{"id":24301,"date":"2020-02-03T09:03:00","date_gmt":"2020-02-03T08:03:00","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/connected-work-law-the-double-time-limit-for-expiry-does-not-apply-to-the-dismissal-of-the-manager\/"},"modified":"2026-02-16T16:15:07","modified_gmt":"2026-02-16T15:15:07","slug":"connected-work-law-the-double-time-limit-for-expiry-does-not-apply-to-the-dismissal-of-the-manager","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/en\/insights\/case-law-en\/connected-work-law-the-double-time-limit-for-expiry-does-not-apply-to-the-dismissal-of-the-manager\/","title":{"rendered":"Connected work law: the double time limit for expiry does not apply to the dismissal of the manager"},"content":{"rendered":"\n

The\nCourt of Cassation, in its ruling 395\/2020, affirmed that the double time limit\nfor expiry introduced by the Connected Work Law in relation to the invalidity\nof dismissals is applicable to managers, in the sole cases of nullity provided\nfor by Article 18, paragraph 1, of the Workers’ Statute. On the other hand, in\ncases of appeal against dismissal due to “lack of justification<\/em>“,\nas provided for and sanctioned by collective agreements, the regime of Law no.\n183\/2010 on expiry does not apply. <\/p>\n\n\n\n

Facts\nof the case<\/strong><\/p>\n\n\n\n

The\nCourt of First Instance before which the case was brought, considering the\nobjection of expiry of the judicial challenge against dismissal to be\nunfounded, declared the dismissal ordered by a company regarding its manager to\nbe unlawful and ordered it to pay him a supplementary (or rather additional)\nindemnity, identified as fifteen months’ salary.<\/p>\n\n\n\n

The\nlosing company appealed. The District Court before which the case was brought\nconsidered that the time limit for appealing against dismissal in court, as\nprovided by Law 604\/1966 and amended by Law 92\/2012, was set from the time the\nout-of-court appeal was sent by the manager and not from the time it was\nreceived by the employer. This is to guarantee the said manager that the risks\nof non-delivery would not fall within his sphere of responsibility. <\/p>\n\n\n\n

The\ncourt at second instance stated that, in the present case, the action had been\nbrought after the time limit of 180 days following the out-of-court appeal. It\nwas therefore to be regarded as late, with the result that no compensation was\npayable to the manager. <\/p>\n\n\n\n

The\nmanager appealed to the Court of Cassation against the second instance\ndecision, relying on two grounds which his former employer resisted.<\/p>\n\n\n\n

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

In\nappealing against the judgment at second instance, the appellant pleaded, inter\nalia, infringement of Article 32, paragraph 2 of Law No 183\/2010 (‘Connected\nWork Law<\/em>‘) and Article 6 of Law No 604\/1966, as replaced by Article 32\nparagraph 1 of the said Connected Work Law. <\/p>\n\n\n\n

In\nhis view, the invalidity of the dismissal delimits the cases in which those\nrules apply to managers, excluding them when they plead in court that the\ndismissal was unlawful and request payment of the additional indemnity.<\/p>\n\n\n\n

On\nthis point, the Court affirmed that under Article 6 of Law 604\/1966, in the\ntext prior to the new Article 32 of the Connected Work Law, the dismissal must\nbe challenged, on pain of expiry [of the right to challenge], even out of\ncourt, within 60 days of receipt of communication thereof. That regime was\nunquestionably held to be inapplicable to the managers who were taking action\nto have employer ordered to pay the additional indemnity. This was because they\nwere a category of service providers which was exempt from the limiting rules\nof individual redundancies.<\/p>\n\n\n\n

The\nCourt also recalled that until 2010 the provisions of Law 604\/1966 (with the\nsole exception of Article 2, paragraph 4) were not applied to managers, based\non the provisions of Article 10 of the same law. As a result of this exclusion,\nfor this category there was never an obligation to appeal against the dismissal\nunder the regime of expiry of rights provided for in Article 6, Law 604\/1966.\nThus, the case law was affirmed according to which the safeguards of the first\nlaw on individual dismissals were extended only to so-called\npseudo-managers. <\/p>\n\n\n\n

Article\n32 of the Connected Work Law has replaced Article 6 of Law 604\/1966 and, while\nreaffirming the 60-day deadline for the out-of-court appeal against dismissal,\nhas provided for a further 180 days for the lodging of the appeal. These\nprovisions, the Court continues, pursuant to Article 32 paragraph 2 thereof,\napply ‘also to all cases of invalidity of dismissal<\/em>‘. <\/p>\n\n\n\n

Originally,\naccording to the Court, the dismissal of the manager was protected by the\nprohibition of discriminatory and retaliatory dismissal, the legislation\nleaving the regime of employment at will as a general criterion unchanged,\nwithout prejudice to the possibility for collective bargaining to introduce a\nsystem for monitoring the reasons for individual dismissal. <\/p>\n\n\n\n

And\ncollective bargaining, in its turn, has provided that the manager, in cases\nwhere there is no justification for the dismissal, is entitled to additional\ncompensation, leaving the validity and effectiveness of the dismissal\nintact. <\/p>\n\n\n\n

Well,\n“once art. 32, paragraph 2, has provided for an obligation to appeal\nunder penalty of expiry for any invalid dismissal by the employer – on the\nbasis of principle that by its nature is independent of the legal category to\nwhich the employee belongs – it is reasonable to hold that the rule\n“also” regulates the case of prohibited or null and void dismissal of\nthe manager, identical in the governance (substantive and sanctioning) to the\ncorresponding dismissal of an employee or worker<\/em>“. <\/p>\n\n\n\n

According\nto the Court, on the other hand, the question as to the applicability of the\nexpiry to the dismissal of the manager in cases of mere lack of justification\nis more problematic. <\/p>\n\n\n\n

According\nto the prevailing opinion, the Court reports, the old Article 6 of Law 604\/1966\nexcluded the cases subject to particular rules, including those of dismissals\nintimated to managers. And the Connected Work Law has not provided for any\nextension to managers of instances the nullity of the dismissal. The extension\ntook place only with the provision of art. 18, paragraph 1 of the Workers’\nStatute (as amended by art. 42 of Law 92\/2012). <\/p>\n\n\n\n

Therefore,\naccording to the Court of Cassation, if the term “invalidity<\/em>”\nis given the broad meaning of unlawfulness, the new rules become applicable to\nthe appeal against any dismissal. If, on the contrary, the specific\nmeaning is attributed to it, then the rule operates only when the defect can\nlead to the “demolition” of the deal and its effects. And, in\nthe Court’s view, the expression must be understood in a restrictive sense in\nrelation to the inability of a private act to produce effects if it is contrary\nto a rule.<\/p>\n\n\n\n

In\nconclusion, the concept of invalidity cannot be taken to include the hypothesis\nof lack of justification of a contractual source which results in the\nprotection of the additional indemnity being merely compensatory. This is\nconnected to a valid deed which affects an employment relationship in terms of dissolution.\nIn other words, the scope of objective applicability provided for by art. 32 of\nthe Connected Work Law can only refer to cases of invalidity in the strict\nsense of the term. <\/p>\n","protected":false},"excerpt":{"rendered":"

The Court of Cassation, in its ruling 395\/2020, affirmed that the double time limit for expiry introduced by the Connected Work Law in relation to the invalidity of dismissals is applicable to managers, in the sole cases of nullity provided for by Article 18, paragraph 1, of the Workers’ Statute. On the other hand, in […]<\/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":[1124,1125],"class_list":{"0":"post-24301","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"hentry","6":"category-case-law","7":"category-insights","9":"tag-collegato-lavoro-en","10":"tag-licenziamento-del-dirigente-en"},"acf":[],"yoast_head":"\nConnected work law: the double time limit for expiry does not apply to the dismissal of the manager - 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\/24301\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Connected work law: the double time limit for expiry does not apply to the dismissal of the manager - De Luca & Partners\" \/>\n<meta property=\"og:description\" content=\"The Court of Cassation, in its ruling 395\/2020, affirmed that the double time limit for expiry introduced by the Connected Work Law in relation to the invalidity of dismissals is applicable to managers, in the sole cases of nullity provided for by Article 18, paragraph 1, of the Workers’ Statute. 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