Government measures in key jurisdictions 5th edition - Flipbook - Page 77
Italy
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B. Review of working time by collective agreement: company-level or local collective
agreements entered into with the Trade Unions may define patterns for the remodulation of working time (a part of which is to be dedicated to training courses). A
special fund called “New Skills Fund”, with an endowment of Ä430 million for 2020
and Ä300 million for 2021, will bear the cost for training hours (this measure needs to
be implemented by a ministerial decree). The agreement with the Trade Unions has to
be entered into before 30 June 2021.
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C. Funds for the safeguard of occupation: a specific new fund with an endowment of
Ä300 million for 2020 has been established in order to support the rescue and
restructuring of, among others, companies with at least 250 employees that are in
economic and financial difficulty.
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D. Fixed-term employment contracts: until 31 March 2021 fixed-term employment
contracts can be renewed or extended, only once, for a period of 12 months, even
without the specific reasons (“causale”) that are generally required by law, subject to
an overall duration that cannot exceed 24 months. Based on a reasonable
interpretation of the provision, the same exemption should apply also to existing
fixed-term staff-leasing contracts.
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E. Other wage subsidies: regions, other territorial authorities and Chambers of
Commerce may adopt aid measures, using their own resources, in order to contribute
to the salary and social security costs incurred by companies to avoid redundancies
during the Covid-19 pandemic. This subsidy may be granted for a maximum of 12
months and up to 80% of the gross monthly salary (including the social security
contributions) and only if the staff benefiting from it continues to work throughout the
period for which the aid is granted. It remains to be seen whether the regions and
other entities will actually offer such measures, given the likely unavailability of
resources.
The Italian Government also introduced the following new and exceptional schemes to
support individuals:
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Paid Parental leave: in case of parents that live in highly affected geographical areas (socalled “red zones”) where schools children between 11-14 approx. are closed, one of the
parents, if prevented from working remotely, can benefit from a parental leave paid by the
social security administration at 50% of the salary.
Remote Working: in general, the Italian Government recommends maximizing the use of
home work which until 31 March 2021 can be implemented without entering into individual
agreements which are otherwise required by law. Also other bureaucratic steps have been
lightened (including in terms of health and safety information obligations). In addition,
until 30 June 2021, parents of seriously disabled children are entitled to work remotely
only if their tasks can be reasonably carried out from home and provided that the other
parent is not a non-working parent.
Employees affected by Covid-19 or quarantined: in both cases employees must be
considered on sick leave. If Covid-19 has been contracted on the workplace, the periods
of quarantine and self-isolation are considered leaves due to accident at work and thus
indemnified by the competent public insurance authority (INAIL).
Vulnerable Employees: until 28 February 2021, disabled employees or employees
affected by serious diseases had the right to be absent from work and this absence is
treated as hospitalization and so this period of absence will be indemnified as sick
leave. Alternatively, they are entitled to work remotely for the same period (if possible,
their tasks should be changed to be compatible with remote working).
Government measures in key jurisdictions
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