{"id":25111,"date":"2023-05-29T14:49:32","date_gmt":"2023-05-29T12:49:32","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/on-5-may-2023-the-so-called-employment-decree-came-into-force\/"},"modified":"2026-04-08T11:38:33","modified_gmt":"2026-04-08T09:38:33","slug":"on-5-may-2023-the-so-called-employment-decree-came-into-force","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/en\/insights\/on-5-may-2023-the-so-called-employment-decree-came-into-force\/","title":{"rendered":"DID YOU KNOW THAT… On 5 May 2023 the so-called \u2018Employment Decree\u2019 came into force?"},"content":{"rendered":"\n

On 4 May 2023, Italian Decree Law No 48\/2023 (the \u2018Employment Decree\u2019 (\u2018Decreto Lavoro\u2019<\/em>)) containing \u2018Urgent measures for social inclusion and access to the workplace\u2019<\/em> was published in the Italian Official Gazette.<\/p>\n\n\n\n

The Decree introduced important initiatives on employment law, social security and social assistance, with effect from 5 May 2023.<\/p>\n\n\n\n

One of the main initiatives in the employment law field are changes to the permitted reasons for fixed-term employment contracts, with a strengthening of the role of collective bargaining.<\/p>\n\n\n\n

The permitted reasons justifying a fixed-term contract of between 12 and 24 months, the extension for more than 12 months, or the renewal of a fixed-term contract are exclusively those provided for by the collective agreements concluded by the associations comparatively more representative at national level, or in the absence of such provisions and until 30 April 2024, the individual parties, for technical, organisational and production needs.<\/p>\n\n\n\n

The Decree also simplifies the employer\u2019s information obligations introduced by the \u2018Transparency Decree\u2019.<\/p>\n\n\n\n

In contrast to the past, some of the information that the employer was required to provide in the employment contract or in a specific information notice can now be provided to employees simply by referring to the relevant legislation or collective bargaining agreement,  which may also be the company\u2019s bargaining agreement, applied to the employment relationship. This information relates to, for example, probationary period duration, training, paid holidays and leave, notice of dismissal and resignation, salary components, working hours, overtime, social security and insurance institutions.<\/p>\n\n\n\n

To simplify the obligation, and to ensure uniformity in the employer\u2019s communications, the employer will be required to deliver or make available to staff, including through publication on the website, national, regional and company collective bargaining agreements, as well as any company regulations applicable to the employment relationship. <\/p>\n\n\n\n

The employer\u2019s information obligations on the use of automated decision-making and monitoring systems have also been reduced, thus further simplifying these information obligations.

Further measures introduced by the Decree concern:<\/p>\n\n\n\n