In brief

On 5 May 2023, a new law entered into force, introducing some important changes to employment regulations.

Contents

1. In depth
   1. 1. Fixed-term employment agreements
   2. 2. Transparency obligations
   3. 3. Tax discounts
   4. 4. Hiring incentives for specific categories of employees
   5. 5. Company restructuring
   6. 6. Health and safety

In depth

1. Fixed-term employment agreements

The new law provides that, when fixed-term employment agreements have a duration (including extensions) between 12 and 24 months (i.e., the maximum possible duration for Italian fixed-term employment agreements) or are renewed regardless their duration, the employer must indicate a specific business need that justifies the fixed duration of the agreement. These reasons may be:

• those provided by collective bargaining agreements
• replacement of absent employees.

Only for agreements executed between 5 May 2023 and 30 April 2024 and upon condition that no rules are provided under applicable CBAs, the parties can agree in writing on other, different business needs – to be evaluated carefully on a case-by-case basis in order to minimize the risk of conversion of the employment relationship into one on a permanent basis.

2. Transparency obligations

The new law also simplified some transparency obligations introduced in 2022 by the so-called “Transparency Decree” (click here to read our dedicated newsletter).

In particular, when executing an employment agreement, it will be sufficient to make reference to the...

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