Insights

The code of contracts brings some significant changes to laws regarding part-time work. To cite only the most important ones, in terms of overtime the reform states that the employer’s request for performance of overtime may regard more than just single days, but also weeks or months and, even without specific collective provisions, the employer can ask the employee to perform additional work compared to the reduced hours, for up to 25% of the agreed upon weekly hours of work.

The draft of the legislative decree on simplifications, rejected in its first draft by the Government last 11 June, enacting article 1, paragraph 7, letter f) of Law 183/2014, rewrites the text of the Workers' Statute in terms of remote controls. In its new formulation basically the trade union and/or authorisation procedure handled by the local employment office (DTl) for installation of audio-visual systems shall remain the same, while provisions will be introduced regarding work instruments.

The enactment of the contract with increased protection based on seniority raises interpretation questions regarding the statute of limitations for remuneration due for employment.

Article 3, paragraph 1 of Legislative Decree no. 23/15 establishes that if it is ascertained that the grounds do not exist for dismissal for justified objective motive ”the judge declares the employment terminated on the date of dismissal”

The Ministry of Labour, with reply to a question of 24 April, clarified that the new social insurance for employment (Naspi) will apply to all cases of involuntary unemployment, including cases of (i) dismissals for just cause, (ii) consensual termination at the time of preventive arbitration before the local employment offices (DTL) and (iii) disciplinary dismissal.