Employment contracts, dismissal, discrimination claims, executive compensation and workforce restructuring.
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Rights vary by country, but typically include notice periods, severance pay and the right to challenge unfair dismissal. An employment lawyer can assess your specific situation.
Yes — employment contracts must generally comply with local law regardless of the employer's home country. A local lawyer should review any contract before you sign.
Browse our verified directory of law firms across Italy's major cities. All listed firms offer English-language legal services to expats and foreign nationals.
Find My Lawyer in 60 SecondsKey figures and timelines for employees dismissed in Italy, under both the tutela crescente regime (D.Lgs. 23/2015) and the legacy Statuto dei Lavoratori (L. 300/1970 art. 18).
Applies to employees hired on a permanent contract from 7 March 2015 onwards. Replaces art. 18 for new hires.
| Type of Dismissal | Compensation | Min / Max | Legal Basis |
|---|---|---|---|
| Ingiustificato / Illegittimo (unjustified — procedural or substantive defect) | 2 months per year of service | Min 6 months / Max 36 months | D.Lgs. 23/2015 art. 3 |
| Discriminatorio (discriminatory — religion, race, sex, union activity) | Reinstatement + all back pay; alternatively compensation ≥ 5 months | No cap | D.Lgs. 23/2015 art. 2; L. 300/1970 art. 15 |
| Giustificato Motivo Oggettivo (genuine redundancy) | TFR + notice pay only; no indemnity if justified | — | L. 604/1966 art. 3; D.Lgs. 23/2015 art. 9 |
| Giusta Causa (gross misconduct — summary dismissal) | No indemnity if justified; 2–4 months if found unjustified | Min 2 / Max 4 months | CC art. 2119; D.Lgs. 23/2015 art. 3 |
| Vizio formale (procedural defect only — e.g. no written notice) | 1 month per year of service | Min 2 / Max 12 months | D.Lgs. 23/2015 art. 4 |
Still applies to employees hired before 7 March 2015 in firms with >15 employees (or >5 in agriculture).
| Type of Dismissal | Remedy |
|---|---|
| Discriminatorio or null (e.g. during illness, pregnancy) | Reinstatement + all back pay (no cap) |
| Ingiustificato — substantive defect (Corte Appello finds no just cause/GMO) | Reinstatement OR 15 months + 12–24 months indemnity (judge's choice) |
| Ingiustificato — procedural/formal defect | 6–12 months indemnity; no reinstatement |
| Giustificato Motivo Oggettivo — procedural defect | 4–24 months indemnity |
| Action | Deadline | Legal Basis |
|---|---|---|
| Written impugn of dismissal to employer | 60 days from dismissal letter | L. 604/1966 art. 6 |
| File at Tribunale del Lavoro (or attempt conciliation) | 180 days from impugn | L. 604/1966 art. 6 |
| Mandatory conciliation attempt (tentativo obbligatorio) | Before Tribunale filing (DTL or bilateral body) | D.Lgs. 149/2022 (riforma Cartabia) |
| Claim for TFR (liquidation payment) | 5 years statute of limitations | CC art. 2948 |
| Wage claim (retribuzione non pagata) | 5 years from each payment due | CC art. 2948 |
The TFR is a mandatory severance fund paid to every employee on termination, regardless of reason. It accrues at 1/13.5 of annual gross salary per year (CC art. 2120).
| Gross Annual Salary | Annual TFR Accrual | TFR after 5 years | TFR after 10 years |
|---|---|---|---|
| €25,000 | €1,852 | €9,259 | €18,519 |
| €40,000 | €2,963 | €14,815 | €29,630 |
| €60,000 | €4,444 | €22,222 | €44,444 |
| €80,000 | €5,926 | €29,630 | €59,259 |
TFR accrued since 2007 is contributed to INPS (Fondo di Tesoreria) for firms with 50+ employees. For smaller firms it remains with the employer. TFR is taxed at a 5-year average IRPEF rate (tassazione separata).
Sources: D.Lgs. 23/2015 (tutela crescente); L. 300/1970 art. 18 (Statuto dei Lavoratori); L. 604/1966 (individual dismissals); CC art. 2120 (TFR); CC art. 2119 (giusta causa); D.Lgs. 149/2022 (Riforma Cartabia — procedural reforms).
