To find a job in Italy it is possible to follow various paths: one can contact the Public Employment Service, use private employment agencies or start up on one's own and look for work on the internet. If you decide for the Public Service, you must have a SPID (digital identity) and declare your willingness to use the available public services (orientation, active job search, specialist orientation and job placement for categories of workers with disabilities) by registering on the portal https://www.anpal.gov.it/ and choosing the Employment Center closest to your home. Furthermore, the job offers available throughout the national territory are published on the Anpal portal, as well as news and documentation on the world of work and professions. To apply for job offers, you must enter your CV.
The EURES service is active at each CPI, offering information on job offers in the European Economic Area, guidance and advice on living and working conditions in the various European countries.
If you want to find work independently, the best way is to establish direct contact with companies by sending your CV via the company website. This applies both to those who want to find work without experience and to those who would like to change their occupation. In fact, medium and large companies, when looking for personnel, first of all consult their databases where the curricula of those who have applied online are collected. The CVs sent by potential candidates are kept by the companies and periodically consulted by the human resources managers, who select the most suitable profiles for the job offers active both in Italy and abroad.
Various tools are available that facilitate the search for companies to which to send a spontaneous application, such as, by way of example, Pagine Gialle, Guida Monaci, Kompass, the websites of the Chambers of Commerce as well as social pages, first of all LinkedIn.
Bulletins and specific magazines, numerous newspapers (dailies, weeklies) are also sources from which to draw suggestions and where to consult the inserts with job announcements, both at a regional and national level.
For those who are still abroad or come to Italy for the first time looking for a job, the services offered by the EURES network are often the first resource available which allows them to better understand the mechanisms of active job search in Italy.
All citizens of the European Union can undertake a work activity, whether self-employed or employed, without needing to obtain a work permit, with the exception only of activities still reserved for Italian citizens, enjoying the principle of equal treatment with respect to citizens Italians.
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The application can be directed to a specific job offer, or spontaneous, i.e. addressed to companies potentially interested in your profile.
In the first case, the application methods are generally indicated in the text of the offer or advertisement itself; in the case of a spontaneous application, often on company websites - online submission methods are available in the "Work with us" section. In general, it is always necessary to prepare an updated Curriculum Vitae based on the position for which you are applying, accompanied by a covering and/or motivational letter, which must be sent by email or fax.
The cover letter or letter of motivation must personalize the application, highlighting your strengths and objectives, and explaining the reasons why you believe you are the ideal candidate.
The Internet offers countless sites dedicated to writing a CV, but if you want to take advantage of additional services, including updating your data or accessing a database of job offers, you can visit the Europass site and register , fill in the European Europass model, which can be downloaded in various formats and updated when necessary. The CVs to be presented to companies must contain the authorization to process personal data pursuant to Legislative Decree 196/2003. Unless expressly requested, it is not necessary to attach any photos, documents, copies or originals of titles, references or anything else.
At the Employment Centres, consultancy services are available for the drafting of the Curriculum vitae and the cover letter. On the portal www.anpal.gov.it it is possible to consult a dedicated section which offers advice, suggestions and practical examples for an effective application.
In some local realities, a good system may be to present yourself at the company and leave your CV with the human resources or personnel manager.
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Definition
Definition and conditions of eligibility
In Italy the law provides for different definitions and types of traineeships. While the 'curricular internship' is part of formal education and training programmes, the 'non-curricular' internship is an active policy measure aimed at enabling a person to gain practical experience in a work context to acquire professional skills, improving his employability and enriching his resume. Furthermore, to access specific professions, national legislation provides for special categories of traineeships.
Therefore, the trainee does not sign a real employment contract and cannot be considered an employee.
Presentation
In addition to curricular traineeships, the activation and regulation of which are the responsibility of education and training institutions, non-curricular traineeships fall within the competence of the regions and autonomous provinces. The national guidelines, adopted in May 2017 through a State-Region agreement, establish common principles, adopted and implemented at the regional level, and envisage three main categories of traineeships:
1. Orientation and training placements, aimed at those who have acquired a qualification/certificate/title, within 12 months of acquisition; maximum duration: 6 months
2. Internships for integration or re-integration into the labor market, intended for the unemployed (also for those on mobility lists or those entering common social security networks) and inactive people; maximum duration: 12 months
3. Guidance/training, integration/reintegration placements for specific target groups (disadvantaged groups such as disabled or asylum seekers; maximum duration: 12 to 24 months
Traineeships in Italy involve at least three actors: the national guidelines indicated above define which bodies (public or private) can act as 1) "traineeship promoters": employment services, universities, schools, training agencies and regionally accredited, licensed supply and demand matching agencies, placement and guidance services); 2) other entities can act as «host organisations»: public or private bodies which comply with the provisions established by law; 3) the trainee.
The internship is activated through a "cooperation agreement" between the promoter and the host organisation.
The trainee is insured against accidents at work.
The activation of a non-curricular internship is traced electronically through the mandatory notification (it is a communication, carried out electronically, addressed to all the competent authorities in the field of controls, such as the Ministry of Labour, the National Social Security Institute, etc. .). This communication must be made 24 hours before the start of the internship.
Both the promoting organization and the host organization must designate a 'mentor' for the trainee.
Conditions of eligibility
Generally, traineeships are open to all EEA citizens. However, there may be particular conditions related to specific regional regulations, education and training pathways and to a specific status linked to certain requirements (such as unemployed or disadvantaged people).
Implementation
The national guidelines adopted in May 2017 through a State-Regions agreement establish the principles that regional governments must adopt within regional legislation. They serve as a common national regulatory framework setting minimum quality standards for non-curricular traineeships.
These guidelines are fully consistent with the EU quality framework for traineeships as they were approved during the preliminary stages of the groundwork leading to the adoption of the European framework. They include the constraint of a minimum remuneration threshold, in the form of an indemnity which varies within each Region and whose fixed minimum amount is 300 EUR.
Living and working conditions
Trainees must have "accident and sickness" insurance; moreover, in the individual training plan, the employer must indicate the weekly time commitment and the rights and duties of the parties. A suspension of the traineeship can be granted due to health problems and maternity leave.
Remuneration and other allowances depend on regional legislation, without prejudice to the minimum standards defined in national guidelines which, as mentioned above, correspond to at least 300 euros per month.
Where to find job vacancies
You can find internship opportunities and offers on the following websites:
In addition, you can find information and opportunities provided by regional authorities within your labor market information system.
Financing and assistance
On the regional websites you can find useful information regarding the financing of both training activities and internships.
The following sites provide nationwide information:
Where to post job vacancies
Internship opportunities and offers can be published on:
In addition, regional websites provide information and opportunities -funded at regional level by the European Social Fund- as part of their labor market information system.
Financing and assistance
Employers can contact EURES Advisers working in local employment services. The list can be found at the following addresses:
Legal framework
The Legislative decree n. 81 of 15 June 2015, chapter V, articles 41-47, revises the organic discipline of contracts and revises the legislation on apprenticeship with the consequent repeal of Legislative Decree n. 167/2011 - Consolidated law on apprenticeship.
It provides for the possibility of employing unemployed people in apprenticeships for the purposes of their qualification or requalification, regardless of their age at the time of recruitment.
The Ministerial Decree of 12 October 2015, defines the training standards of the apprenticeship and the general criteria for the realization of the apprenticeship courses which must be implemented by resolution by all the Regions
Starting from 1 January 2022, for the purposes of professional qualification or retraining, it is also possible to hire workers who are beneficiaries of the extraordinary wage integration treatment referred to in art. 22 ter of the Legislative Decree 14 September 2015, n. 148, in addition to workers who are beneficiaries of mobility allowances or unemployment benefits (art. 47, paragraph 4, Legislative Decree no. 81/2015, as amended by Budget Law 2022, Law 30 December 2021, n. 234, art. 1, paragraph 248).
Finally, in addition to the incentives for hiring apprentices planned for 2021 from Decree Law 28 October 2020, n. 137 (Ristori Decree, art. 15 bis, paragraphs 12-13), with reference to first-level apprenticeship contracts for professional qualification and diploma, upper secondary education diploma and higher technical specialization certificate, stipulated in the year 2022, the Budget Law 2022 (article 1, paragraph 645) granted employers who employ up to 9 workers a contribution relief of 100% (as regards the contribution due pursuant to article 1, paragraph 773, fifth sentence, of the law of 27 December 2006, n. 296) for the first 3 years of the contract, without prejudice to the rate level of the 10% for the contribution periods accrued in the contract years following the third.
The Decree law 4 May 2023, n. 48. Urgent measures for social inclusion and access to the world of work are foreseen for private employers who hire the beneficiaries of the Inclusion allowance with a full or partial permanent employment contract, or even through a contract of apprenticeship, the right, for a maximum period of 12 months, to exemption from paying the 100% of the total social security contributions payable by employers and workers, with the exclusion of premiums and contributions due to INAIL, up to a maximum of amount equal to 8,000 euros on an annual basis, recalculated and applied on a monthly basis. The calculation rate of pension benefits remains the same.
Description of the programs
The apprenticeship is an open-ended employment contract, aimed at promoting the training and employment of young people. Its main feature is the training content: the employer, in addition to paying the apprentice the salary for the work performed, is obliged to guarantee the apprentice the necessary training to acquire professional skills appropriate to the role and tasks for which he is been hired. The apprentice has, in turn, the obligation to follow the training course
There are three types of apprenticeship employment relationship
- apprenticeship for qualification and professional diploma, upper secondary education diploma and higher technical specialization certificate (apprenticeship of first level)
- professional apprenticeship (apprenticeship of second level)
- higher education and research apprenticeship (apprenticeship of third level)
The apprentice will therefore carry out a part of the training at school/training centre/university depending on the type of apprenticeship and a part in the company and will have two reference figures, a training tutor (within the school) and a company tutor (indicated from the company)
In the company it will be possible to acquire practical skills and technical-professional knowledge by working alongside expert personnel to acquire specific skills for the job in question which will be added to the theoretical skills acquired at a training centre, school or university depending on the type of apprenticeship
The rest of the time he will work as a normal worker
Apprentices may have lower wages than other workers engaged in the same tasks. The apprentice, in fact, can be classified up to two levels lower than the category due, in application of the national collective labor agreement, to workers assigned to tasks or functions that require qualifications corresponding to those the achievement of which the contract is aimed at. Alternatively, it is possible to establish the apprentice's salary as a percentage and gradually according to length of service. Remuneration cannot be on a piece rate or incentive basis. In addition to the particular salary system, a facilitated contribution treatment is envisaged.
The apprentice must sign a written contract which must also contain the individual training plan.
Apprenticeships can take up to three years (five years in the craft) to complete, depending on the type of apprenticeship, industry sector and regional regulations.
The salary is fixed on the basis of the collective labor agreements.
The minimum duration of the apprenticeship contract is 6 months; the maximum duration of the training period of the contract is equal to the duration of the study programme.
The main features of the apprenticeship system are defined by national law. The Regions have the responsibility of regulating apprenticeships especially as regards the training aspects. The social partners, through collective bargaining, must establish the general rules for the use of apprenticeship contracts.
Detailed description of the three types of apprenticeship
First Level Apprenticeship - Apprenticeship for the qualification and for the professional diploma, the upper secondary education diploma and the higher technical specialization certificate
Pfor young people aged 15 to 25 without qualification or professional diploma or without age limits in some cases (see below)
It is an employment contract that allows you to obtain a professional qualification or a professional diploma by alternating work and study. The duration, which is determined in consideration of the qualification or diploma to be obtained, cannot exceed three years or four in the case of a regional four-year diploma.
It also allows the fulfillment of compulsory schooling
The salary varies from 2,000 euros a year for minors to 3,000 for adults.
Second Level Apprenticeship - professional apprenticeship
It is aimed at learning a trade or attaining a professional qualification for contractual purposes.
For young people between the ages of 18 and 29, in the case of possession of a professional qualification, the minimum age drops to 17 (Legislative Decree No. 226 of 2005)
It is an employment contract for the achievement of a professional qualification, in all sectors of activity, private or public, for contractual purposes through transversal and professional training. Normally the duration of the contract cannot be more than three years or five for crafts.
The salary received is around 60% of that corresponding to one's level of employment. The 100% salary will be received over the years, after hiring.
Training on basic and transversal skills is defined by the Region and the total amount of hours is established on the basis of the starting education level, as follows:
- 40 hours for apprentices with a degree or equivalent qualification;
- 80 hours for apprentices with a secondary school diploma or vocational education and training qualification or diploma;
- 120 hours for unqualified apprentices.
Starting from 1 January 2022, for the purposes of professional qualification or retraining, it is also possible to hire workers who are beneficiaries of the extraordinary wage integration treatment referred to in art. 22 ter of the Legislative Decree 14 September 2015, n. 148, in addition to workers who are beneficiaries of mobility allowances or unemployment benefits (art. 47, paragraph 4, Legislative Decree no. 81/2015, as amended by Budget Law 2022, Law 30 December 2021, n. 234, art. 1, paragraph 248).
Third Level Apprenticeship - higher education apprenticeship, higher education and research, aimed at obtaining university and higher education qualifications
For young people between 18 and 29 years of age
It is an employment contract that allows you to achieve different levels of educational qualifications:
- Diploma of Higher Technical Education (ITS),
- Bachelor's and Master's Degrees,
- 1st and 2nd level university masters,
- doctorates,
- Higher Artistic, Musical and Dance Training,
- Research activity,
- Access to professions regulated by specific regulations (traineeship)
It also allows you to carry out a research project on a topic of interest to the employer.
At the end of the contract, one or both parties may decide to interrupt the working path, according to the procedures set out in the CCNL. If no one decides to withdraw from the contract, the collaboration continues indefinitely.
Maximum contractual duration depending on the course of study undertaken
Higher Technician Diploma 36 months
Bachelor's Degree 36 months
Master's degree 24 months
Single cycle master's degree 48 months
1st level University Masters 12 months
II level University Masters 24 months
Research Doctorate 48 months
Research activity 36 months (+ 12 months extension in case of particular needs related to the project)
Internship the duration is in relation to the achievement of the certificate of completed practice for admission to the state exam
The teaching program must be shared between the employer and the training institution and must be such as to allow the apprentice to achieve the learning outcomes relating to the qualification to be achieved.
External training
As far as external training is concerned, the apprentice must attend, at the training facility, a part of the number of hours of the course in which he is enrolled up to a maximum percentage defined at the regulatory level, according to the parameters shown in the following table:
ITS max 60% courses of statutory training (equal to 1080 hours/1620 hours)
Degrees, Masters, Doctorates, AFAM max 60% of the number of hours involved in the frontal lessons provided for within the training credits of each university course
Internship External training is not mandatory
Apprenticeship for the research activity external training is not mandatory
For the hours of training carried out by the apprentice at the training institution, the employer is exempt from any remuneration obligation; this means that the hours dedicated to external training are not counted in the calculation of the pay slip.
Internal training
As regards internal training, ie carried out in the workplace, the apprentice must attend a number of hours equal to the difference between the hours envisaged by the training program and the hours of external training.
In the case of Apprenticeship for access to ordinary professions (traineeship) and in the case of Apprenticeship for research activity, internal training cannot be less than 20% of the contractually envisaged annual working hours.
For the hours of training carried out directly in the company and therefore paid for by the employer, the apprentice is paid a salary equal to 10% of the minimum hourly wage.
In order to guarantee an adequate quality level for the course, the company, in order to be able to stipulate a third-level apprenticeship contract, must be in possession of certain requisites which demonstrate its training capacity. These requirements are:
- structural: spaces must be available to allow internal training to take place and, in the case of students with disabilities, the overcoming or removal of architectural barriers;
- of a technical nature: adequate teaching tools must be available for carrying out internal training;
- of an educational nature: one or more company tutors must be available to assist the student throughout the apprenticeship period.
The tutors
In third-level apprenticeship courses, the function performed by the training tutor, identified by the training institution, and by the company tutor identified by the company are fundamental, who, together, accompany the student in his learning path, verifying its correct implementation and collaborating to guarantee the necessary didactic and organizational connection.
In particular:
- the training tutor assists the apprentice in the relationship with the training institution, checks the progress of the course and intervenes in the initial, intermediate and final evaluation of the apprenticeship period,
- the company tutor favors the apprentice's introduction into the working context, supports and assists him in the internal training process, transmits the necessary skills to carry out the work activities and provides the training institution with the elements useful for evaluating the activities carried out in the company and the effectiveness of its training process.
Assessment and certification of skills
The educational institution, also availing itself of the employer for internal training, evaluates the learning achieved by the student also for the purposes of admission to the exams and the issue of the qualification.
The methods for evaluating learning and certifying skills take place in compliance with the provisions of the regulations relating to the various study paths (ITS, University, AFAM, etc.).
In the event of interruption of the training course or early termination of the contract, apprentices are guaranteed to return to the ordinary training course, also with the support of the training tutor.
In case of interruption of the training course, starting from a minimum period of work equal to 3 months, the apprentice has the right to have the acquired skills validated by the training institution.
In order to be entitled to the final assessment and certification, the apprentice, at the end of the course, must have attended at least three quarters of both the internal training and the scheduled external training. Where envisaged in the context of the respective regulations, this frequency is also a minimum requirement at the end of each year, for the purposes of admission to the following year.
RECAP: How to activate an apprenticeship contract in 10 steps?
The company identifies a task to be carried out by a young person with an apprenticeship path (I, II, III Level)
The company identifies, in agreement with a training institution (school, CFP, university, ITS) a training path for the achievement of a study title/professional qualification and selects a young apprentice (I, III Level)
If, on the other hand, the young person is already attending a course of study, the "apprenticeship" training is adapted, taking into account that already carried out before the contract. (I, III Level)
The training institution and the company consult each other to choose the optimal methods of carrying out the contract in a manner consistent with the organization of the company and for the achievement of the qualification by the young person (I, III Level)
The company and the training institution sign the "protocol" and draw up the "Individual Training Plan" - PFI (I, III Level) together with the young person
The fundamental elements of the Apprenticeship path (I, II, III Level) are defined within the PFI: a. Appointment of company and training tutor b. Definition of training contents c. Definition of the number of hours of internal and external training at the training institution
The company proceeds with the recruitment, with a contract of functional duration to the reference course of study, and with the sending of the Mandatory Communication through the specific information system
The apprentice begins to carry out his work activity. Carries out training according to the provisions of the PFI: the "internal" component of the company can be carried out directly "on-the-job" (I, II, III Level)
At the conclusion of the contract, the company compiles, together with the training institution, the "Individual Dossier" containing the general documents of the apprentice, documentation relating to the intermediate and final assessment of learning and the certificates obtained (I, III Level)
Once the required number of hours or the number of credits has been reached, the apprentice takes part in the first exam session useful for acquiring the degree (I, III Level)
Conditions of eligibility
As these are employment contracts, apprenticeships are open to all EEA citizens. However, programs related to secondary and higher education levels may have specific access rules.
Eligibility criteria for training funding have been defined and made available for young nationals in the context of education and training as well as for unemployed persons, whose status must be formally registered with a public employment service , in accordance with national legislation.
Living and working conditions
As apprentices are employees, they are entitled to insurance benefits for occupational accidents and injuries, occupational diseases and occupational health, disability and maternity. Since 2013, they also enjoy social security insurance.
Apprentices are entitled to paid holidays in accordance with the employment contract, as well as public holidays.
Apprentices' salaries depend on the sector in which they are employed, as they vary according to the collective bargaining agreement and the year of employment. As regards the apprenticeships linked to the education and training system (1st and 3rd programme), the remuneration of the apprentices is proportionally linked to the time actually spent in the workplace. Consequently, the external training activities are unpaid and the internal training hours are remunerated considering a fixed minimum percentage (according to the new legislative decree 81/2015, equal to 10 % for the first and second type of apprenticeship).
Where to find job vacancies
There are no specific sites for searching for apprenticeship opportunities in Italy. Refer to the links in the other sections.
Financing and assistance
Useful information can be found within the regional sites, such as those concerning the financing of training activities.
In addition, national programs provide funding to promote apprenticeship as an active measure in youth employment policies:
Where to post job vacancies
Furthermore, information and opportunities can be found on the regional website, which provides information on labor market related opportunities, possibly funded by the ESF.
Financing and assistance
At national level, incentives are envisaged to support training activities dedicated to Regions and autonomous Provinces. Furthermore, specific funding schemes are envisaged as part of initiatives to improve the employability of young people.
The company that hires an apprentice enjoys a series of tax breaks. First, resource training costs are reduced. In fact, the apprentice can receive a salary two levels lower than what he would have received, as an actual worker, for the same job. Moreover, a tax relief of 50% is envisaged for hiring with a professionalizing contract. Moreover, the employer can also participate in programs such as Youth Guarantee which often provide additional benefits.
The main benefits for companies that hire with the apprenticeship contract are (Legislative Decree no. 81/2015, articles 42 and 47):
- at the salary level, the possibility of placing the worker up to 2 levels lower than that due under the national collective agreement of reference or, alternatively, to establish the apprentice's salary as a percentage and proportionate to length of service;
- at the level of contributions, the possibility of benefiting from a facilitated treatment up to the year following the continuation of the apprenticeship as an ordinary subordinate employment relationship;
- the apprentice is not relevant for the purposes of reaching the numerical limits taken into consideration by laws and collective agreements for the application of specific regulations or institutes.
Furthermore, for the first level apprenticeship contracts for the professional qualification and diploma, the upper secondary education diploma and the higher technical specialization certificate, stipulated in the year 2022, is recognized to employers who employ up to to 9 employees a contribution relief of 100% with reference to the contribution for the periods accrued in the first 3 years of the contract (art. 1, paragraph 645, Budget Law 2022).
The free movement of goods is one of the cornerstones of the European single market
The removal of national obstacles to the free movement of goods within the EU is one of the principles enshrined in the EU Treaties. From a traditionally protectionist approach, EU countries have then continuously lifted restrictions to form a 'common' or single market. This commitment to a European trading area without borders has led to the creation of more wealth and new jobs, as well as consolidating the EU as a global trading player in the world alongside the US and Japan.
Despite Europe's commitment to tear down all internal trade barriers, not all sectors of the economy have been harmonised. The EU has decided to regulate at European level sectors which could pose a higher risk to European citizens, such as pharmaceuticals or construction products. Most of the products (considered «low-risk») are subject to the application of the so-called principle of mutual recognition according to which, in essence, any product legally manufactured or marketed in one of the Member States can circulate freely and be placed on the EU internal market.
Limits on the free movement of goods
The EU Treaty gives Member States the right to set limits on the free movement of goods when there is a specific common interest, such as the protection of the environment, public health or public order, to name a few. This means, for example, that if they consider the import of a product to be a potential risk to public health, public morality or public order, the national authorities of a Member State can prevent or limit its access to its market. Examples of such products are genetically modified foods or certain energy drinks.
While there are generally no restrictions on purchasing goods in another Member State as long as they are for personal use, there are a number of European restrictions for specific product categories, such as alcohol and tobacco.
Free movement of capital
Another essential condition for the functioning of the internal market is the free movement of capital. It is one of the four fundamental freedoms guaranteed by EU legislation and forms the basis of the integration of European financial markets. European citizens can now manage and invest their money in any EU Member State.
The liberalization of the capital markets marked a crucial point in the process of economic and monetary integration in the EU. It was the first step towards the creation of the European Economic and Monetary Union and the common currency: the euro.
Advantages
The principle of free movement of capital not only increases the efficiency of financial markets within the Union, but also brings a number of benefits to EU citizens. Individuals can carry out a large number of financial transactions within the EU without major restrictions. For example, with some restrictions, people can
- easily open a bank account;
- buy shares;
- invest or
- buy real estate
in another Member State. EU companies can invest in, own and manage other European companies.
Exceptions
Some exceptions to this principle apply both within Member States and with third countries and mainly concern taxation, prudential supervision, public policy considerations, money laundering and financial sanctions agreed under foreign policy and common security of the EU.
The European Commission continues to work on completing the free market in financial services, implementing new financial integration strategies in order to make it even easier for citizens and businesses to manage their money within the EU.
The real estate market and rental prices in Italy show strong differences based on the location of the accommodation. These vary from region to region, from municipality to municipality and from district to district. Prices are higher in tourist areas, in the historic centers of large cities and depending on the location of the apartment with respect to the main urban and extra-urban transport lines (subway, tram, bus, etc.).
As far as tourist resorts are concerned, prices vary considerably due to high or low seasonality, with the exception of art cities where there are high tourist flows throughout the year. Information on houses to rent or buy today can be found mainly through the internet, local newspapers with classified ads, billboards near homes and on notice boards in the main meeting centers (universities, stations, etc.), or by referring to real estate agencies.
Rents on the open market can be extremely high, and to find reasonable prices it is often necessary to move away from cities. To bring down the prices of both rent and domestic utilities, the practice of co-rent is widespread, especially among young people. Since there is no more rent with fair rent, the best option for saving is the "agreed rent". It is a lease at controlled prices which both tenants and owners can benefit from, due to the provision of tax breaks. Long-term leases are renewed every four years.
It is also possible to rent apartments at liberalized prices to be negotiated with the owner. All contracts must always be stipulated in writing and registered with the Revenue Agency. In any case, the lease must be communicated to the Revenue Agency, using the new RLI form.
For the purchase of a property it is necessary to consult a notary to verify the conditions of sale and stipulate the purchase contract. Immediately after signing the rental or purchase contract, it is advisable to contact all the service supply companies (electricity, gas and water). The domicile or residence must be communicated, as soon as possible, to the competent registry office.
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"School in clear" is an online service of the Ministry of Education, University and Research, it represents a useful tool for choosing the school and the course of study. This tool offers the overview of information relating to all Italian schools, of all types and levels, both public and private (Preschools, Primary Schools, I and II level Secondary Schools, Vocational Training Centers and Provincial Training Centers adults).
Starting from a search page and using three distinct criteria, it is possible to locate the schools, view the contents of the individual information sheets and make a comparison on the basis of some parameters. The Ministry takes care of updating the data and indicators concerning the single school institution, using both the information present in the information system and that obtained through specific surveys.
To find the University, Academy or Conservatory that interests you, the Ministry of Education, University and Research has created "UniversItaly", the portal of the Ministry of Education, University and Research, created specifically to accompany students in their studies.
As regards nursery schools, for children from 0 to 36 months, the service is currently managed by municipalities and private structures. Therefore, to access the service, it will be necessary to contact the individual municipal administrations or directly the private nurseries present in the reference area (lists available on Paginebianche and/or Paginegialle).
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The application of the principle of free movement of people, which constitutes one of the cornerstones of the founding of Europe, involved the introduction of a set of practical rules to ensure that citizens can travel freely and easily to any EU Member State. Traveling across the EU with your own car has become much less of a problem. The European Commission has established a set of common regulations governing the mutual recognition of driving licences, the validity of car insurance and the possibility of registering the car in a host country.
Driving license in the EU
The EU has introduced a model harmonized driving licence and further minimum requirements to obtain it. The aim is to ensure safe driving on European roads, regardless of where the driving license was issued.
Since 19 January 2013 all driving licenses issued by EU countries have the same look and style. Driving licenses are printed on a plastic card the size and shape of a credit card.
Harmonized periods of administrative validity have been introduced for driving licenses of between 10 and 15 years for motorcycles and cars. The authorities will thus be able to periodically update the license by equipping it with new security measures to prevent it counterfeiting or tampering and unlawful use by unauthorized drivers in your country and in various EU countries.
The new European driving license also protects vulnerable road users by introducing gradual access for motorcycles and other two-wheeled motor vehicles. For "gradual access» it is understood that before being able to switch to more powerful vehicles it is necessary to have gained experience with motorcycles of lower engine capacity. Mopeds form a separate category called 'AM'.
The driving license must be requested in the country where you live habitually or regularly. In general, it's about the country where you live for at least 185 days per year for personal or professional reasons.
If you have personal/professional links in two or more EU countries, your usual place of residence will be where you have personal links, provided you return regularly. You do not have to fulfill the latter condition if you live in an EU country to carry out work for a specific period of time.
For those moving to another EU country for study at the university, the place of habitual residence does not change. However, it is possible to apply for a driving license in the host country by demonstrating a stay for study purposes during at least six months.
Car registration in the host country
If you move permanently to another EU country and take your car with you, you need to register it and pay car tax in the new country.
There are no common EU rules on vehicle registration and related taxes. Some countries have tax exempt rules for vehicle registration when owners move permanently from one country to another.
To benefit from an exemption in this sense, it is necessary to check the deadlines and conditions applicable in the country of destination.
Contact your national authorities to check the exact rules and deadlines: https://europa.eu/youreurope/citizens/vehicles/registration/registration-abroad/index_it.htm.
Car Insurance
EU citizens can insure their car in any EU country, provided that the insurance company chosen is authorized by the host national authority to issue the relevant insurance policies. A company based in another Member State is only entitled to sell a compulsory liability policy if certain conditions are met. The insurance will be valid throughout the Union, regardless of where the accident occurred.
Taxation
Value Added Tax (VAT) on motor vehicles is usually paid in the country where the vehicle was purchased, although, under certain conditions, VAT is paid in the country of destination.
More information on the rules that apply when a vehicle is purchased in one EU Member State and intended to be registered in another can be found at the following address: https://europa.eu/youreurope/citizens/vehicles/registration/taxes-abroad/index_it.htm.
All citizens of the European Union have the right to enter and reside freely in Italy or in another Member State other than the one of which they are citizens, with different methods depending on whether the period of stay is shorter or longer than three months.
Stays of less than three months
Citizens of the Union have the right to reside in the national territory for a period not exceeding three months without any conditions or formalities, except for the possession of a valid identity document for expatriation.
Even the foreign family members of an EU citizen can enter and stay in Italy without any formalities, but they must be in possession of a valid passport and, where required, an entry visa, unless they already have a " residence card of a family member of a citizen of the Union".
Both EU citizens and their foreign family members can declare their presence in Italy.
Stays longer than three months
The citizen of the Union has the right to reside in Italy for a period exceeding three months when:
- is an employed or self-employed worker in the State;
- has sufficient economic resources for himself and his family members, not to become a burden on the State social assistance during the period of stay, and health insurance, or equivalent title, which covers all risks in the national territory;
- is enrolled in an approved public or private institute to follow a course of study or professional training and has sufficient economic resources for himself and his family members, so as not to become a burden on the State social assistance during his period of stay, and health insurance that covers all risks in the national territory;
- is a family member accompanying or joining a citizen of the Union who has the right to reside for a period exceeding three months.
The declaration of presence for citizens of the European Union
The citizen of the Union or his family member, depending on the length of stay, can declare his presence in the national territory at a police office.
The registry entry
Citizens of the Union who intend to stay in Italy for a period of more than three months must request registration in the registry office of the municipality in which their domicile has been elected.
Seasonal work and agriculture
Entry into Italy for seasonal work reasons must take place within the entry quotas established in the decrees - the so-called 'flow-decrees' - which are periodically issued by the President of the Council of Ministers on the basis of the criteria indicated in the three-year programmatic document on immigration policies.
These procedures have been managed electronically for several years now, so it is sufficient to connect from your computer, or make use of the support of the numerous authorized bodies or patronages, to carry out the whole procedure.
The computerized system consists of a website to which the user must connect via an Internet connection in order to then complete and send the applications electronically.
Right of permanent residence
The citizen of the Union who has resided legally and continuously for five years in the national territory acquires the right of permanent residence.
The application for the issuance of the permanent residence card can be submitted directly to the questore of the place of residence. Alternatively, the application can be forwarded via the post offices using the appropriate form, filled in by the interested party, or by contacting municipalities and patronages for the pre-compilation of the file which must, in any case, be sent via the same post offices.
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State Police |
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Immigration portal |
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Ministry of the Interior |
Before leaving for Italy make sure you:
- have with you a valid identity document or passport, issued by the administrations of the country of origin and the European Health Insurance Card;
- contact the competent social security institution / Employment Services to complete the necessary formalities for any exportable rights and benefits/allowances;
- have contacted the relevant tax authorities;
- inform the municipal administration or the police headquarters of your departure.
Upon arrival, the Union citizen, based on the length of stay, can declare his presence in the national territory at a State Police office with a declaration of presence.
Those who intend to stay for more than three months in Italy for work (subordinate or self-employed), study and elective residence, must apply for registration in the registry office in the Municipality in which their domicile is chosen.
If you intend to carry out work activities or want to access social benefits, you must register and request the tax code at the Revenue Agency office closest to your residence, as well as register at the local health offices for the choice of the doctor of basis and for enrollment in the National Health Service.
The documents required to proceed with the opening of a bank account in Italy are the Fiscal Code and the identity document. Once the documents have been presented, the contract is stipulated and the signature is deposited, the account will only be opened following the signing of all the contractual documentation.
The telephone and/or internet connection can be requested from the available telephone operators.
To get a mobile phone number, simply go to a mobile phone retailer or any center specializing in phone services (even online) and present your identity document and tax code.
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Title/name |
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Revenue Agency |
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State Police |
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National Social Security Institute |
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Ministry of Health |
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Italian municipalities |
Quality of work and employment: a fundamental issue with a strong economic and humanitarian impact
Good working conditions are important for the well-being of European workers. They contribute
- to the physical and psychological well-being of Europeans e
- contribute to the EU's economic performance.
From a humanitarian point of view, the quality of the working environment has a huge influence on the general satisfaction of European workers' professional and private lives.
From an economic point of view, high-quality working conditions are a driver of economic growth and a basis for the EU's competitive position. A high degree of job satisfaction is an important factor for the EU economy to be highly productive.
It is therefore essential for the Union to incentivize the creation and maintenance of a sustainable and pleasant working environment, which promotes the health and well-being of European workers and creates a good balance between working and non-working hours.
Improving working conditions in Europe: an important goal for the EU
Ensuring favorable working conditions for European citizens is a priority for the EU. The Union is therefore working with national governments to ensure a pleasant and safe working environment. Support to Member States is given through:
- the exchange of experiences between different countries and common actions;
- the establishment of minimum requirements on working conditions and occupational health and safety, to be applied throughout the EU.
Criteria relating to the quality of work and employment
In order to achieve sustainable working conditions, it is important to determine the main characteristics of a favorable working environment and therefore the criteria relating to the quality of working conditions.
There European Foundation for the Improvement of Living and Working Conditions Dublin-based (Eurofound) is an EU agency which, as its name suggests, provides information, advice and expertise on living and working conditions. The agency has established several criteria related to the quality of work and employment, including:
- health and well-being in the workplace: this is a fundamental criterion, as good working conditions presuppose the prevention of health problems in the workplace, the reduction of exposure to risks and the improvement of work organisation;
- reconciliation between work and private life: citizens should be given the possibility to find a balance between the time spent at work and leisure time;
- skills development: quality work offers training, improvement and career opportunities.
Eurofound's work contributes to the planning and design of better living and working conditions in Europe.
Occupational health and safety
The European Commission has undertaken a wide range of activities to promote a healthy working environment in EU Member States. By the way, he defined a EU strategy for health and safety at work for the period 2021-2027 with the help of national authorities, social partners and NGOs. Address changing worker protection needs driven by the digital and green transitions, new forms of work and the COVID-19 pandemic. At the same time, the framework will continue to address traditional occupational health and safety risks, such as risks of occupational accidents or exposure to hazardous chemicals.
Union policy on health and safety at work aims at a lasting improvement in the well-being of EU workers and takes into account the physical, moral and social dimensions of working conditions as well as the new challenges posed by EU enlargement to the countries of Central and Eastern Europe. The introduction of EU rules on health and safety at work has greatly contributed to improving the situation of workers in these countries.
Improve working conditions by setting common minimum requirements for all EU countries
The improvement of living and working conditions in EU Member States depends to a large extent on the establishment of common labor standards. EU labor laws and regulations have established the minimum requirements for a sustainable working environment and are now applied in all Member States. Improving these standards has strengthened workers' rights and is one of the main achievements of EU social policy.
The importance of transparency and mutual recognition of diplomas: an essential addition to the free movement of workers
The possibility of having your qualifications and skills recognized can be decisive in the decision to start working in another EU country. It is therefore necessary to develop a European system which ensures the mutual acceptance of professional skills in the different Member States. Only such a system will ensure that the non-recognition of professional qualifications does not become an obstacle to the mobility of workers within the EU.
Fundamental principles for the recognition of professional qualifications in the EU
As a fundamental principle, any EU citizen should be able to freely exercise their profession in any Member State. Unfortunately, the practical implementation of this principle is often hampered by national requirements for access to certain professions in the host country.
In order to overcome these differences, the EU has set up a system of recognition of professional qualifications, within which a distinction is made between regulated professions (for which certain qualifications are required by law) and those which are legally not in the host Member State.
Progress towards transparency of qualifications in Europe
The EU has taken important steps towards the goal of transparency of qualifications in Europe:
- increased cooperation in vocational education and training, with the intention of combining all tools for transparency of certificates and diplomas, in one easy-to-use tool. This includes, for example, the European CV or Europass trainings;
- the development of concrete actions in the field of recognition and quality of vocational education and training.
Overcoming the differences between education and training systems in the EU
Education and training systems in EU Member States still differ substantially. The latest enlargements of the EU, with different pedagogical traditions, have further accentuated this diversity, which is why it is necessary to establish common rules to ensure the recognition of skills.
In order to address this diversity of national standards on qualifications, pedagogical methods and training structures, the European Commission has proposed a number of instruments intended to ensure greater transparency and better recognition of qualifications for academic and professional purposes.
The European Qualifications Framework is a key priority for the European Commission in the process of recognizing professional skills and pursues the main objective of creating links between the different national qualification systems and ensuring smooth transfer and recognition of diplomas.
In 1984, at the initiative of the European Commission, a network of National Academic Recognition Information Centers (NARIC) was set up to offer advice on the academic recognition of periods of study abroad. Located in all EU Member States and European Economic Area countries, the NARICs play a key role in the process of recognizing qualifications in the EU.
The European Credit Transfer and Accumulation System (ECTS) is intended to facilitate the recognition of periods of study abroad. Introduced in 1989, it works by describing an education program and crediting its components. It is an essential complement to the successful Erasmus student mobility programme.
Europass is a tool intended to ensure the transparency of professional skills. It is made up of five standardized documents
- a CV (curriculum vitae),
- a cover letter editor,
- certificate supplements,
- diploma supplements, e
- a Europass-Mobility document.
The Europass system makes skills and qualifications clear and easily understood in different parts of Europe. National Europass Centers have been set up in all EU and European Economic Area countries as the main contact points for people seeking information on the Europass system.
The minimum age for starting work is 16, with the further assumption that you have attended at least 10 years of school (compulsory schooling). For minors aged over 15 but under 16, an apprenticeship relationship is required for qualification and a professional diploma.
The main types of employment contracts are:
to. Employment contracts, open-ended and fixed-term, with the obligation to forecast hours, place of work and tasks. The fixed-term employment contract cannot exceed twelve months, or 24 months if in the presence of temporary and objective needs unrelated to ordinary activity, needs to replace other workers or connected to temporary, significant and non-programmable increases in the activity ordinary, without prejudice to the different provisions of the collective agreements; The 2023 Labor Decree has provided for other reasons: it can be extended (always within the limits of 24 months), in the presence of conditions envisaged by collective agreements, or for technical, organizational and production reasons identified by the contracting parties in the individual agreement (but only until 31 December 2024) and for the substitute reason.
Subordinate employment contracts include:
- apprenticeship (aimed at young people up to 29 years of age and at unemployment benefit recipients of any age) characterized by a strong training component;
- the supply contract under which the worker is hired by the supply agency while working for a user company;
- the on-call (or intermittent) work contract through which the employer can make use of the worker's services by calling him when necessary, for a total period not exceeding four hundred days of effective work over three years (with the 'with the exception of the tourism, public exercises and entertainment sectors);
b. Self-employment contracts for professionals, consultants and professional activities, including manual ones, with total autonomy in the times and methods of pre-established performance.
c. Occasional services when the work activity is sporadic and small: each worker can work overall with occasional services for a total of 5,000 euros net in the calendar year and for no more than 2,500 euros net with each user. However, the maximum limit of these benefits cannot exceed 280 hours per year. Only micro-enterprises can activate occasional services (companies with a maximum of 5 permanent employees) and public administrations for special projects reserved for certain categories
Domestic work occurs when the employer is a single natural person or a family in whose home the work activity is carried out which consists in assisting the family in its daily functioning.
The main professionals covered by this type of contract are domestic workers, carers and housekeepers (the housekeeper can be transferred to the employer's home, taking advantage of salary, board and lodging).
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Ministry of Labor and Social Policies |
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ANPAL |
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CCNL |
https://www.cnel.it/Archivio-Contratti/Contrattazione-Nazionale/Ricerca… |
The employment contract is the agreement between the employer and the employee, through which the latter offers his work performance in exchange for the salary paid by the employer.
In Italy there is a direct hiring system for any type of employment relationship for all workers in the private sector.
The employer must carry out before hiring (at least the day before), the mandatory telematic communication (CO) to the Employment Center in whose territorial area the place of work is located. Such communication is valid also against the inspection offices of the Ministry of Labor and Social Policies, INPS and Inail. Unilav is not foreseen in the case of self-employment, but it is foreseen in the case of extra-curricular internship (although this is not an employment contract but a training one)
Furthermore, the employer, upon hiring, must deliver to the worker a copy of the aforementioned communication or a copy of the individual employment contract, containing information on the applicable economic and regulatory conditions. The employment contract can be modified, by collective bargaining or by the parties, only in the cases determined by law.
In the event of a change of place of employment for distances greater than 50 km, the employer must specify the objective reasons.
The essential and constitutive elements of an employment contract are:
- the consent of the parties on the content of the contract (start date, working hours, contractual classification, duration of the probationary period if applicable, terms of notice in the event of withdrawal, amount of basic salary, place of work, the identities of the parties)
- the cause: it must comply with the law and the exchange between work and pay must be defined
- the object: the activity of the work performance must be indicated with reference to the reference contractual category
- the form: must be written
- the duration (specification of the term in the case of an expiring contract)
With the 2023 Labor Decree, some information obligations to be indicated in the contract have been simplified, compared to the indications provided for in the collective labor agreements
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Ministry of Labor and Social Policies |
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ANPAL |
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ANPAL INCENTIVES REPERTORY |
https://www.anpal.gov.it/repertorio-nazionale-degli-incentivi |
People with disabilities: the job placement services are managed by the Regions through the employment centers and operate in conjunction with the social, health, educational and training services of the territory. Disabled unemployed people can be registered in the appropriate lists kept by the competent offices. Public and private employers are required to employ a minimum number of disabled workers, depending on company size.
Under 18s. The minimum age to work is established when the minor has completed the period of compulsory education (10 years) and in any case cannot be less than 16 years old (with the exception of the first level apprenticeship contract, which can be activated from 15 to 25 years old). It is forbidden to assign minors to dangerous or harmful work. Before being admitted to work, minors must be recognized as suitable for the work activity to which they will be employed, following a medical examination. It is forbidden to assign minors to night work, except for some limited exceptions provided for by law. The working performance of minors cannot continue without interruption for more than four and a half hours. Minors must be ensured a weekly rest period of at least two days, possibly consecutive, and including Sunday.
Women. Protection of working mothers. It is forbidden to assign women to work in the two months preceding and in the three following the birth, for an overall period of abstention from work of 5 months (so-called maternity leave, which is a period of compulsory abstention from work). In the event of pregnancy complications, or when working conditions are deemed dangerous for the mother or the unborn child, one can apply to the inspection service of the Ministry of Labor and Social Policies to obtain an early disqualification from work for one or more periods the duration of which is determined by the service. Female workers involved in work that is burdensome and prejudicial to pregnancy, included in a special list, must by law be moved to other tasks, and, if this is not possible, the inspection service of the Ministry of Labor and Social Policies can establish disqualification from work for the entire pregnancy. There is also the possibility of choosing, on the part of the worker, to abstain from work starting from one month before and in the four months following the birth, provided that this choice does not cause any prejudice to the health of the mother and the child.
The law also provides for a period of optional abstention from work (so-called parental leave) which can be used up to the child's twelve years of age, within the overall limit of ten months.
Women's night work. It is forbidden to assign women to work from 24 to 6, starting from the verification of the state of pregnancy and until the child is one year old. This prohibition does not allow for exceptions. Furthermore, the following are not obliged to perform night work: the working mother of a child under the age of three or, alternatively, the working father who lives with her; the male or female worker who is the sole custodial parent of a cohabiting child under the age of twelve; the working adoptive or foster mother of a minor, in the first three years after the minor enters the family and in any case no later than the twelfth year of age or, alternatively and under the same conditions, the adoptive or foster father cohabiting with the same; the worker or the worker who is responsible for a disabled person.
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- National directory of incentives
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Anpal publishes the National Directory of incentives recognized to employers in relation to the hiring of specific categories of workers.
The repertoire ensures the transparency and coordination of incentives and is provided for by article 30 of legislative decree n. 150/2015.
The 2023 Labor Decree provides for the rationalization and simplification of incentives and the reduction of times and costs for the related requests, with the digitization of procedures through the telematic platform incentivi.gov.it.
https://www.anpal.gov.it/repertorio-nazionale-degli-incentivi
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Ministry of Labor and Social Policies |
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ANPAL |
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ANPAL INCENTIVES REPERTORY |
https://www.anpal.gov.it/repertorio-nazionale-degli-incentivi |
The forms of self-employment envisaged are:
- business activity
- freelancer
- professional collaborations
Through the public employment centers it is possible to obtain information on the loans granted both for the start-up of new entrepreneurial or self-employment activities and for the relative strengthening of already existing activities. The funds are managed and granted by the Regions or by specific public agencies and can be granted through community, national or regional funds.
In general, low-interest loans or non-repayable loans can be provided, always upon presentation of a business plan.
The main reference sites are the regional and national portals.
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Chambers of Commerce in Italy |
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National agency for financing and enterprise development |
The art. 36 of the Italian Constitution provides for each worker the right to a remuneration proportionate to the quantity and quality of the work performed and sufficient to ensure a free and dignified existence for himself and his family. The law does not quantify a minimum wage guaranteed to all workers, but for the basic economic treatment, reference is made to the National Collective Contracts of the Category (CCNL), which also extend to workers who are not members of the signatory trade unions.
The sum of all the elements that make up the paycheck corresponds to the gross salary, from which social security contributions and tax withholdings are deducted.
Social security contributions are mandatory as they are due by law and are calculated as a percentage of the salary: a part is paid by the company and a part by the worker. Remuneration consists of everything the worker receives, in cash or in kind, gross of any withholding tax. However, some items are excluded from the salary and are not subject to contributions, for example: family allowances, sums spent on scholarships, nursery schools and colonies for employees' families. Contributions must be paid and declared monthly by the company to INPS.
Subtracting the contributions from the gross salary, the taxable salary is obtained, from which the withholding taxes are deducted. The end result is the net salary.
Remuneration is made up of various elements, some of a fixed nature, others of a variable nature.
Fixed fees are:
- Basic pay or minimum salary which has the function of remuneration of professionalism. Each different qualification is classified in a certain level to which a minimum table corresponds
- Contingency allowance which represented an automatic adjustment mechanism of the salary to the increase of the inflation.
- EDR (Distinct Element of Compensation)
- Seniority increases which constitute the part of remuneration linked to the worker's permanence at the company in the same professional category
- Super minimums, which represent the fees, deriving from company or individual contracts, linked to the professional capacity of the worker
- additional monthly payments (thirteenth and/or fourteenth month, based on the provisions of the collective agreements) generally paid more frequently than in the normal pay period.
Variable fees are:
- surcharges for overtime, night and holiday work.
- Statutory indemnities, such as not using vacation time
- Contractual allowances, such as production/result bonuses, canteen allowances, availability allowances, uncomfortable work allowances, travel allowances, cash allowances.
Payment of salary is obligatory through the delivery of the pay slip (or pay slip). The pay slip must indicate the general information and professional qualification of the worker, the period to which the salary refers, family allowances and all the other elements that make up the salary, as well as, separately, the individual deductions. The employer pays the net salary by check or transfer to a bank or postal account, or in cash (for sums of less than €3,000).
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CNEL - National Council of Economy and Labour |
Working time is generally set at 40 hours per week, calculated not necessarily on the basis of the working week, but for each seven-day period. In public and private employment relationships, in the period of health emergency due to Covid-19, the remote working method was preferred, where possible (teleworking or smart working: the latter is a more flexible method than teleworking). Following the health emergency, more agile ways of performing work activities have been introduced in the public and private sectors.
Collective agreements are given the possibility of establishing normal working hours of less than 40 hours. No daily limit is established for the length of working hours, nor can there be a rigid definition of the working week; in fact, any seven-day period can be considered a "working week", with the consequence that employers can start the reference week from any day.
The weekly working time, both in the presence and in the absence of the contract, cannot exceed 48 hours, including overtime hours.
The 48-hour limit is calculated over a seven-day period, over a period of time not exceeding 4 months. This makes it possible to respect the 48-hour limit, through a compensation mechanism: the limit can be exceeded in a working week provided that, in the reference period, there are working weeks of less than 48 hours.
The worker has the right to a rest period of at least 24 consecutive hours every 7 days. The calculation of the 24 hours also includes the hours of daily rest (which cannot be less than eleven hours). The weekly rest can also be fixed on a day other than Sunday and can also be implemented through shifts in special cases.
The worker has the right to an annual period of paid holidays of not less than 4 weeks. This minimum period of holidays cannot be replaced by the relative "indemnity for untaken holidays" except in the case of termination of the employment relationship.
Working hours can also be part-time (less than 40 hours per week). The written contract must indicate the duration of the service and the timing of the timetable with reference to the day, week, month and year.
Overtime work is possible (hours worked beyond the agreed time) which can be carried out on the basis of the methods set out in the collective agreement and within the limits of normal working hours. The employer may require the employee to carry out supplementary work for an amount not exceeding 25% of the agreed weekly working hours. Overtime work is paid with an increase of 15% of the actual global hourly wage.
Night work must be provided for in the individual contract and is governed by collective bargaining.
Night period means the period of at least 7 consecutive hours including the interval between midnight and 5 in the morning.
smart working (or smart working) it is a modality of execution of the employment relationship characterized by theabsence of time or space constraints And an organization by phases, cycles and objectives, established by agreement between the employee and the employer; a modality that helps the worker to reconcile life and work times and, at the same time, favor the growth of his productivity.
The definition of telework, contained in theLaw n. 81/2017, emphasizes organizational flexibility, the voluntariness of the parties who sign the individual agreement and the use of tools that allow remote working (such as: laptops, tablets and smartphones).
Agile workers are guaranteed equal treatment - economic and regulatory - compared to their colleagues who perform the service in the ordinary way. Therefore, their protection in the event of accidents and occupational diseases is envisaged, according to the methods illustrated by INAIL inCircular no. 48/2017.
Starting from 15 November 2017, companies signing individual teleworking agreements can send them through the appropriate IT platform made available on the services portal of the Ministry of Labor and Social Policies.
When sending the individual agreement, the data of the employer, the employee, the type of agile work (fixed-term or permanent) and its duration must be indicated. It will also be possible to modify the data already entered in the system or proceed with the cancellation of the sending.
Companies that sign a large number of individual agreements will be able to communicate massively.
Lastly, we inform you that on 7 December 2021 the Ministry of Labor and Social Policies reached an agreement with the social partners on the first "National protocol on work in agile mode" in the private sector.
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Ministry of Labor and Social Policies |
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INPS |
Holidays and leave
Employees are entitled to time off from paid work for various reasons, including:
- annual leave or holidays
- on the occasion of a public holiday
All employees are entitled to be paid if they take vacation, take sick leave or care for a sick family member. When employees take paid leave or time off, they are entitled to minimum wages, excluding overtime, surcharges, allowances or bonuses.
Full-time and part-time workers are entitled to 4 weeks of annual leave per year. Some workers will be entitled to a pay supplement called the annual leave loading supplement.
Employees begin accruing annual leave as soon as their employment relationship begins. Annual leave can be:
- used at any time during the first 12 months of work
- for any period of time, including single days or part of them.
The employer and employee must agree on when to take leave. The employer may deny an employee's leave request only if such a refusal is reasonable.
When the employment relationship ends, the employee has the right to be paid for the holidays accrued but not used.
The amount to which the employee is entitled must also include the annual leave loading supplement if such supplement would have been paid when the employee took leave during the employment relationship.
Special leaves:
Male and female workers are entitled to paid leave for three working days a year in the event of serious illness or the death of their spouse or of a relative within the second degree or of the cohabitant certified by appropriate documentation. Or, in the case of serious illness, different ways of carrying out the work can be agreed with the employer. In the event of serious and documented family reasons, there is the possibility of having continuous or split leave of no more than 2 years. There is no right to remuneration and the period is not counted in the calculation of length of service and for social security purposes. In the period of health emergency, the possible forms of leave (and permits) have been expanded, in particular for some categories of workers.
Maternity and paternity leave (compulsory leave)
It is forbidden to receive work services from the employee in the period between 2 months before the expected date of the birth and 3 months after the effective date of the same. Before being absent from work, the worker must submit an application on unstamped paper to the supplying institute -or INPS- and to the employer, attaching a medical certificate of pregnancy with an indication of the presumed date of delivery. For the entire period of maternity or paternity leave, a daily allowance equal to 80% of the last salary paid by INPS is granted, including any other sickness allowance. The worker can decide to take time off from work, again for a period of 5 months, from 1 month before giving birth and up to 4 months thereafter.
Paternity leave is compulsory for employed fathers and consists of a compulsory leave of absence of 5 days (plus an additional day of optional leave which can be requested after giving up a day of leave by the mother) which can be used by the working father employee, even adoptive and custodial, within and no later than the fifth month of the child's life. Paternity leave provides for abstention from work for the entire duration of the maternity leave (3 months after the birth or for the residual part of it), in the case of:
death or serious illness of the mother;
- abandonment of the child by the mother;
- exclusive custody of the child to the father;
- total or partial waiver by the working mother of the maternity leave due to her in the event of adoption or custody of a minor.
Parental leave (optional abstention)
During the first 12 years of the child's life, there is the right to take leave from work for a maximum duration of 10 months a year. During the period of parental leave, up to the sixth year of the child's life, an indemnity equal to 30% of wages is due, for a maximum total period between the parents of 6 months. If the individual income is below a certain threshold (2.5 times the amount of the minimum pension payable by the compulsory general insurance), this allowance is due up to the eighth year of the child's life.
The right, during working hours, to take advantage of special paid leave for carrying out prenatal examinations and clinical checks is recognised.
Each parent can also choose to request parental leave by the hour rather than on a daily basis. Use on an hourly basis is permitted to an extent equal to half of the average daily working hours of the four-weekly or monthly pay period immediately preceding the one during which parental leave begins.
Child sick leave
In the first 8 years of a child's life, parents have the right to be absent from work when their child falls ill, but there is no right to pay. The working mother enjoys a daily rest for breastfeeding by applying to the employer. At the end of the period of mandatory maternity - or paternity - leave, and optional leave if required, male and female workers have the right to keep their jobs.
Leave for study and training reasons
There are 3 types:
- leave for student workers, who can take advantage of leave for exams;
- leave for training, for workers with at least 5 years of seniority, suspension from work for a period not exceeding 11 months over the entire working life;
- leave for continuing education, established by collective bargaining.
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Ministry of Labor and Social Policies |
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INPS |
According to Italian law, the termination of the employment relationship, once the probationary period has passed, can take place:
- for termination of the relationship by the company or the worker for having exceeded the period of retention of the job and any period of leave, as well as for permanent disability recognized on the basis of the law on disability insurance and old age;
- for termination of the relationship by the company towards the worker who is in possession of the pension requirements;
- for individual dismissal for justified reasons (objective or subjective) or for just cause or for collective dismissal;
- for termination of the relationship by the worker for just cause;
- for resignation of the worker;
- by death;
- by consensual termination or by expiry of the term (in the case of a fixed-term employment relationship).
To protect the worker, dismissal for just cause and justified reason must be communicated by the employer in compliance with the procedural formalities established by law. The worker can, within 60 days of receiving the communication, contest the dismissal. For the purposes of the appeal to be effective, the worker must, within 180 days, either file a judicial appeal with the Labor Judge or communicate to the counterparty any request for an attempt at conciliation or arbitration (at the union headquarters or at the peripheral offices of the Ministry of labor and social policies - Territorial Labor Directorate).
If the judge ascertains that the dismissal is discriminatory, void or ordered verbally or due to inability to perform duties as a result of injury or illness, he orders the employer to reinstate the worker in the workplace, as well as condemning him to compensation of the damage and the payment of social security and welfare contributions.
In the event of dismissal without just cause or justified reason, the judge declares the employment relationship terminated and sentences the employer to pay an indemnity, for an amount ranging from a minimum of 6 to a maximum of 36 months. The worker will have the right to be reinstated in the workplace, only if the judge ascertains the non-existence of the material fact, which determined the just cause or justified reason for dismissal.
In the event of dismissal notified without giving reasons or in violation of the procedure envisaged for disciplinary proceedings, the judge declares the employment relationship terminated and condemns the employer to pay an indemnity, for an amount ranging from minimum of 2 to a maximum of 12 months.
In the event of withdrawal from the employment contract, each of the contracting parties, pursuant to art. 2118 of the civil code, is required to give notice within the term and in the manner established by the collective agreements. In the absence of notice, the withdrawing party is required to pay an indemnity equivalent to the amount of remuneration that would have been due for the period of notice.
With reference to the pension system, from 1 January 2012 the old-age pension (which made it possible to bring forward the age of retirement provided that specific contribution requirements had been met) was replaced by the so-called. early retirement, the requisites for which are different, depending on the moment in which the subjects concerned began to pay contributions. The right is perfected upon reaching a quota given by the sum between the minimum age required and at least 40 years of contributions.
For the old-age pension, on the other hand, the entitlement is subordinated to the completion of the registered age. Since 2019, the old-age pension age has been set at 67 for all categories.
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Ministry of Labour |
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INPS |
The “most representative confederations” are CGIL (Italian General Confederation of Labour), CISL (Italian Confederation of Free Trade Unions) and UIL (Italian Union of Labour). In addition to the Confederations mentioned, there is a considerable number of trade unions which are defined as "autonomous".
The confederal trade union organizations are structured in national, regional and territorial category federations. National category federations stipulate national collective labor agreements which apply to all workers employed in a specific sector, even if not members of trade unions. The worker is not obliged to join a trade union, but if he intends to do so, he joins the national trade federation that follows the productive sector in which he is employed. Union membership can take place in two ways: a) by giving the employer the authorization to withdraw a monthly figure equal to approximately 1% of the gross amount of the monthly salary (which will then be paid by the employer) the latter to the trade union organization to which they belong); b) by paying a fee directly to the union upon registration. In Italy, union membership is a fairly frequent practice: in this regard, it is very difficult to provide precise data, even if there is tradition in this sense, which allows us to state that the unionization rate is on average higher than in other countries. European countries. Furthermore, the unions also offer other types of services: legal assistance in disputes against employers, assistance with social security procedures, assistance with tax procedures. In the workplace (for companies with more than 15 employees), with a democratic mechanism of an electoral type, a Unitary Union Representation (RSU) is established, an expression of the unanimous will of the workers (on an elective basis). It can also be formed with the presence of trade union organizations other than those mentioned, provided that they obtain a consensus equal to at least 5% of the voters. The RSU has negotiating power, that is, it can negotiate with the company management the conditions in which the work is carried out and, with these, all the aspects that concern it. Furthermore, it has the task of consulting the workers on the decisions of the external trade union and of participating in the committees and commissions that are set up in the workplace, by agreement between the workers' organizations and the management, to jointly manage aspects of company life.
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Italian General Confederation of Labour |
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Italian Confederation of Workers' Unions |
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Italian Labor Union |
If a worker believes that the employer does not respect his contractual and trade union rights, he can contact a trade union organization or a lawyer to put an end to this situation and possibly obtain compensation for the pecuniary damage suffered. In both cases, the path of conciliation is first attempted (a form of mutually satisfactory agreement between the parties); if this route proves impracticable, the worker can sue the employer (with the assistance of a lawyer, trusted or provided by the union) before the labor judge, who will have to settle the dispute.
In Italy it is possible to dismiss a worker only for a "just" cause or justified reason: if the worker disputes the legitimacy of the dismissal, he can sue the employer to obtain compensation for the pecuniary damage suffered.
The strike can be considered the main form of workers' self-defence. The right to strike. The right to strike, pursuant to article 40 of the Constitution, is exercised within the framework of the laws that regulate it. The ownership of the right to strike is attributed to the single employee, both public and private, who can exercise it without the need for any trade union approval. This right is configured as individual as regards its ownership, but collective as regards its exercise, in fact the proclamation must be collective. The strike is legitimate not only when it is aimed at retribution, but also when, more generally, it is proclaimed on the basis of all the claims concerning the workers' interests as a whole. Any form of strike is legitimate, even if implemented in ways other than the complete suspension of work, which does not compromise other constitutionally protected rights.
The exercise of the right to strike in essential public services and to safeguard the rights of the person constitutionally protected is governed by law n.146/1990 and subsequent amendments and additions. In Italy, recourse to strike occurs with a fairly high frequency, but the only consequence in which the worker who joins a strike incurs is the reduction of his salary, by an amount equal to the number of hours for which he abstained from work . The temporary closure, total or partial, of the company activity by the employer (so-called lockout) in order to put pressure on the workers, is permitted, unless it constitutes anti-union conduct, i.e. it is aimed at limiting or preventing the exercise of trade union and workers' strike rights.
In the event that the employer engages in behavior aimed at preventing or limiting the exercise of trade union freedom and activity as well as the right to strike, the law provides for a very rapid procedure, which can be activated by the local bodies of the national trade union associations which have an interest in it, before the labor judge, to bring the unlawful conduct to an end and remove its effects.
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Protection of trade union rights |
https://www.lavoro.gov.it/temi-e-priorita/rapporti-di-lavoro-e-relazione… |
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Interconfederal agreements |
http://farecontrattazione.adapt.it/accordi-interconfederali/ |
The expression vocational education and training refers to practical activities and courses related to a specific occupation or profession, aimed at preparing participants for their future career. Vocational training is an essential tool for obtaining professional recognition and improving the chances of obtaining employment. It is therefore essential that vocational training systems in Europe respond to the needs of citizens and the labor market in order to facilitate access to employment.
Vocational education and training has been an essential element of EU policy since the creation of the European Community. It is also a crucial element of the so-called EU Lisbon strategywhich aims to transform Europe into the most competitive and dynamic knowledge-based society in the world. In 2002, the European Council reaffirmed this key role and set another ambitious goal: to make European education and training globally renowned by 2010 by supporting a number of global initiatives and, in particular, by strengthening cooperation in vocational training sector.
On 24 November 2020, the Council of the European Union adopted a recommendation on vocational education and training (VET) for sustainable competitiveness, social equity and resilience.
The recommendation sets out the key principles to ensure that vocational education and training adapts easily to the needs of the labor market and offers quality learning opportunities for both young people and adults.
It places strong emphasis on increased flexibility in VET, strengthening opportunities for work-based learning, apprenticeships and better quality assurance.
Furthermore, this recommendation supersedes the recommendation EQAVET and includes an updated European Quality Assurance Reference Framework for VET with quality indicators and descriptors. Repeals the previous ECVET recommendation.
To promote these reforms, the Commission supports i centers of professional excellence (CoVE) bringing together local partners to develop 'skills ecosystems', which will contribute to regional, economic and social development, innovation and smart specialization strategies.
Erasmus+ is the EU program to support education, training, youth and sport in Europe.
It has financial resources estimated at EUR 26.2 billion, almost double that of the previous program (2014-2020).
The 2021-2027 program places a strong emphasis on social inclusion, the green and digital transitions and promoting the participation of young people in democratic life.
It supports the priorities and activities set out in the European Education Area, the Digital Education Action Plan and the Skills Agenda for Europe. The program
- also supports the European Pillar of Social Rights,
- implements the EU Youth Strategy 2019-2027,
- develops the European dimension in sport.
Who can participate? Click to find out more here.
Adult education and lifelong learning in Europe
Lifelong learning is a process that involves all forms of education (formal, informal and non-formal) and lasts from pre-school until retirement. It aims to enable people to acquire and maintain essential skills throughout their lives as well as enabling citizens to change jobs and move freely between regions and countries. Lifelong learning is also a central element of the aforementioned Lisbon strategy, as it is crucial for self-development and increasing competitiveness and employability. The EU has adopted several instruments for the promotion of adult education in Europe.
A European area of lifelong learning
To make lifelong learning a reality in Europe, the European Commission has set itself the goal of creating one European area of lifelong learning. In this context, the Commission focuses on identifying the needs of both learners and the labor market, in order to make education more accessible and, as a result, create partnerships between public administrations, education providers and society civil.
This EU initiative is based on the objective of providing basic skills, strengthening advice and information services at European level and recognizing all forms of learning, including formal education and informal and non-formal training.
EU organizations promoting vocational education in Europe
With the aim of fostering cooperation and exchanges in the field of vocational training, the EU has set up specialized bodies in the field of VOCATIONAL TRAINING.
The European Center for the Development of Vocational Training (Cedefop) was created in 1975 as a specialized EU agency for the promotion and development of vocational education and training in Europe. Based in Thessaloniki (Greece), it carries out research and analysis in the field of vocational training and disseminates its expertise to various European partners, such as research institutes, universities or related training structures.
There European Training Foundation was established in 1995 and works in close collaboration with Cedefop. Its mission is to help (non-EU) partner countries to modernize and develop their vocational training systems.
Quality of life: at the top of the EU social policy agenda
Favorable living conditions depend on a wide range of factors, such as quality health services, education and training opportunities or good transport infrastructure, to name just a few aspects that affect citizens' daily life and work. The EU has set itself the goal of constantly improving the quality of life in all its Member States and of taking into account the new challenges of contemporary Europe, such as social exclusion or an aging population.
Employment in Europe
Improving job opportunities in Europe is a key priority for the European Commission. With a view to tackling unemployment and increasing mobility between jobs and between regions, a wide range of EU-level initiatives are being developed and implemented in support of the European Employment Strategy . These include the European Employment Services Network (EURES) and the European Skills Overview.
Health and healthcare in the European Union
Health is a precious value, as it affects people's daily lives and is therefore an important priority for all Europeans. A healthy environment is essential for our individual and professional development and EU citizens are increasingly demanding when it comes to health and safety at work and the availability of good healthcare services. When traveling within the EU they require quick and easy access to medical care. EU health policies aim to respond to these needs.
The European Commission has developed a coordinated approach to health policy, putting into practice a number of initiatives that complement the actions of national public authorities. The Union's common objectives and actions are included in EU health programs and strategies.
The current "EU for Health" program (2021-2027) is the EU's ambitious response to the COVID-19 pandemic, which has had a major impact on medical and healthcare personnel, patients and healthcare systems in Europe. The new 'EU for Health' program will go beyond emergency response to address the resilience of health systems.
The 'EU for Health' programme, set up by regulation (EU) 2021/522will provide funding to individuals, health organizations and NGOs from EU countries or third countries associated with the programme.
With the EU for Health programme, the EU will invest €5.3 billion at current prices in actions with European added value, complementing Member States' policies and pursuing one or more of the programme's objectives:
- improvement and promotion of health in the Union
- disease prevention and health promotion
- international initiatives on health and cooperation
- fight against cross-border health threats
- prevention, preparedness and response to cross-border health threats
- supplementation of national reserves of critical products of crisis relevance
- establishment of a reserve of medical, health and support personnel
- improvement of medicines, medical devices and crisis-relevant products
- affordable prices for medicines, medical devices and crisis-relevant products
- strengthening health systems, their resilience and efficient use of resources
- strengthening health data, digital tools and services, the digital transformation of healthcare
- better access to health care
- development and implementation of EU health legislation and evidence-based decision-making
- integrated cooperation between national health systems
Education in the EU
Education in Europe has deep roots and great diversity. As early as 1976, education ministers had decided to set up an information network to better understand education policies and systems in the European Community at the time when it consisted of nine nations. This reflected the principle that the particular character of a Member State's education system should be fully respected, while the coordinated interaction between education, training and employment systems should be improved. Eurydice, the information network on education in Europe, was formally launched in 1980.
In 1986, the focus shifted from information exchange to student exchanges with the launch of the Erasmus programme, now the Erasmus+, often mentioned as one of the EU's most successful initiatives.
Transport in the EU
Transport was one of the first common policies of the European Community. Since 1958, when the Treaty of Rome entered into force, EU transport policy has focused on removing barriers at borders between Member States, thus allowing people and goods to move quickly, efficiently and economic.
This principle is closely linked to the EU's central objective of a dynamic economy and a cohesive society. The transport sector generates 10 % of the EU's wealth measured in terms of gross domestic product, equal to around EUR 1 trillion a year. It also provides more than ten million jobs.
The Schengen area
The Schengen Convention, in force since March 1995, abolished border controls within the area of signatory states and created a single external border, where controls must be carried out according to a common set of rules.
Today, the Schengen area includes most of the EU countries, with the exception of Bulgaria, Croatia, Cyprus, Ireland and Romania. However, Bulgaria, Croatia and Romania are making progress in their Schengen area accession process and already apply theacquired of Schengen. In addition, non-EU states have also joined the Schengen area: Iceland, Norway, Switzerland and Liechtenstein.
Airplane transport
The creation of a single European air transport market has resulted in lower fares and a wider choice of carriers and services for passengers. The EU has also defined a series of rights to ensure that air passengers are treated fairly.
Air passengers have certain rights regarding information about flights and reservations, damage to baggage, delays and cancellations, denied boarding, compensation in the event of an accident or problems with package tours. These rights apply to domestic and international scheduled and charter flights from EU airports or to EU airports from non-EU airports, provided they are operated by an EU airline.
Over the last 25 years, the Commission has been very active in proposing the restructuring of the European rail transport market and in strengthening the position of the railways compared to other modes of transport. The Commission's efforts have focused on three main sectors, all of which are essential for the development of a strong and competitive rail transport industry:
- opening up the rail transport market to competition,
- improvement of the interoperability and security of national networks e
- development of rail transport infrastructure.
Political system
Italy is a parliamentary republic. The President of the Republic is elected by the Parliament in joint session and remains in office for 7 years and can be re-elected, while the Parliament has a term of 5 years. executive power in Italy is exercised by the Government, made up of the Prime Minister, appointed by the President of the Republic, the Ministers, Deputy Ministers and Undersecretaries and must have the confidence of the two Chambers. Parliament, which has legislative power, is made up of the Chamber of Deputies and the Senate of the Republic.
Administrative system
The so-called Delrio law, in force since April 2014, redraws the boundaries and responsibilities of the local administration, with the establishment of the metropolitan cities led by the mayors of the territories and the transformation of the provinces into "wide area territorial entities" without specially elected political personnel and paid. Only two directly elected territorial administrative levels remain: Regions and Municipalities.
Judicial system
The ordinary Italian judicial system is divided into two main branches, competent respectively in civil and criminal matters. The Justice of the Peace is responsible for the administration of civil justice: he deals with cases of modest economic value; the Tribunal: judges in monocratic composition (i.e. a single judge), within a territorial district, in civil matters it acts as a 1st instance judicial body, for causes of greater value as well as as an appeal judge with respect to the sentences of the Judge di Pace, and in criminal matters it operates as a body of first instance (for crimes not reserved to the competence of the Court of Assizes); both in civil matters and in criminal matters, the decisions of the court as judge of first instance can be challenged before the Court of Appeal. In each district of the Court of Appeal a juvenile court is established which has jurisdiction over minors under the age of 18. In each region there is at least one Regional Administrative Court. Public order is maintained by the Arma dei Carabinieri, the Police, the Guardia di Finanza and the traffic police.
There is also the figure of the ombudsman who has the task of examining and reporting the citizens' requests against cases of maladministration operated by the municipal offices.
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Law portal |
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Constitutional Court website |
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Court of Auditors website |
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Italian Government website |
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INPS website - National Social Security Institute |
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Ministry of Justice website |
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Site of the Italian Parliament |
Remuneration is the main obligation of the employer in relation to the service provided by the worker (cf. articles 2094 and 2099 of the civil code). In Italy, the salary must be determined by an agreement between the parties on the basis of the contractual minimum envisaged by the reference collective agreement. Remuneration is commonly expressed gross of direct taxes withheld at source and social security contributions charged to the employer and employee and includes all emoluments paid for various reasons such as the basic salary and ancillary fees, cash or in kind (basic pay, special supplementary allowance, additional monthly salaries, performance bonuses and any other allowances). The amount of each individual salary item is normally established in the individual or collective employment contract. In Italy there is no guaranteed minimum wage which is currently the subject of political discussion.
Equal pay, for equal tasks, is enshrined in the Italian legal system exclusively with regard to the work of women compared to men and of minors compared to adult workers (Article 37 of the Constitution).
The personal income tax (IRPEF) is a direct and progressive tax, proportional to the effective amount of all the income received by the taxpayer who pays the tax according to the income brackets. The 2022 budget law intervened on the Irfef calculation system with a broad revision of the tax that affects both the legal marginal rates and the brackets, as well as the deductions by type of income. There are currently 4 brackets, following the abolition of the 41% rate:
- up to 15,000 euros 23%
- from 15,000 to 28,000 euros 25%
- from 28,000 to 50,000 euros 35%
- over 50,000 euros 43%
The Value Added Tax (VAT) is a consumption tax which affects each stage of the production of certain goods and services. In Italy, the ordinary rate is 22 percent, following the increase that came into effect on 1 October 2013.
Local taxes refer to taxes on the house (IMU) excluding first home - of a patrimonial nature - calculated on the basis of municipal rates, waste tax (TARI) and tax on indivisible services, payable by the owner or tenant (excluding first home). These taxes vary from city to city
The management of vehicle taxes (road tax) - on vehicles and motorbikes - is entrusted to the Regions; the calculation of the tariff is based on the Kw or on the Cv.
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Ministry of Finance |
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Italian Labor Portal |
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Italian Automobile Club (ACI) |
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The sun 24 hours |
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Consumer Defense Association |
Consumer prices, starting from 2022, have been affected by a strong recovery in inflation, which in December marks + 11.6% according to the final data on the national consumer price index released by ISTAT, with a national average of 8,1%.
The increase in energy costs and fuel contributed to the rise in prices: the price of petrol in Italy underwent very strong increases in 2022. The costs of public transport, despite various increases, are still lower than the European average, but the cost of the car (RCA, road tax, fuel) is 42% higher than the European average.
Primary expenses (food, bills, taxes, etc.) account for more than 70% of household income, 10% more than the European Union average which is equal to 60%. The difference lies in the lower disposable income, which for Italian families is 25% lower than the European average.
ACodacons research based on data from the Ministry of Developmenthas published a ranking of the most expensive Italian cities. the cost of living is on average higher in the north. the most expensive city in Italy for shopping is Milan, where an average of €116 is needed per week. Aosta follows with €109.91, Genoa with €107.91, Trieste €107.29 and Bologna €105. Always above €100 on average, Florence with €104.70, Trento with €104.68, Turin and Rome with €103.96 and €101.92.
On the other hand, the level of household spending in the southern regions is below the national average: Naples, Palermo and Catanzaro are instead the cheapest cities in Italy, according to the same research: on average, to do the weekly shopping, respectively 75.16 €, €86.97 and €79.33.
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National Institute of Statistics |
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Codacons |
The majority of apartments for rent or for sale can be traced from advertisements on specialized sites, real estate agencies and private individuals. Rental and sales prices vary according to the region, city and area. For the rental of a house, the contract must be stipulated between the owner and the tenant, in writing. The rental contract must indicate the duration, the monthly rent, the obligation to give notice in the event of cancellation of the contract, the obligations relating to the ordinary and extraordinary maintenance costs of the house. It must be signed by the tenant and landlord and registered by the homeowner at the Registry Office at the Agenzia delle Entrate, within 20 days of signing the contract. The registration tax is equal to the annual fee of 2%. Registration must be renewed every year. Generally a security deposit is required, in favor of the owner, equal to two or three months' rent, which is returned at the end of the contract. If the contract is not registered, it will not be possible to obtain the tax benefits and deductions provided for by law, both for the owner and for the tenant. For information regarding the leasing methods, it is possible to contact the SUNIA (Unitary National Union of Tenants and Assignees), present in all Italian regions. To buy a house, it is possible to obtain a mortgage loan repayable in 15 or 20 years, by applying to banks or credit institutes, for a total of up to 75% on the total purchase price. It is necessary to consult a notary to verify the conditions of sale and stipulate the purchase contract.
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National Unitary Union of Tenants and Tenants |
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Revenue Agency |
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Real estate agency portal |
In Italy, citizens, residents and legally residing foreigners, have the right to health care which provides for adults, the right to choose a general practitioner and for children under 14, a pediatrician.
To receive health care, it is compulsory to register (free of charge) with the National Health Service, choosing a general practitioner or a pediatrician, whose names are included in a special list available at the district offices of the ASS.
Upon enrollment, a health card is issued which must be presented in order to receive health services.
The Health Card is the personal document that is issued to all Italian citizens entitled to the services provided by the National Health Service (SSN).
It is free, normally valid for 6 years or equal to the duration of the residence permit and, upon expiry of the TS, it is sent by the Ministry of Economy and Finance to all citizens assisted by the National Health Service.
The Health Card is required when the citizen goes to the doctor or pediatrician, collects a medicine from the pharmacy, books an examination in an analysis laboratory, undergoes a specialist visit in hospital or at an ASL and, in any case, whenever certify your tax code.
The Health Card is produced automatically when the ASL communicates the assistance data to the TS System; the shipment is made to the residential address present, at the time of production, in the database of the Tax Registry.
The back of the Health Insurance Card constitutes the European Health Insurance Card (TEAM).
EU citizens who come to Italy with the TEAM card (European Health Insurance Card) have the right to urgent medical services.
By presenting this model to the ASS (Health Services Company) of territorial jurisdiction, they can benefit from a medical treatment equivalent to that of the Italian citizen.
For more information and any updates, contact the competent health services agency for the area (SEE WEBSITE for addresses)
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Ministry of Health |
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List of Local Health Authorities |
http://www.salute.gov.it/portale/documentazione/p6_2_8_1_1.jsp?id=13 |
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Health insurance card |
https://sistemats1.sanita.finanze.it/portale/tessera-sanitaria |
Compulsory education
Compulsory education lasts 10 years, from 6 to 16 years of age, and includes eight years of the first cycle of education and the first two years of the second cycle, which can be attended in the state-run upper secondary school or in regional vocational education and training courses. Furthermore, the right/duty of education and training for at least 12 years or, in any case, until the achievement of a three-year professional qualification by the age of 18 applies to all young people.
Compulsory education can be carried out in state schools and in equal schools, which constitute the public education system, but it can also be accomplished in non-equal schools or through family education. In the latter two cases, however, the fulfillment of compulsory education must be subject to a series of conditions, such as the carrying out of aptitude tests.
At the end of the compulsory education period, usually expected at the end of the second year of secondary school, if the student does not continue his studies, a certification of the skills acquired is issued.
After passing the final state exam of upper secondary education, the student can access tertiary education courses (university, AFAM and ITS). Some university courses are limited in number and students must pass an admission test. With regard to university education, a substantial reform of the Italian university system has been launched which provides for a division into two training cycles: a three-year degree called Laurea (L) and the Specialist or Master's Degree, which provides for another two years of specialization ( LS). There are also single-cycle degrees, for which no title is required after the first three years, but only at the end of the cycle, with a master's degree.
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Ministry of Education Ministry of University and Research |
Italy is famous throughout the world for its unique beauties both from a naturalistic point of view and for its historical and artistic heritage, so much so that it is called "the beautiful country". Splendid cities of art such as Venice, Ravenna, Ferrara, Bologna, Florence, Siena, Rome, Naples, Palermo, etc. they constitute an indelible testimony of its history, its culture and millenary art.
Italian culture is characterized by its official language, Italian, but also by a wide range of regional dialects that represent the cultural and linguistic diversity of the different Italian regions. Each region has its own distinctive dialect, with unique phonetic, lexical and grammatical features. Italian dialects are very important to Italian culture, as they represent the history and traditions of each region. In some parts of Italy, such as Sicily or Sardinia, there are also dialects that are not immediately understood by Italians from other regions. However, standard Italian is the official language of Italy and is used for official and formal communication throughout the country.
Despite the presence of dialects, knowledge of standard Italian is essential for daily life in Italy, especially in the workplace and in business. In fact, most institutions, schools and businesses use Italian as their official language, and knowledge of the language is a prerequisite for many job and study opportunities in the country.
Italian culture is famous for its love of art and history, so one of the most popular cultural activities is visiting museums, art galleries and historical sites. Additionally, theater and music are highly regarded in Italy, and there are many music and theater festivals and performances held throughout the country.
As for leisure activities, soccer is a very popular sport in Italy, and many people follow the Italian soccer league with great interest. There are also many outdoor activities, such as hiking, climbing, cycling and swimming, which are popular especially in mountainous and coastal regions.
Evening entertainment in Italy varies according to cities and regions, but one of the most popular activities is going out for an aperitif or a good glass of wine with friends, which often turns into an informal dinner. In addition, in many cities there are clubs and discos that offer evenings of music and dancing, especially on weekends.
Italy is famous for its cuisine, so many people like to go out to eat or approach the great variety of gastronomic culture both in the best-known restaurants in cities famous for their gastronomy, and in the many small trattorias found in the most characteristic of historic centers or along every road in Italy to try local specialties in restaurants or food markets.
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MINISTRY of Cultural Heritage and Activities and Tourism |
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ENIT - Italian National Tourist Board |
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OUR ITALY - National Ass. for the protection of the historical, artistic and natural heritage |
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UNESCO ITALY |
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ECCLESIASTICAL GOODS |
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HISTORICAL RESIDENCES |
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ART CITY |
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ITALIAN TASTE |
Birth
When a child is born, the health facility issues the certificate of birth to the parents, who must declare the birth of the child within 10 days. This declaration must be made at the town hall (town hall) of the municipality where the birth of the child took place or at the municipality of residence of the parents.
Marriage
It is necessary to go to the registrar of the Municipality of residence of one of the future spouses and to demonstrate the intention to get married. Subsequently, the registrar, together with the future spouses and in the presence of two witnesses, will proceed to formalize the "marriage publications" deed, the extract of which must remain posted for 8 consecutive days at the municipal residences of the next spouses. After the deadline, the certificate of successful publication is issued. Those interested will then have 6 months to get married, otherwise the procedure will expire and must be repeated. The celebration of the marriage can be performed by the Mayor or his delegate, or by a Catholic Minister of Religion who, due to the Concordat between the Italian State and the Catholic Church, performs the functions of the State by marrying the two subjects.
Death
If the death occurs in a health facility or in a private home, a doctor from the competent local health authority fills out a document certifying the fact of death and with that the relative or the heir must go to the registrar to fill out the certificate of death and obtaining the burial permit certificate. If, on the other hand, the death occurs as a result of a road accident or in "violent" circumstances, in addition to the doctor's document, the death certificate must be produced by a magistrate and the authorization for burial by the Public Prosecutor's Office Republic, following which the death certificate will be formalised.
Useful references:
- Presidential Decree 3 11.2000 n. 396 "Regulation for the revision and simplification of the civil status system, pursuant to article 2, paragraph 12, of the law of 15 May 1997, n. 127.
- Legislative Decree 19 January 2017, n. 5
Adjustment of the provisions of the civil status system concerning registrations, transcriptions and annotations, as well as regulatory modifications and additions for the regulation of civil unions, pursuant to article 1, paragraph 28, letters a) and c), of the law of 20 May 2016, no. 76. (17G00011) (GU General Series n.22 of 27-01-2017)
SPID
The Public Digital Identity System (SPID) is the simple, fast and secure access key to the digital services of local and central administrations.
A single credential (username and password) that represents the digital and personal identity of each citizen, with which he is recognized by the Public Administration to use digital services in a personalized and secure way.
SPID also allows access to the public services of the member states of the European Union and of companies or traders who have chosen it as an identification tool.
With the access system on which SPID is based, the Public Administration is even closer to citizens. By guaranteeing everyone a method of accessing online services, which is always the same and intuitive, SPID facilitates the use of online services and simplifies citizens' relationships with public offices.
The private sector can also benefit from digital identity, improving the user experience and the management of its customers' personal data.
Connections:
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Title/name |
URLs |
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Ministry of Justice |
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Municipalities - Certificates |
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National Registry |
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SPID - Public digital identity system |
In Italy, there are various means of transport to move both within the cities and between the different regions of the country. The most common means of transport are:
- Car: the car is one of the most used means of transport in Italy, especially for short and medium-range journeys. However, traffic can be heavy in large cities, especially during rush hour, and there are congestion charge zones and toll zones.
- Motorcycle/scooter: motorcycles or scooters are very convenient means of transport for getting around the city, especially in restricted traffic areas. The purchase and maintenance cost is generally lower than the car.
- Public transport: in Italy, local public transport is entrusted to municipal companies and includes buses, trams and subways. The cost of the tickets varies according to the city and the type of vehicle used.
- Train: the train is a very comfortable and fast means of transport to move between the different Italian regions. In Italy there is an extensive railway network, managed by the Ferrovie dello Stato (FS), which connects all the main cities of the country.
- Plane: the plane is mainly used for long-haul journeys and to reach the Italian islands. In Italy there are many airports, managed by different airlines.
The costs of the means of transport depend on the different options available and on the type of service chosen. For example, the cost of a city bus ticket can vary from 1.50 euros to 2.50 euros, while the cost of a train ticket can vary from a few euros to several tens of euros, depending on the distance and the travel class. In general, the costs of means of transport in Italy are similar to those of other European countries.
Finally, it should be emphasized that in Italy there are also various car sharing and bike sharing options, which allow you to rent cars or bicycles in the short term at affordable prices.
For information about trains, planes and other transport networks, you can consult the relevant websites listed below. In particular: by selecting the location of interest, timetables, routes, prices, services offered, etc. can be consulted.
It should be remembered that before boarding any public transport it is necessary to provide a suitable travel document which can be purchased online and also at newsstands and tobacconists.
Connections:
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Title/name |
URLs |
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Ministry of Infrastructure and Transport |
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state Railways |
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Italian trains |
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Airline companies |
English 
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