{"id":24226,"date":"2020-02-28T09:46:03","date_gmt":"2020-02-28T08:46:03","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/leave-under-law-no-104-does-not-have-a-compensatory-or-restorative-function-for-the-energy-used-by-the-worker-for-the-assistance-provided-dismissal-for-just-cause-is-lawfulleave-under-law-no-104-does\/"},"modified":"2026-02-16T16:14:38","modified_gmt":"2026-02-16T15:14:38","slug":"leave-under-law-no-104-does-not-have-a-compensatory-or-restorative-function-for-the-energy-used-by-the-worker-for-the-assistance-provided-dismissal-for-just-cause-is-lawfulleave-under-law-no-104-does","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/en\/insights\/case-law-en\/leave-under-law-no-104-does-not-have-a-compensatory-or-restorative-function-for-the-energy-used-by-the-worker-for-the-assistance-provided-dismissal-for-just-cause-is-lawfulleave-under-law-no-104-does\/","title":{"rendered":"Leave under Law No. 104 does not have a compensatory or restorative function for the energy used by the worker for the assistance provided: dismissal for just cause is lawful"},"content":{"rendered":"\n

The\nCourt of Cassation, with judgment No. 1394 filed on 22 January 2020, once again\ndrew attention to the use and potential abuse of leave to assist disabled\nfamily members pursuant to Article 33, paragraph 3, of Law No. 104 of 1992. In\nparticular, the Supreme Court, in affirming the principle that such leave is\ngranted “in order to assist the disabled person and in a direct causal\nrelationship with that assistance<\/em>“, has ruled out that they may be\nused “merely as compensation for the energy used by the employee for\nthat assistance<\/em>“. <\/p>\n\n\n\n

The\nfacts<\/strong><\/p>\n\n\n\n

The\nCourt of Appeal of L\u2019Aquila upheld the decision of the Court of Pescara where\nthe latter had considered it lawful to dismiss a worker for just cause for\nabusing his leave under Article 33 paragraph 3 of Law No. 104\/1992. <\/p>\n\n\n\n

The\nDistrict Court found evidence of four instances of abuse of leave by the\nemployee, in light of a report from an investigating agency (commissioned by\nthe employer). In particular, it had been demonstrated that out of four days of\nleave, the employee had gone to the home of their disabled father for only 15\nminutes on only one of the four days.<\/p>\n\n\n\n

Against\nthe decision of the Court of Appeal, the worker appealed to the Court of\nCassation on the sole ground of appeal, alleging infringement and\nmisapplication of Article 33 paragraph 3 of Law No. 104 of 1992. Specifically,\nthe worker pointed out that the rule referred to does not impose a necessary\ntime connection between the period of the leave and the period of direct\nassistance to the disabled family member.<\/p>\n\n\n\n

The\ndecision of the Court of Cassation<\/strong><\/p>\n\n\n\n

The\nCourt of Cassation, in rejecting the appeal and confirming the lawfulness of\nthe dismissal for just cause, recalled a well-established trend in the case law\naccording to which “on the basis of the rationale of Law No. 104 of\n1992, Article 33, paragraph 3, which attributes to the employee (…) who\nassists a disabled person in a serious situation (…) the right to three days’\npaid monthly leave, covered by imputed contributions, it is necessary that the\nabsence from work<\/strong> is directly related to the need for which the right is\nrecognised, i.e. assistance to the disabled<\/strong> person<\/strong><\/em>“. (See\nCourt of Cassation No. 1529\/2019; Court of Cassation No. 8310\/2019; Court of\nCassation No. 17968\/2016; Court of Cassation No. 9217\/2016; Court of Cassation\nNo. 8784\/2015)<\/p>\n\n\n\n

The\nSupreme Court emphasises that the concept of assistance – even if it is to be\nunderstood in a broad sense (since it may also consist in carrying out tasks of\nan administrative, practical or any nature) – cannot in any event disregard the\nexistence of a direct causal relationship with the interest of the assisted\nfamily member (See Judgement of the Court of Cassation No. 23891\/2018).<\/p>\n\n\n\n

Therefore,\nthe Supreme Court continues, “an employee who does not make use of the\nleave provided for by the aforementioned Article 33, in line with the function\nof the same Article, commits an abuse of the right<\/strong> in that it deprives\nthe employer of the job performance in violation of the trust placed in the\nemployee and constitutes, with respect to the social security fund providing\nthe salary compensation, an undue receipt of the allowance and a misuse of the\nwelfare intervention<\/strong><\/em>” (see Court of Cassation No. 17968\/2016). <\/p>\n\n\n\n

The\nCourt of Cassation, in the judgment in question, also confirms its case law\nregarding the lawfulness for the employer to use investigative agencies to\nmonitor its employees. This, especially during periods of suspension of the\nemployment relationship, when becoming aware of the worker’s behaviour, which,\nalthough unrelated to the performance of the work activity, is relevant from\nthe point of view of the correct fulfilment of the obligations deriving from\nthe employment relationship (See Court of Cassation No. 18411\/2019).<\/p>\n\n\n\n

\u25ca\u25ca\u25ca\u25ca<\/p>\n\n\n\n

In\nview of the above, no function other than that of assistance to the family\nmember with a disability can be attributed to the leave to assist this family\nmember or that is in any case in direct causal relation to it. <\/p>\n\n\n\n

It is therefore to be excluded that the leave pursuant to Article 33, paragraph 3, Law 104\/1992 may have a purely compensatory or restorative function of the energy used by the worker for the assistance provided.<\/p>\n\n\n\n

Therefore,\naccording to the content of the judgment in question, where an employee uses\nthe leave in question for purposes other than those referred to above, they\nwill be committing an abuse of rights which is also relevant from a\ndisciplinary point of view and which will make it lawful for the employer to\ndismiss them for just cause.<\/p>\n","protected":false},"excerpt":{"rendered":"

The Court of Cassation, with judgment No. 1394 filed on 22 January 2020, once again drew attention to the use and potential abuse of leave to assist disabled family members pursuant to Article 33, paragraph 3, of Law No. 104 of 1992. In particular, the Supreme Court, in affirming the principle that such leave is […]<\/p>\n","protected":false},"author":5,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[167,177,190],"tags":[956,957,958],"class_list":{"0":"post-24226","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"hentry","6":"category-case-law","7":"category-insights","9":"tag-abuso-di-diritto-en","10":"tag-licenziamento-per-giusta-causa-en","11":"tag-permessi-104-en"},"acf":[],"yoast_head":"\nLeave under Law No. 104 does not have a compensatory or restorative function for the energy used by the worker for the assistance provided: dismissal for just cause is lawful - De Luca & 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\/24226\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Leave under Law No. 104 does not have a compensatory or restorative function for the energy used by the worker for the assistance provided: dismissal for just cause is lawful - De Luca & Partners\" \/>\n<meta property=\"og:description\" content=\"The Court of Cassation, with judgment No. 1394 filed on 22 January 2020, once again drew attention to the use and potential abuse of leave to assist disabled family members pursuant to Article 33, paragraph 3, of Law No. 104 of 1992. 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