headline-text\"><strong>Smart Working<\/strong><\/h5>\n\n\n\n<p>Relative to&nbsp;<strong>remote working<\/strong>, a&nbsp;<strong>five-day&nbsp;<\/strong>notice has been introduced for mandatory&nbsp;<strong>communications<\/strong>&nbsp;regarding the commencement, changes in duration and termination of smart working.<strong><\/strong><\/p>\n\n\n\n<h5 class=\"gb-headline gb-headline-b63fd7ad gb-headline-text\"><strong>Mixed contracts<\/strong><\/h5>\n\n\n\n<p>A new&nbsp;<strong>hybrid mixed-cause contract<\/strong>&nbsp;has been introduced, which means a person can work for a company part-time with an employment contract and part-time as a VAT-registered self-employed worker, thus benefiting from the self-employed&nbsp;<strong>flat-rate tax regime<\/strong>.<\/p>\n\n\n\n<p>This regime is now accessible to persons registered with professional registers or directories who collaborate with companies having more than&nbsp;<strong>250 employees<\/strong>&nbsp;and who are at the same time employed by them with an&nbsp;<strong>open-ended<\/strong>&nbsp;<strong>part-time contract<\/strong>&nbsp;for between 40 and 50% of the working hours provided for by the relative collective agreement. The self-employment contract must be&nbsp;<strong>certified<\/strong>&nbsp;and the related activity must not overlap with the subordinate employment. Finally, the flat-rate tax regime is now also&nbsp;<strong>accessible<\/strong>&nbsp;to those who are not enrolled on registers or directories if provided for by s<strong>pecific proximity agreements<\/strong>.<\/p>\n\n\n\n<h5 class=\"gb-headline gb-headline-e3aa90e0 gb-headline-text\"><strong>Resignation and unjustified absence<\/strong><\/h5>\n\n\n\n<p>In the event of an employee&#8217;s&nbsp;<strong>unjustified absence<\/strong>&nbsp;lasting longer than the term provided for by the collective agreement or, in the absence of a contractual provision, longer than&nbsp;<strong>15 days<\/strong>, the employer is now required to&nbsp;<strong>notify<\/strong>&nbsp;the National Labour Inspectorate. In this case, the&nbsp;<strong>employee<\/strong>&nbsp;is understood to have terminated the relationship, unless they can prove their inability to communicate their absence due to circumstances beyond their control or for reasons attributable to the company.<\/p>\n\n\n\n<h5 class=\"gb-headline gb-headline-ca6d1d72 gb-headline-text\"><strong>Social Security Contribution debts<\/strong><\/h5>\n\n\n\n<p>As from&nbsp;<strong>1 January 2025<\/strong>, INPS and INAIL shall allow&nbsp;<strong>payment in instalments<\/strong>&nbsp;of debts for social security contributions, premiums, plus VAT and Lawyers\u2019 Social Security Fund, not entrusted to collection agencies for recovery, up to a maximum number of&nbsp;<strong>sixty monthly<\/strong>&nbsp;instalments, in cases however to be defined by a subsequent ministerial decree.&nbsp;<\/p>\n\n\n\n<h5 class=\"gb-headline gb-headline-7ca18eab gb-headline-text\"><strong>\u201cAPE sociale\u201d and those who started working at an early age<\/strong><\/h5>\n\n\n\n<p>The deadlines for submitting applications for access to the \u201c<strong>APE sociale<\/strong>\u201d (Advance Pension Payment) and&nbsp;<strong>early retirement<\/strong>&nbsp;with reduced contribution requirements for&nbsp;<strong>those who started working at an early age<\/strong>&nbsp;have been standardised as follows: 31 March, 15 July and, in any case, no later than 30 November of each year.<\/p>\n\n\n\n<h3 class=\"gb-headline gb-headline-87550bb2 gb-headline-text\">UPDATES TO THE \u201cMILLEPROROGHE\u201d<strong>&nbsp;<\/strong><\/h3>\n\n\n\n<h5 class=\"gb-headline gb-headline-5c0c4e04 gb-headline-text\"><strong>Fixed-term contracts<\/strong><\/h5>\n\n\n\n<p>The measure modifies the rules regarding the&nbsp;<strong>reasons<\/strong>&nbsp;justifying the recourse to fixed-term employment contracts, giving the&nbsp;<strong>individual parties<\/strong>&nbsp;until&nbsp;<strong>31 December 2025<\/strong>&nbsp;to proceed with their identification.&nbsp;<\/p>\n\n\n\n<p>The current rules state that identification of the&nbsp;<strong>conditions<\/strong>&nbsp;legitimising the imposition on the contract of a term exceeding 12 months and not exceeding 24 months is left, on a permanent basis, to collective bargaining at any level (national, territorial or company). In the absence of such collective provisions and only until&nbsp;<strong>31 December 2025&nbsp;<\/strong>(instead of&nbsp;<strong>31 December 2024<\/strong>), employer and employee may&nbsp;<strong>exceed<\/strong>&nbsp;the 12-month limit by identifying&nbsp;<strong>needs of a technical, productive and organisational nature<\/strong>&nbsp;in individual contracts.<\/p>\n\n\n\n<pre class=\"wp-block-preformatted\">For more information: <a href=\"mailto:comunicazione@toffolettodeluca.it\">comunicazione@toffolettodeluca.it<\/a><\/pre>\n","protected":false},"excerpt":{"rendered":"<p>An in-depth look at the latest employment law updates for 2025, featuring key changes to contracts, smart working policies, and labour regulations under the Labour Bill and Milleproroghe Decree.<\/p>\n","protected":false},"author":27,"featured_media":8430,"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-8488","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>Employment and Labour News 2025: New Rules for Contracts, Smart Working, and More<\/title>\n<meta name=\"description\" content=\"Discover the key updates for 2025 in employment law, including changes to fixed-term contracts, smart working, redundancy pay, and staff leasing regulations introduced by the Labour Bill and Milleproroghe Decree.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/toffolettodeluca.it\/en\/employment-labour-news-2025-changes\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Employment and Labour News 2025: New Rules for Contracts, Smart Working, and More\" \/>\n<meta property=\"og:description\" content=\"Discover the key updates for 2025 in employment law, including changes to fixed-term contracts, smart working, redundancy pay, and staff leasing regulations introduced by the Labour Bill and Milleproroghe Decree.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/toffolettodeluca.it\/en\/employment-labour-news-2025-changes\/\" \/>\n<meta property=\"og:site_name\" content=\"Toffoletto De Luca Tamajo e Soci\" \/>\n<meta property=\"article:published_time\" content=\"2025-01-17T09:26:25+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-01-17T10:28:50+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/toffolettodeluca.it\/wp-content\/uploads\/2024\/12\/Newsflash-SITO-1200x400-17.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"400\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Anne Carrion\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Anne Carrion\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"6 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/toffolettodeluca.it\/en\/employment-labour-news-2025-changes\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/toffolettodeluca.it\/en\/employment-labour-news-2025-changes\/\"},\"author\":{\"name\":\"Anne Carrion\",\"@id\":\"https:\/\/toffolettodeluca.it\/en\/#\/schema\/person\/0d3c9ee4d17a5d36924ac79fac5476af\"},\"headline\":\"Employment and labour: related news for 2025\",\"datePublished\":\"2025-01-17T09:26:25+00:00\",\"dateModified\":\"2025-01-17T10:28:50+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/toffolettodeluca.it\/en\/employment-labour-news-2025-changes\/\"},\"wordCount\":1156,\"publisher\":{\"@id\":\"https:\/\/toffolettodeluca.it\/en\/#organization\"},\"image\":{\"@id\":\"https:\/\/toffolettodeluca.it\/en\/employment-labour-news-2025-changes\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/toffolettodeluca.it\/wp-content\/uploads\/2024\/12\/Newsflash-SITO-1200x400-17.png\",\"keywords\":[\"lavoro\",\"risorse umane\",\"toffoletto de luca tamajo\"],\"articleSection\":[\"Newsflash &amp; 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