{"id":21922,"date":"2025-03-05T09:48:14","date_gmt":"2025-03-05T08:48:14","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/la-rilevanza-del-comportamentoextralavorativo-come-giusta-causa-dilicenziamento-modulo-24-contenzioso-lavoro-de-il-sole-24-ore-5-marzo-2025-vittorio-de-luca-alessandra-zilla-2\/"},"modified":"2026-02-16T16:21:59","modified_gmt":"2026-02-16T15:21:59","slug":"la-rilevanza-del-comportamentoextralavorativo-come-giusta-causa-dilicenziamento-modulo-24-contenzioso-lavoro-de-il-sole-24-ore-5-marzo-2025-vittorio-de-luca-alessandra-zilla","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/en\/news\/la-rilevanza-del-comportamentoextralavorativo-come-giusta-causa-dilicenziamento-modulo-24-contenzioso-lavoro-de-il-sole-24-ore-5-marzo-2025-vittorio-de-luca-alessandra-zilla\/","title":{"rendered":"The relevance of extralaborative behaviour as \u2018just cause\u2019 for dismissal (Modulo 24 Contenzioso Lavoro of Il Sole 24 Ore, 5 March 2025 &#8211; Vittorio De Luca, Alessandra Zilla)"},"content":{"rendered":"\n<p>The negative implications of <strong>criminally unlawful acts<\/strong> on the proper execution of work performance, in compliance with the employee&#8217;s obligations, constitute <strong>just cause<\/strong> for dismissal.<\/p>\n\n\n\n<p>The <strong>Supreme Court<\/strong>, in <strong>ruling no. 31866 of December 11, 2024<\/strong>, established that <strong>unlawful conduct outside the workplace<\/strong> may have disciplinary relevance, as the employee is not only required to perform the assigned tasks but also, as an <strong>ancillary obligation<\/strong>, to refrain from engaging in behaviors outside the workplace that could <strong>harm the employer\u2019s moral and material interests<\/strong> or <strong>compromise the relationship of trust<\/strong>. If such conduct is of a particularly serious nature, it may also justify <strong>dismissal for just cause<\/strong>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Just Cause and Off-Duty Conduct: A Case Law Overview<\/strong><\/h3>\n\n\n\n<p>As is well known, <strong>Article 2119 of the Civil Code<\/strong> defines just cause for termination as <strong>&#8220;a cause that does not allow the continuation, even temporarily, of the employment relationship.&#8221;<\/strong> This means an event, attributable to one of the parties, of such <strong>severity<\/strong> that any alternative to immediate termination would be inadequate to protect the interests of the terminating party.<\/p>\n\n\n\n<p>The concept of <strong>just cause<\/strong> is rooted in the broad scope of its definition and is classified among the so-called <strong>&#8220;general clauses&#8221;<\/strong> (<strong>Supreme Court ruling no. 10964 of May 8, 2018<\/strong>). It is an <strong>open-ended concept<\/strong> that requires interpretation through the assessment of factual elements (including the evolution of social awareness and the perception of the severity of certain events) and legal considerations.<\/p>\n\n\n\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped wp-block-gallery-1 is-layout-flex wp-block-gallery-is-layout-flex\">\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" data-id=\"20142\" src=\"https:\/\/www.delucapartners.it\/wp-content\/uploads\/2025\/03\/dimissioni-shutterstock_1182037858-1024x683.jpg\" alt=\"\" class=\"wp-image-20142\"\/><\/figure>\n<\/figure>\n\n\n\n<p>As stated by the <strong>Supreme Court<\/strong>, <strong>\u201cjust cause for dismissal is a concept that the law, in order to adapt regulations to a complex and ever-changing reality, defines through a provision (classified among the so-called general clauses) with limited content, outlining a generic model that requires specification through interpretation by considering both external factors related to general awareness and the principles implicitly referenced by the provision itself\u201d<\/strong> (Supreme Court, September 30, 2022, No. 28515).<\/p>\n\n\n\n<p>Moreover, it has been recently reaffirmed that the consideration of <strong>external factors related to general awareness<\/strong> is an <strong>integral part of the interpretative process<\/strong> (Supreme Court, August 22, 2024, No. 23029).<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Off-Duty Conduct as Just Cause for Dismissal<\/strong><\/h3>\n\n\n\n<p>In outlining the <strong>types of employee behavior<\/strong> that may constitute just cause for dismissal, case law has established that <strong>the breach of trust<\/strong> may result <strong>either from a violation of contractual obligations<\/strong> or from <strong>off-duty conduct<\/strong>.<\/p>\n\n\n\n<p>An employee is required <strong>not only to fulfill contractual obligations<\/strong> but also to adhere to <strong>ancillary behavioral duties<\/strong>, which, even outside the workplace, mandate the <strong>protection of the employer\u2019s moral and financial interests<\/strong>. Violating these obligations <strong>undermines the trust<\/strong> necessary for the proper continuation of the employment relationship.<\/p>\n\n\n\n<p>For example, in several cases, the courts have deemed <strong>violations of the so-called &#8220;minimum ethical standard&#8221;<\/strong> as <strong>just cause for dismissal<\/strong>. This refers to conduct that any reasonable person\u2014including the employee\u2014should recognize as <strong>contrary to the fundamental principles of civil coexistence, fairness, and good faith<\/strong>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Case Law Examples<\/strong><\/h3>\n\n\n\n<p>One significant case involved the <strong>dismissal for just cause<\/strong> of a <strong>school bus driver<\/strong> following a final criminal conviction for <strong>engaging in acts unequivocally aimed at causing the termination of his partner\u2019s pregnancy<\/strong>. The <strong>Supreme Court of Cassation upheld the legitimacy of the dismissal<\/strong>, citing the <strong>objective severity of the offense<\/strong> and its <strong>social disvalue<\/strong>, which directly impacted the employer&#8217;s public image (<strong>Supreme Court, April 3, 2024, No. 8728<\/strong>).<\/p>\n\n\n\n<p>Similarly, <strong>the off-duty possession of a significant quantity of narcotics for trafficking purposes<\/strong> was considered to <strong>seriously affect the employment relationship<\/strong>, particularly in terms of <strong>the employee\u2019s future reliability<\/strong>. The <strong>Supreme Court ruled that an employee is required not only to perform their assigned tasks but also to refrain from behaviors\u2014outside the workplace\u2014that could compromise the trust-based relationship with the employer<\/strong>, which is subject to the assessment of the trial judge (<strong>Supreme Court, August 6, 2015, No. 16524<\/strong>).<\/p>\n\n\n\n<p>In that case, the <strong>Supreme Court upheld the lower court\u2019s decision<\/strong>, which had deemed the employee\u2019s conduct <strong>particularly severe in terms of future reliability<\/strong>. The employee, a <strong>&#8220;chef de rang&#8221;<\/strong> at a thermal resort, was <strong>responsible for room service<\/strong>, a role involving frequent contact with guests. The court found the conduct even more serious given that <strong>the drugs were purchased from a colleague<\/strong>.<\/p>\n\n\n\n<p>Continue reading the full version published on <a href=\"https:\/\/top24lavoro.ilsole24ore.com\/private\/default.aspx?iddoc=43264053#\/showdoc\/43264053\/comportamento|licenziamento|giusta%20causa|lavorativo|rilevanza|extra?ref=pullsearch\">Modulo 24 Contenzioso Lavoro.<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The negative implications of criminally unlawful acts on the proper execution of work performance, in compliance with the employee&#8217;s obligations, constitute just cause for dismissal. The Supreme Court, in ruling no. 31866 of December 11, 2024, established that unlawful conduct outside the workplace may have disciplinary relevance, as the employee is not only required to [&hellip;]<\/p>\n","protected":false},"author":5,"featured_media":21923,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[167,177,190,196,212,158,208],"tags":[937,941,957],"class_list":{"0":"post-21922","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","6":"hentry","7":"category-case-law","8":"category-insights","10":"category-news","12":"category-publications-2","13":"category-publications","14":"tag-cassazione-en","15":"tag-licenziamento-en","16":"tag-licenziamento-per-giusta-causa-en"},"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>The relevance of extralaborative behaviour as \u2018just cause\u2019 for dismissal (Modulo 24 Contenzioso Lavoro of Il Sole 24 Ore, 5 March 2025 - Vittorio De Luca, Alessandra Zilla) - De Luca &amp; Partners<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.delucapartners.it\/en\/wp-json\/wp\/v2\/posts\/21922\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The relevance of extralaborative behaviour as \u2018just cause\u2019 for dismissal (Modulo 24 Contenzioso Lavoro of Il Sole 24 Ore, 5 March 2025 - Vittorio De Luca, Alessandra Zilla) - De Luca &amp; Partners\" \/>\n<meta property=\"og:description\" content=\"The negative implications of criminally unlawful acts on the proper execution of work performance, in compliance with the employee&#8217;s obligations, constitute just cause for dismissal. The Supreme Court, in ruling no. 31866 of December 11, 2024, established that unlawful conduct outside the workplace may have disciplinary relevance, as the employee is not only required to [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.delucapartners.it\/en\/news\/la-rilevanza-del-comportamentoextralavorativo-come-giusta-causa-dilicenziamento-modulo-24-contenzioso-lavoro-de-il-sole-24-ore-5-marzo-2025-vittorio-de-luca-alessandra-zilla\/\" \/>\n<meta property=\"og:site_name\" content=\"De Luca &amp; Partners\" \/>\n<meta property=\"article:published_time\" content=\"2025-03-05T08:48:14+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-02-16T15:21:59+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.delucapartners.it\/wp-content\/uploads\/2026\/02\/dimissioni-shutterstock_1182037858-8.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"800\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Melismelis\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Melismelis\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"3 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.delucapartners.it\\\/en\\\/news\\\/la-rilevanza-del-comportamentoextralavorativo-come-giusta-causa-dilicenziamento-modulo-24-contenzioso-lavoro-de-il-sole-24-ore-5-marzo-2025-vittorio-de-luca-alessandra-zilla\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.delucapartners.it\\\/en\\\/news\\\/la-rilevanza-del-comportamentoextralavorativo-come-giusta-causa-dilicenziamento-modulo-24-contenzioso-lavoro-de-il-sole-24-ore-5-marzo-2025-vittorio-de-luca-alessandra-zilla\\\/\"},\"author\":{\"name\":\"Melismelis\",\"@id\":\"https:\\\/\\\/www.delucapartners.it\\\/en\\\/#\\\/schema\\\/person\\\/00d0832a12e3889dce887a31e29d65f8\"},\"headline\":\"The relevance of extralaborative behaviour as \u2018just cause\u2019 for dismissal (Modulo 24 Contenzioso Lavoro of Il Sole 24 Ore, 5 March 2025 &#8211; 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The Supreme Court, in ruling no. 31866 of December 11, 2024, established that unlawful conduct outside the workplace may have disciplinary relevance, as the employee is not only required to [&hellip;]","og_url":"https:\/\/www.delucapartners.it\/en\/news\/la-rilevanza-del-comportamentoextralavorativo-come-giusta-causa-dilicenziamento-modulo-24-contenzioso-lavoro-de-il-sole-24-ore-5-marzo-2025-vittorio-de-luca-alessandra-zilla\/","og_site_name":"De Luca &amp; Partners","article_published_time":"2025-03-05T08:48:14+00:00","article_modified_time":"2026-02-16T15:21:59+00:00","og_image":[{"width":1200,"height":800,"url":"https:\/\/www.delucapartners.it\/wp-content\/uploads\/2026\/02\/dimissioni-shutterstock_1182037858-8.jpg","type":"image\/jpeg"}],"author":"Melismelis","twitter_card":"summary_large_image","twitter_misc":{"Written by":"Melismelis","Est. reading time":"3 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.delucapartners.it\/en\/news\/la-rilevanza-del-comportamentoextralavorativo-come-giusta-causa-dilicenziamento-modulo-24-contenzioso-lavoro-de-il-sole-24-ore-5-marzo-2025-vittorio-de-luca-alessandra-zilla\/#article","isPartOf":{"@id":"https:\/\/www.delucapartners.it\/en\/news\/la-rilevanza-del-comportamentoextralavorativo-come-giusta-causa-dilicenziamento-modulo-24-contenzioso-lavoro-de-il-sole-24-ore-5-marzo-2025-vittorio-de-luca-alessandra-zilla\/"},"author":{"name":"Melismelis","@id":"https:\/\/www.delucapartners.it\/en\/#\/schema\/person\/00d0832a12e3889dce887a31e29d65f8"},"headline":"The relevance of extralaborative behaviour as \u2018just cause\u2019 for dismissal (Modulo 24 Contenzioso Lavoro of Il Sole 24 Ore, 5 March 2025 &#8211; 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