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 case at hand, a production-line worker had been declared fit for work with restrictions by the occupational physician, who had prohibited him from handling loads exceeding 18 kg and from lifting items above shoulder height due to a spinal condition. The employer, however, discovered that the employee routinely worked as a personal trainer at a gym in his free time, performing weightlifting exercises that were incompatible with the imposed restrictions. Evidence of such conduct also came from videos posted by the employee himself on his social media profiles.
Both the Court of First Instance and the Court of Appeal of Rome upheld the legitimacy of the disciplinary dismissal, finding that the conduct in question was capable of undermining the relationship of trust and amounted to a breach of the employee’s duties of loyalty, fairness and good faith. The Court of Appeal, in particular, emphasised that the evidence of the facts did not derive from the investigative activities ordered by the employer, but from the employee’s own conduct during the proceedings—he had never disputed the factual circumstances alleged—and from the content he himself had shared online.
The Court of Cassation dismissed the employee’s appeal in its entirety, confirming the soundness of the reasoning adopted by the lower courts. First, it reiterated that the obligations of an employee do not end with the performance of work duties, but extend to ancillary duties of fairness and good faith, which complement and broaden the duty of loyalty owed to the employer. These obligations also apply to off-duty conduct when such conduct may potentially harm the employer’s interests or undermine the trust required for the continuation of the employment relationship.
Second, the Supreme Court clarified that, for just cause to be established, actual harm is not required; it is sufficient for the conduct to be potentially detrimental. In the case at hand, the employee’s systematic engagement in sporting activities that contravened medical prescriptions was deemed incompatible with the restrictions imposed to protect his health, exposing the employer to the risk of an aggravation of the condition and further sickness absences.
In conclusion, the ruling reaffirms that the employee’s duty of loyalty includes the obligation to maintain behaviour consistent with their physical condition and with the employer’s organisational needs, even outside working hours. Engaging in sporting activities that may be harmful to one’s health, in violation of medical prescriptions known to the employer, constitutes a serious breach of trust and may justify summary dismissal.
