{"id":57240,"date":"2025-06-16T10:07:53","date_gmt":"2025-06-16T08:07:53","guid":{"rendered":"https:\/\/www.lexia.it\/?p=57240"},"modified":"2025-06-16T10:07:55","modified_gmt":"2025-06-16T08:07:55","slug":"rights-employment-insight-348","status":"publish","type":"post","link":"https:\/\/www.lexia.it\/en\/2025\/06\/16\/rights-employment-insight-348\/","title":{"rendered":"&#8221;Rights and Duties in Employment Relationships&#8221; &#8211; Insight No. 348 of June 16, 2025"},"content":{"rendered":"\n<h2 class=\"wp-block-heading\">May 6, 2025<br>Remuneration and Benefits<br>The \u201csuper\u2011minimum\u201d cannot be touched when changing levels<br><em>Supreme Court (Cassation)<\/em><\/h2>\n\n\n\n<p>A female worker, upon promotion to a higher contractual level under the collective agreement, had her previously granted \u201csuper\u2011minimum\u201d allowance reduced, with the employer claiming it was \u201cabsorbed\u201d by the new, higher contractual minimum wage.<br>After conflicting rulings in lower courts, the Court of Cassation clarified when individual super\u2011minimum can actually be absorbed. The Supreme Court held that absorption is permissible only when the collective agreement provides an increase in the minimum wage\u2014not simply due to a level progression that raises the table wage but reflects different duties.<br>This decision confirms that an individually negotiated super\u2011minimum\u2014a salary component granted for specific reasons\u2014cannot be automatically absorbed following a promotion. This principle protects individual agreements that exceed the contractual minimum, ensuring economic continuity even when duties are reorganized.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">April 8, 2025<br>Individual Dismissal<br>Retirement age and dismissal: no reinstatement, only compensation<br><em>Supreme Court, Labour Section<\/em><\/h2>\n\n\n\n<p>A worker, unlawfully dismissed, had initially obtained a court order for reinstatement plus back pay until return. However, during the legal process the worker turned 67 and applied for the state pension.<br>The Court of Cassation clarified that in such cases, the judge cannot order the company to reinstate the worker, but only award compensation for the period between dismissal and reaching retirement age. Once pension is accessed, it obstructs continuation of employment, as the worker has made a choice incompatible with reinstatement.<br>The ruling distinguishes between the eligibility for retirement and the actual receipt of pension, stating that it is the latter which makes reinstatement impossible.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">April 28, 2025<br>Just\u2011cause dismissal<br>The new disciplinary code is not retroactive: legal certainty must prevail<br><em>Supreme Court, Labour Section<\/em><\/h2>\n\n\n\n<p>A worker was dismissed for insulting and threatening a team leader. He appealed to the Cassation invoking a new collective bargaining clause\u2014adopted after the incidents\u2014which prescribed a lesser, non\u2011dismissal sanction for the same behavior and declared itself retroactive.<br>The Supreme Court rejected the appeal, ruling that new disciplinary rules cannot apply retroactively. A generic retroactive clause in the collective contract isn\u2019t enough: disciplinary provisions must comply with legal certainty, meaning the rules must have been known at the time of the conduct.<br>According to Cassation, reinstatement protection applies only if the employer knowingly abuses its disciplinary power or if dismissal is manifestly illegitimate under the rules in force at the time of the misconduct.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">April 3, 2025<br>Null dismissal<br>Dismissal in retaliation for testifying in favor of a colleague is null<br><em>Supreme Court, Labour Section<\/em><\/h2>\n\n\n\n<p>The case involved a dismissal for just cause after the worker testified\u2014on behalf of another colleague\u2014in a lawsuit. The worker was accused of giving false testimony counter to the company\u2019s defense, although neither the court nor the company pursued perjury charges.<br>The trial court and court of appeal both deemed the dismissal unlawful, concluding it was retaliatory, not genuinely due to just cause. Cassation sided with the worker, confirming it was correctly classified as retaliatory dismissal based on the facts.<br>Finally, in calculating compensation for a null dismissal, the Court reiterated that one must refer to the total actual remuneration\u2014averaging all received payments\u2014regardless of the job title subsequently held.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">March 27, 2025<br>Just\u2011cause dismissal<br>Just cause for dismissal exists independently of criminal relevance of the conduct<br><em>Supreme Court, Labour Section<\/em><\/h2>\n\n\n\n<p>A worker was dismissed for personally taking \u20ac1,300 from the company\u2019s cash register. He contested the dismissal, arguing that the elements of the criminal offense of misappropriation didn\u2019t apply, so disciplinary fault couldn\u2019t be found.<br>The lower courts upheld the dismissal, noting that the company\u2019s disciplinary code explicitly forbade appropriating company assets, even of small value. Cassation affirmed that just cause depends on whether the conduct undermines the trust relationship between employer and employee. Criminal relevance is irrelevant: just cause is based on how seriously trust is breached, not on whether the act is punishable. Even conduct only criminally potentially punishable can justify immediate dismissal if it damages essential trust.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">May 22, 2025<br>Economic dismissal<br>Economic (justified objective reason) dismissal: Cassation clarifies when increased compensation applies<br><em>Supreme Court, Labour Section<\/em><\/h2>\n\n\n\n<p>A female worker was dismissed for justified objective reasons and awarded standard compensation due to unfair dismissal. Lower courts granted an increased indemnity, applying rules that allow stronger economic protection under certain conditions.<br>The Court of Cassation clarified that this increased indemnity applies only to employers with more than 15 but no more than 60 employees. The relevant law allows raising maximum compensation from six to 10 or 14 months\u2019 pay when there is both long service (10 or 20 years) and the employer has 15\u201360 employees across multiple sites.<br>Employers with over 60 staff remain subject to ordinary compensation rules for unfair dismissal. This decision reaffirms the importance of company size in determining economic sanctions for economic dismissals.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">April 30, 2025<br>Dismissal for exceeding medical leave limit<br>Dismissal for exceeding permissible medical absence valid even during Covid\u201119 lockdown<br><em>Supreme Court, Labour Section<\/em><\/h2>\n\n\n\n<p>A worker was dismissed for exceeding the \u201ccomporto\u201d (maximum allowable illness absence) due to a new medical incapacity. The case fell during the Covid\u201119 dismissal ban, and the worker challenged it as illegitimate.<br>The Court of Cassation upheld the dismissal, noting that the pandemic-era ban did not apply to dismissals due to exceeding comporto or new incapacities. These cases were not covered by the general suspension because they involve individual circumstances\u2014not economic or organizational reasons.<br>This decision offers important clarity to employers, pinpointing the boundary between prohibited dismissals and those allowed even during emergency lockdowns.<\/p>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>May 6, 2025Remuneration and BenefitsThe \u201csuper\u2011minimum\u201d cannot be touched when changing levelsSupreme Court (Cassation) A female worker, upon promotion to a higher contractual level under the collective agreement, had her previously granted \u201csuper\u2011minimum\u201d allowance reduced, with the employer claiming it was \u201cabsorbed\u201d by the new, higher contractual minimum wage.After conflicting rulings in lower courts, the &hellip; <a href=\"https:\/\/www.lexia.it\/en\/2025\/06\/16\/rights-employment-insight-348\/\">Continued<\/a><\/p>\n","protected":false},"author":12,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[666],"tags":[],"area":[],"collana":[],"competenza":[],"class_list":["post-57240","post","type-post","status-publish","format-standard","hentry","category-news-en"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.8 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Insight No. 348, June 16, 2025 - LEXIA<\/title>\n<meta name=\"description\" content=\"&quot;Rights and Duties in the Employment Relationship&quot; - Insight No. 348, June 16, 2025 - Discover More - LEXIA\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.lexia.it\/en\/2025\/06\/16\/rights-employment-insight-348\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Insight No. 348, June 16, 2025 - LEXIA\" \/>\n<meta property=\"og:description\" content=\"&quot;Rights and Duties in the Employment Relationship&quot; - Insight No. 348, June 16, 2025 - Discover More - LEXIA\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.lexia.it\/en\/2025\/06\/16\/rights-employment-insight-348\/\" \/>\n<meta property=\"og:site_name\" content=\"LEXIA\" \/>\n<meta property=\"article:published_time\" content=\"2025-06-16T08:07:53+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-06-16T08:07:55+00:00\" \/>\n<meta name=\"author\" content=\"AlessandroL\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"AlessandroL\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.lexia.it\/en\/2025\/06\/16\/rights-employment-insight-348\/\",\"url\":\"https:\/\/www.lexia.it\/en\/2025\/06\/16\/rights-employment-insight-348\/\",\"name\":\"Insight No. 348, June 16, 2025 - LEXIA\",\"isPartOf\":{\"@id\":\"https:\/\/www.lexia.it\/#website\"},\"datePublished\":\"2025-06-16T08:07:53+00:00\",\"dateModified\":\"2025-06-16T08:07:55+00:00\",\"author\":{\"@id\":\"https:\/\/www.lexia.it\/#\/schema\/person\/dac425a5d2ca6d23ce6aaf94f0294042\"},\"description\":\"\\\"Rights and Duties in the Employment Relationship\\\" - Insight No. 348, June 16, 2025 - Discover More - LEXIA\",\"breadcrumb\":{\"@id\":\"https:\/\/www.lexia.it\/en\/2025\/06\/16\/rights-employment-insight-348\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/www.lexia.it\/en\/2025\/06\/16\/rights-employment-insight-348\/\"]}]},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/www.lexia.it\/en\/2025\/06\/16\/rights-employment-insight-348\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/www.lexia.it\/en\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"&#8221;Rights and Duties in Employment Relationships&#8221; 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