The Ministry of Labour and Social Policies, with circular letter no. 3 of 3 January 2022, provided the first operating indications concerning wage subsidies applied to employment in light of the new introduction of 2022 Budget Law (Law no. 234/2021).
As seen in various circumstances,innovative interventions provided by the law are aimed at building a more inclusive welfare model, including the integration of more effective active employment policies and social safety nets aimed at sustaining targeted industrial policies.
The new provisions, applied to treatments starting from 1 January 2022, include the following:
Other related insights:
Our HR Breakfasts are back in webinar mode.
Thursday 19 November, De Luca & Partners and HR Capital organised the HR Virtual Breakfast with a technical and legal focus on the latest developments in employment.
Our Senior Associate Alessandra Zilla and HR Capital Labour Consultant Nunzio Lena took stock of recent emergency decrees moderated by our Managing Partner, Vittorio De Luca.
The event was held 9-10 am using the Zoom platform.
Attendance is free subject to registration
Vittorio De Luca on air on Class CNBC at “The price of the virus” conducted by Andrea Cabrini, along with other guests including the Undersecretary of State of the Ministry of Labour, Stanislao Di Piazza. Among the topics, the responsibility of employers in case of contagion of employees and the social shock absorbers provided by the “Decreto Rilancio” pending publication in the Official Gazette (speech from minute 24’55”).
Here the interview.
The right to take an annual period of paid leave is a right of constitutional rank according to Article 36 paragraph 3, of the Italian Constitution, which provides that “the worker has right […] to an annual period of paid leave, and he cannot renounce it”.
On the other hand, Article 2109 Italian Civil Code is also concerned with the institution of holidays: “The employee has […] also right […] to an annual period of paid leave, if possible continuous, in the time that the employer establishes, taking into account the needs of the company and the interests of the employee. The duration of this period shall be determined by law, custom or equity. The employer must inform in advance the employee with reference to the period of the holidays. The notice period provided with Article 2118 may not be counted in the annual paid leave”.
Source: full italian version published by Guida al lavoro – Il Sole 24 ore.
Among the measures that have come one after another in these weeks, this is the right time to make some remarks in light of the novelties introduced with Italian Legislative Decree no. 18/2020 “Cura Italia”, effective as of 17 March 2020.
First of all, it should be noted that in terms of social safety nets, the redundancy scheme included in our legal system is certainly one of the most favorable if compared with the main western countries and therefore a special law should not be necessary except to offer coverage to companies excluded from its benefits at present.
Keep reading Vittorio De Luca’s interview here.