The Ministry of Labour and Social Policies in Italy has published circulars detailing key interventions under the “Associated Work” policy, introduced by Law no. 203/2024, focused on the administration of work, seasonal work, trial periods, communications regarding flexible work and so-called ‘resignations for conclusive facts’. Here are some of the topics covered.
Administration of work: This component modifies the 31st paragraph of Legislative Decree no. 81/2015 related to temporary work assignments that exceed a total of 24 months. The latest change removes a provision effective till June 30, 2025, which allowed employers to exceed this limit if the temporary employment agency informed the employer that it had hired the worker indefinitely. Now, exceeding the 24-month limit results in establishing an indefinite working relationship between the employer and the worker.
The new provision introduces two more categories of workers excluded from the 30% limit of temporary workers and temps compared to the number of permanent workers: contracts concluded at the start of new activities, by innovative start-ups, for seasonal activities, specific programmes or shows, for replacing absent workers, and with workers over age 50 are not included in this limit.
Seasonal Work: Article 11 of Law no. 203/2024 provides an interpretation of seasonal activities, falling within the broader category of fixed-term work. According to Article 21 of Legislative Decree no. 81, this includes activities organized to cope with an increase in work during specific periods of the year, as well as technical productive needs or seasonal cycles of the productive sectors or markets served by the company.
Trial Period: The regulation supplements the 2nd paragraph of Article 7 of Legislative Decree no. 104/2022 and aligns the directive (EU) 2019/1152 pertaining to transparent and predictable working conditions in the European Union. Under this, Member States are required to ensure the duration of the probationary period in fixed-term employment is proportional to the duration of the contract. This provision applies to all work contracts established from January 12, 2025, onwards.
