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23 December 2025 • News, Insights

Controlli GPS sui veicoli aziendali: legittimo il licenziamento se il controllo ha finalità difensive (Norme & Tributi Plus Diritto de Il Sole 24 Ore, 23 dicembre 2025 – Martina De Angeli e Alesia Hima)

L’utilizzo di strumenti di geolocalizzazione può ritenersi legittimo quando il controllo sia mirato, proporzionato e funzionale all’accertamento di condotte illecite Con la sentenza n. 30821 del 24 novembre 2025, la Corte di Cassazione, Sezione Lavoro, ha confermato la legittimità del licenziamento per giusta causa intimato a un dipendente sulla base delle risultanze del sistema GPS installato sull’autovettura aziendale. La Suprema Corte ....

28 November 2025 • News, Insights

Dismissal upheld for an employee who engaged in sporting activities incompatible with their physical limitations (Italo-French Chamber of Commerce – Vittorio De Luca, Silvia Zulato)

In judgment no. 28367 of 27 October 2025, the Court of Cassation – Labour Section – upheld the legitimacy of the summary dismissal imposed on an employee who, outside working hours, had engaged in sporting activities that were inconsistent with the medical prescriptions limiting his physical fitness for the performance of certain duties. In the ....

28 November 2025 • News, Insights

Multiple dismissals and standing to sue: the Court of Appeal of Bologna clarifies the distinction between “simultaneous” and “subsequent” dismissals

In its judgment no. 500/2025, the Court of Appeal of Bologna, on 13 October 2025, provides an important analysis of the principles governing challenges to multiple dismissals served on the same employee, with a specific focus on the distinction between “subsequent” and “simultaneous” dismissals and the resulting procedural implications. The Court, upholding the first-instance decision, ....

27 November 2025 • News, Insights

IT monitoring and dismissal: the role of prior information in ensuring the legitimacy of disciplinary charges

With judgment no. 28365 of 27 October 2025, the Italian Supreme Court – Labor Division – addressed the balance between an employer’s monitoring powers and employees’ rights to data protection and privacy. The Italian Supreme Court confirmed the legitimacy of a dismissal for just cause imposed on an employee who had disclosed personal data, information, ....

26 November 2025 • Insights, News

DID YOU KNOW THAT… an employee’s refusal to relocate to the new workplace may justify dismissal

With judgment no. 29341 of November 6, 2025, the Italian Supreme Court, Labor Division, confirmed the legitimacy of the disciplinary dismissal imposed on an employee who refused to report for work at her new place of assignment, reiterating that an employee’s refusal to perform their duties – even when the transfer is disputed. must comply ....

25 November 2025 • News, Insights

Distinction between transport contracts and service contracts: the primacy of substance over form reaffirmed (Norme & Tributi Plus Diritto, Il Sole 24 Ore, 25 November 2025 – Alessandro Ferrari and Alesia Hima)

The Court strengthens the interpretative approach aimed at ensuring greater protection for workers employed in outsourcing arrangements. The Court of Cassation returns to the distinction between transport contracts and service contracts, reaffirming the principle that substance prevails over the contractual form chosen by the parties. In judgment no. 22541 of 4 August 2025, the Court ....

12 November 2025 • News, Insights

Dismissal is legitimate if employer monitoring complies with company policies drawn up in accordance with the law (Norme & Tributi Plus Diritto de Il Sole 24 Ore, 11 November 2025 – Martina De Angeli, Alesia Hima)

In judgment no. 28365 of 27 October 2025, the Court of Cassation, Labour Section, upheld the legitimacy of the disciplinary dismissal imposed on an employee for the unlawful use of company IT tools. The Supreme Court confirmed the full legitimacy of the employer’s monitoring, as it was carried out in compliance with company policies properly ....

12 November 2025 • News, Insights

Pay Equality and Pay Transparency: The New Obligations Introduced by the EU Directive

EU Directive No. 970/2023 requires companies to adopt concrete measures to ensure pay equality between men and women, setting strict requirements for pay transparency and protection against wage discrimination. What does this concretely mean for companies and workers? How do we support our clients? Fill out the form to learn more and receive the brochure ....

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