Our firm`s working languages in the field of contract law are Italian, English, German, Spanish and Greek. Employment contracts (contratto di lavoro) are prescribed by law for each employee. The two main types of employment contracts: each worker is entitled to 3 days of sick leave, paid for by the employer. The INPS proposes a rate of pay between the fourth day of illness and the 180th day. Some particularly generous NCAs require employers to supplement social benefits up to a full 100% of salary. While a worker is ill, his contract is deemed suspended and the seniority of the worker is guaranteed. In addition, an employer cannot dismiss one of its employees until a minimum period set by the specific collective agreement expires. Companies can recruit staff on a fixed-term contract for temporary agreements. Fixed-term contracts can last up to 36 months, including an extension. Quantitative limit values are normally set by NCAs; Alternatively, the law stipulates that the total number of fixed-term contracts must not exceed the threshold of 20% of the permanently hired workforce.
It is an agreement whereby one party, called an “agent,” assumes the task of continuously promoting, on behalf of another (the client, usually a company) to enter into contracts in a given area. The essential condition of the agency agreement is its stability, that is, systematic and continuous, supported by the agent responsible for promoting the interests of the client in the specified area. The remuneration of this activity (commission) is usually a percentage of the value of each deal/contract concluded. In Italy, every agent employed must have an employment contract (“contractto di lavoro”). An individual employment contract also mentions the “category” of the worker, as defined in the Italian civil code. We have unprecedented expertise in both treaties, which are entirely governed by Italian contract law, and agreements with a cross-border dimension (European and international). While most employment contracts can be concluded in any language, it is nevertheless important that both parties be able to understand the content of all contractual terms. On-demand employment contracts provide for a worker to declare his or her availability for work for a period of time during which he or she can only be summoned in the short term for a few days. The individual contract may provide that the worker is required to work when called by the employer. In this case, the worker is entitled to 20% of the salary set by the NCNs, in addition to the normal remuneration paid for the work activity currently carried out. This contract must be written down. Workers cannot be dismissed until a minimum period under the existing collective agreement expires.
At the end of this period, an employer may terminate the contract. Part-time contracts must be written and work schedules (e.g. B per day, week, month and year). The pay and other rights of part-time workers are generally assessed as those for full-time workers with the same right to employment. Additional clauses in the part-time contract can be added, allowing employers to benefit from greater flexibility: national collective agreements and individual employment contracts The indeterminate contract governs the “traditional” working relationship in Italy. This contract has an indeterminate opening period and guarantees the worker a higher protection than any other form of employment contract in Italy. There are also certain types of contracts (i.e.part time) that need to be concluded in writing. Employment contracts can be concluded in any language, provided both parties are able to fully understand its content. Since there are a large number of NCAs and employers use them fully, employment contracts in Italy are generally made up of simple recruitment letters dealing with points prescribed by law, including the identity of the parties, the place of work, the start of work, the start of work (if any), the