The Council of Ministers in Italy has approved a new law that introduces urgent provisions related to a fair wage, job incentives, and the fight against digital exploitation (Council of Ministers, statement 28 April 2026, n. 172). Approved last April 28, 2026, the new work decree aims to strengthen worker’s dignity, promote stable employment for youth and women, and combat forms of exploitation linked to the digital economy. With a resource allocation of around 934 million euros, measures concerning job incentives, a fair wage, contractual renewals, fighting against digital exploitation, technological safeguards, work-family balance, and severance pay were discussed.
The decree stipulates four types of total contribution exemptions (100%) for 24 months. Assuming disadvantaged women workers can result in up to 650 euros per month (rising to 800 euros in southern ZES regions). Youth under 35 can receive up to 500 euros per month for new hires (or 650 euros in the south and crisis areas). Up to 500 euros per month can also be awarded for the conversion of term relationships into open-ended contracts, signed between 1 January and 30 April 2026, and having a maximum duration of 12 months, carried out between 1 August and 31 December 2026. And lastly, in ZES Mezzogiorno, up to 650 euros per month for small employers (up to 10 employees) who hire unemployed individuals over 35 for at least two years.
The role of collective bargaining is reaffirmed in defining minimum wages, countering the phenomenon of dumping and avoiding the introduction of a legal minimum wage. On renewal, the parties provide coverage for the contractual vacation period. If the renewal is delayed beyond 12 months, a flat-rate adjustment equal to 30% of the variation of the IPCA index is provided.
Strict measures are also introduced for platform workers. Access to platforms is only through SPID, CIE, or strong authentication to prevent illicit “renting” of accounts. Companies must clarify how algorithms assign tasks and pay, ensuring the right to human review of automated decisions.
The decree introduces a contribution exemption for companies that adopt the UNI/PdR 192:2026 certification, a new management tool for reconciling family and work life, which defines verifiable requirements and performance indicators. The statute provides exemption from the payment of social security contributions borne by the employer for companies that obtain the certification linked to the promotion of support for natality and care needs, with a measure up to 1% and a maximum limit of 50,000 euros per year for each company.
The final step discusses the possibility for workers to allocate to supplementary pensions the portions of the Severance Pay accrued between January and June 2026.
