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General principles
Dismissal should always be provided by written notice. Individual dismissals of employees are subject to certain restrictions
Open ended contracts can be terminated without any compensation or additional sanction where there is just cause ("giusta causa") or objective or
Formal fulfillment
At the establishment of any employment relationship, the employer must notify the competent public employ- ment service ("Centro per l'Impiego") at least 24 hours prior to commencement. This notification also fulfills the obligation to notify the relevant social security
Part-time contract
Part-time employment contracts must be in writing and specify the hours of work (e.g. by day, week, month and year).
Pay and other entitlements of part-time employees are normally pro-rated to those applicable to full-timers in the same job entitlement.
Ancillary clauses to
Basic rules regarding rights and obligations of employer-employee relationship in Italy can be found in the Constitution, the Civil Code ("Codice Civile") which includes a special section on employment matters, and the Workers' Statute ("Statuto dei Lavoratori"), i.e. Law no. 300/1970 as modified
EU/EEA and Swiss nationals
According to the principle of free movement of persons, goods, services and capital, EU (European Union) and EEA (European Economic Area) nationals can be employed in Italy without any authorization by the Italian au- thorities.
Should an EU national choose to work in
Employment contracts are governed by the general rules set out in the Civil Code.
Given the existence of a large number of NCAs and their extensive use by the employers, employment agree- ments in Italy normally consist of simple hiring letters which refer to the items required by the law
