{"id":73543,"date":"2026-08-03T11:31:27","date_gmt":"2026-08-03T09:31:27","guid":{"rendered":"https:\/\/www.lexia.it\/?p=73543"},"modified":"2026-08-03T11:31:55","modified_gmt":"2026-08-03T09:31:55","slug":"insight-401-august-03-2026","status":"publish","type":"post","link":"https:\/\/www.lexia.it\/en\/2026\/08\/03\/insight-401-august-03-2026\/","title":{"rendered":"”Rights and Duties in Employment Relationships” – Insight No. 401 of august 03, 2026"},"content":{"rendered":"\n

3 August 2026
Editorial
The newsletter goes on holiday<\/strong>
<\/h3>\n\n\n\n

Dear colleague,<\/p>\n\n\n\n


with this issue the newsletter goes on holiday.
We hope that the format and content offered throughout the year have met with your approval and proved useful.<\/p>\n\n\n\n


We take this opportunity to inform you that the Employment department will be closed from 10 to 21 August 2026. As usual, we will remain reachable by email for urgent matters and will of course ensure that any pending deadlines are met.<\/p>\n\n\n\n


The newsletter will resume in September.<\/p>\n\n\n\n


Best wishes for a restful summer,
Vincenzo Fabrizio Giglio<\/p>\n\n\n\n

11 June 2026
Dismissal for just cause
Criminal conduct outside the workplace: the employer may await the final conviction<\/strong>
Court of Cassation, Labour Division<\/em><\/h3>\n\n\n\n

A worker had been dismissed following a final criminal conviction for conduct unrelated to his work activity. The disciplinary proceedings had commenced many years after the initial criminal investigations. The worker accordingly argued that the disciplinary charge was out of time, on the ground that the employer had long been aware of the existence of the investigation. Both the Tribunal and the Court of Appeal nonetheless confirmed the dismissal.
The Court of Cassation declared the appeal inadmissible. It clarified that, where the applicable collective agreement links the disciplinary relevance of conduct outside the workplace to a final conviction, the employer may await the conclusion of the criminal proceedings. Mere awareness of an investigation or a search does not amount to full knowledge of the conduct, its seriousness, and the worker’s responsibility.
The timeliness of the disciplinary charge must therefore be assessed in relative terms. Time runs from the moment of actual knowledge of the relevant facts, not from the moment at which they could abstractly have become known. Awaiting the outcome of the criminal proceedings does not imply a waiver of the disciplinary power, particularly where the employer follows the progress of the proceedings and the worker provides partial or delayed information.
In practical terms, the ruling confirms that a dismissal may be timely even after a lengthy interval, provided the delay is justified by the need to acquire a certain and complete picture of the facts.<\/p>\n\n\n\n

31 May 2026
Dismissal for just cause
Disproportionate dismissal: where the collective agreement provides for a conservative sanction, reinstatement follows<\/strong>
Court of Cassation, Labour Division<\/em><\/h3>\n\n\n\n

A worker had been dismissed for just cause following allegations of anomalous fuel supply recordings and the failure to register certain fiscal receipts. The Tribunal had dismissed the challenge. The Court of Appeal, by contrast, had found the termination unlawful: the facts were partly established, but were attributable to conduct that the collective agreement punished with conservative sanctions. It accordingly ordered reinstatement and recognised an indemnity equivalent to twelve months’ pay.
The Court of Cassation confirmed the decision. The court may classify the established conduct by reference to the disciplinary provisions of the collective agreement and verify whether, for similar facts, a lesser sanction than dismissal is prescribed. A precise literal correspondence between the charge and the contractual example is not required: what matters is the substance of the conduct, assessed in its concrete context.
The company cannot, moreover, obtain from the Court of Cassation a fresh reading of the evidence or challenge the reasoning of the lower courts in generic terms. Where the conduct, though established, falls within those punishable by conservative measures, reinstatement protection remains applicable.<\/p>\n\n\n\n

6 July 2026
Health and safety at work
Extreme heat, targeted inspections: the measures companies must make effective<\/strong>
National Labour Inspectorate (INL)<\/em><\/h3>\n\n\n\n

The National Labour Inspectorate (Ispettorato Nazionale del Lavoro, INL) has drawn attention to the risks arising from heat during summer activities, particularly in the most exposed sectors, such as construction, agriculture, logistics, road works, and delivery services. The objective is to verify that companies go beyond occasional interventions and adopt stable, organised preventive measures.
During inspections, officers will check that the risk of thermal stress has been assessed and translated into concrete measures. These include the reorganisation of working hours, the suspension of activities during the hottest parts of the day, rest breaks in shaded or cooled areas, rotation in the most demanding tasks, the availability of fresh water, and appropriate clothing.
Particular importance also attaches to information on the symptoms of heatstroke, first aid procedures, the involvement of the competent doctor for vulnerable workers, and consultation with workers’ representatives.
The guidance clarifies that, where climatic conditions give rise to an unacceptable risk, the employer must also consider the temporary suspension of activities. For companies, the management of heat-related risks must therefore be documented, genuinely implemented, and verifiable on the ground.<\/p>\n\n\n\n

24 June 2026
Health and safety at work
Credit-based licence: training and investment open the way to recovery of points<\/strong>
National Labour Inspectorate (INL)<\/em><\/h3>\n\n\n\n

The National Labour Inspectorate has set out the first operational rules allowing companies and self-employed workers to recover credits deducted from the credit-based licence (patente a crediti) for construction site access. The assessment falls to a territorial Commission, which examines the programme proposed by the applicant.
Recovery may be achieved through additional safety training, targeted investment, or a combination of both measures. Courses must be consistent with the violations found, include a final assessment, and meet a minimum attendance requirement. Each hour of training generates a fraction of credit, rounded down.
Investment in environmental sensors, intelligent protective devices, occupational health monitoring technologies, robotics, drones, and immersive tools for training and assistance is also considered eligible. The credits that may be recognised increase according to the amount invested and may reach up to six. Investment funded through public grants is also admissible.
A company may submit a phased plan, structured by modules or stages of progress, and request a meeting with the Commission. In practical terms, recovery requires a documented programme that is consistent with the violations identified and proportionate to the size of the business.<\/p>\n\n\n\n

14 May 2026
Employment contract – Ancillary clauses
Non-competition clause null where the prohibition is too broad: the activities and competitors must be identified with precision<\/strong>
Tribunal of Foggia<\/em><\/h3>\n\n\n\n

A worker engaged as a helicopter pilot had entered into a non-competition clause with the company in connection with a training course for the attainment of a specific qualification. The agreement prohibited him, for five years after the end of the relationship, from working in competition in any form. Following his resignation, the worker sought restitution of the sums withheld as a penalty for breaching the clause; the company also claimed reimbursement of the training costs.
The Tribunal found the clause to be null and void. It did not identify with sufficient precision the prohibited activities or the competitors concerned. The generic reference to any competitive activity, extended to every possible form of work and for a very lengthy period, placed an excessive restriction on the worker’s professional freedom. The link to a specialist qualification was not sufficient: the restriction must allow the worker to understand, at the moment of signing, which activities remain precluded.
The company’s claim to recover the cost of the course was also dismissed. The training had already been provided and could not be returned; nor were the conditions for obtaining an equivalent sum satisfied.
The ruling reminds companies that a non-competition clause must define in concrete terms the prohibited activities, the territorial scope, and the duration. Formulations that are too broad expose the clause to nullity and may render irrecoverable the sums already paid.<\/p>\n\n\n\n

28 June 2026
Severance pay, notice, and other termination indemnities
Reinstatement: the employer may recover the notice indemnity already paid<\/strong>
Court of Cassation, Labour Division<\/em><\/h3>\n\n\n\n

A company had dismissed a worker and paid him the indemnity in lieu of notice. The dismissal was subsequently declared unlawful, with reinstatement and recognition of a compensatory indemnity. In the enforcement proceedings, the employer deducted the amount already paid in respect of notice. The worker contested the set-off and succeeded both at first instance and on appeal.
The Court of Cassation, however, clarified that the indemnity in lieu of notice presupposes the termination of the employment relationship and is incompatible with reinstatement, which reconstitutes the relationship as a matter of law. When reinstatement becomes definitive, the sums already paid on that basis are no longer due and a right of recovery arises in favour of the employer.
That right of recovery arises after the formation of the judicial title ordering reinstatement. It may therefore be asserted in enforcement proceedings and set off against the sums claimed by the worker, without being precluded by the force of res judicata.
In practical terms, the employer may recover the notice indemnity already paid when the dismissal is set aside with reinstatement, provided that the right of recovery arose after the enforcement title was established.<\/p>\n","protected":false},"excerpt":{"rendered":"

3 August 2026EditorialThe newsletter goes on holiday Dear colleague, with this issue the newsletter goes on holiday.We hope that the format and content offered throughout the year have met with your approval and proved useful. We take this opportunity to inform you that the Employment department will be closed from 10 to 21 August 2026. … Continued<\/a><\/p>\n","protected":false},"author":12,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[666],"tags":[],"area":[],"collana":[],"competenza":[],"class_list":["post-73543","post","type-post","status-publish","format-standard","hentry","category-news-en"],"acf":[],"yoast_head":"\nInsight No. 401 of August 03, 2026 - LEXIA<\/title>\n<meta name=\"description\" content=\""Rights and Duties in the Employment Relationship" - Insight No. 401, August 03, 2026 - 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\/2026\/08\/03\/insight-401-august-03-2026\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Insight No. 401 of August 03, 2026 - 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