February 25, 2026
Personnel administration
Launch of the “Equal opportunities 2024/2025” report
Ministry of Labor

The Ministry of Labor announces that, starting from March 1, 2026, the electronic form for submitting the Report on the situation of male and female personnel for the 2024-2025 biennium will be available for completion on the “Labor Services” portal. Completion is mandatory for companies, both public and private, with more than 50 employees, while it remains voluntary for those with fewer employees. The preparation of the Report must be completed no later than April 30, 2026, according to the general compilation procedures provided by the decree of June 3, 2024. Failure to submit the Report will result in the sanctions provided for in Article 11 of Presidential Decree no. 520 of March 19, 1955. If non-compliance persists for more than 12 months, the company may face suspension for one year of any contributory benefits it may enjoy (Article 46, paragraph 4, Legislative Decree no. 198 of April 11, 2006). The National Labor Inspectorate verifies the accuracy of the reports and, in the case of false or incomplete reports, an administrative fine of €1,000 to €5,000 may be applied (Article 46, paragraph 4-bis, Legislative Decree no. 198 of April 11, 2006). Until the submission deadline, companies intending to participate in public procedures that require the submission of the biennial report may submit a copy of the report already filed for the previous biennium (2022/2023), integrating the documentation with the report for 2024/2025 by April 30, 2026. The Ministry also informs companies that are still in the process of uploading data for the 2022/2023 biennium that the final deadline to do so is March 15, 2026.

Decree of June 3, 2024: https://www.lavoro.gov.it/documenti-e-norme/normativa/di-03062024

January 21, 2026
Inspections and sanctions
Social enterprises: checks extended to six years and new inspection reports
Ministry of Labor

The Ministry of Labor has updated the rules for inspections of social enterprises, extending the period within which certain inspections can be carried out and updating the report templates used by supervisory authorities.

Specifically, the decree extends from three to six years the reference period for inspections following the implementation of the 2022 regulations. This change broadens the timeframe in which the administration can carry out inspections, with clear organizational implications for the entities involved.

At the same time, the report templates approved in 2023 are replaced to align them with recent legal changes in the social enterprise sector and the provisions of the Civil Code referenced by the sector regulations. The new templates serve as the operational reference for inspections and may be further updated, if new regulations arise, via managerial decree to ensure flexibility and timely adaptation.

The decree specifies that there are no new or increased costs for public finances, and that it comes into force the day after its publication in the Official Gazette.

February 27, 2026
Executives
Launch of contribution collection for Fondirigenti Taliercio for companies applying the CCNL Dirigenti Industria
Trade unions

The current CCNL Dirigenti Industria (V012) provides for the involvement of the Fondirigenti Giuseppe Taliercio Foundation to develop and deliver active policy services for executives.

The activation of these services is planned during 2026.

The active policy pathway will be divided into two lines of action:

• For employed executives: self-assessment, guidance, and skills assessment activities, with access to online training based on identified needs;
• For unemployed executives: services including self-diagnosis, guidance, individual coaching, targeted training, and specialist placement to facilitate reintegration into the labor market.

Funding for these services requires an annual contribution from the company of €100 per executive in service, to be paid to the Fondirigenti Giuseppe Taliercio Foundation.

The collection of the contribution is therefore initiated according to the Confindustria-Federmanager Agreement of July 24.

January 15, 2026
Equal opportunities – Discrimination
Expiring residence permit: automatic exclusion from hiring is discriminatory
Tribunal of Milan

A trade union brought a case before the Tribunal, complaining that a company operating in temporary employment had an internal policy excluding non-EU citizens with expiring residence permits from recruitment if the remaining validity was shorter than the mission requested by the client. In such cases, the company either did not hire the individual or offered contracts only up to the permit’s expiration.

The company defended the policy citing potential criminal liability for employing workers with expired permits without renewal requests.

The Tribunal rejected preliminary objections and, on the merits, deemed the policy discriminatory. Current law allows a foreign worker to continue employment while awaiting renewal, provided the renewal application has been submitted and a receipt is available.

The Judge concluded that requiring proof of renewal at the hiring stage – when the permit’s expiration is not imminent – disadvantages a specific group of candidates, constituting indirect discrimination. Sanctions for the employer apply only after the permit expires without a timely renewal request, not at the selection stage.

May 8, 2025
Illness and injury
Workplace injury: private medical expenses reimbursable if public health service is not timely
Tribunal of Padua

A worker sought recognition of 12% permanent disability following a workplace injury at her home.

INAIL disputed the degree of disability. During the trial, a joint medical assessment established 9% disability, accepted by both parties, resolving the main dispute. The reimbursement of private medical expenses for an independent technical assessment, as well as legal costs, remained contested.

The Institute opposed reimbursement, arguing that private specialist services were unnecessary when the public health system was available.

The Tribunal ruled the expenses reimbursable, noting that private services were justified due to delays in the public system and the need for technical verification to pursue the claim. Costs were deemed reasonable and necessary.

Consequently, INAIL was ordered to pay litigation costs (€3,500 plus accessories) and medical expenses (€1,284.83).

December 17, 2025
Employee monitoring
Artificial intelligence in the workplace: Ministry issues guidelines for responsible adoption
Ministry of Labor

The Ministry published guidelines for implementing AI at work to support companies and workers in a conscious digital transition.

The document addresses the increasing use of algorithmic systems in business processes – from recruitment to performance evaluation and work organization – highlighting opportunities and risks. AI can improve productivity, service quality, and safety but requires careful governance to avoid discrimination, privacy violations, and excessive worker control.

Special attention is given to SMEs, which should follow a roadmap: digital maturity assessment, strategic planning, pilot projects, gradual implementation, continuous monitoring, and human capital enhancement. Human oversight is crucial: decisions affecting employment cannot be fully automated.

The guidelines emphasize training, upskilling, and reskilling to prevent exclusionary effects and ensure technology drives professional growth and competitiveness.

January 20, 2026
Agency contract
Agency contract: no unilateral increases without agent’s agreement
Cass., Labor Section

An agent sought payment of end-of-contract compensation after dismissal for just cause by the principal company, which had unsuccessfully attempted to unilaterally change contract terms. The lower court rejected the claim; the Court of Appeal found the dismissal illegitimate and ordered payment of notice compensation and supplementary client indemnity.

The dispute arose when the company expanded the product list, increasing the agent’s workload. The agent refused the unilateral change, and the company terminated the contract for alleged just cause.

The Supreme Court upheld the appellate decision, clarifying that collective sector rules allow unilateral changes only if they reduce obligations within predetermined limits. A company cannot impose changes that increase the agent’s workload, even if potentially economically beneficial.

In the absence of an express agreement, any change affecting the contract requires both parties’ consent. Exceptions to unilateral immutability must be interpreted narrowly.