There is no statutory minimum wage in Italy, but national collective bargaining agreements set minimum wages on a sector-by-sector basis.

For customers of Remote, salaries are monthly based, for work between the first and last day of the month, as well as an additional 13th and 14th month payment.

Employee payments will be made in equal monthly installments on or before the last working day of each calendar month, payable in arrears.

The 13th month salary is paid around mid-December and the 14th month salary is paid around mid-June.

Note that collective agreements in Italy usually determine whether these additional salary payments are required. Many collective agreements mandate one or both of the 13th and 14th month salaries.

We can help you get a new employee started in Italy fast. The minimum onboarding time we need is only 3 working days.

Our team ensures your employees are onboarded and paid as quickly as possible while keeping your business compliant with all local employment legislation. The minimum onboarding time begins after the employee submits all required information onto the Remote platform. The onboarding timeline is also dependent upon registration with local authorities.

For all non-nationals of the country of employment, the Right to Work assessment (if applicable) will add three extra days to the total time to onboard. There may be extra time required if we need to follow-up on the right to work assessment.

Please note, payroll cut-off dates can impact the actual first day of employment. Remote has a payroll cut-off date of the 10th of the month unless otherwise specified.

All full-time workers are legally entitled to a minimum of four week's paid holiday leave a year. In addition, full-time workers have 12 public holidays a year. Individual contracts can provide for a longer period of holiday entitlement and holidays cannot be replaced by a payment in lieu. Amount of holiday leave also depends on the national collective agreement that the employment contract is under.

Employees are entitled to five months of full paid salary. Usually, one month is taken before the birth of the child and four months are taken after. Expecting mothers are entitled to six weeks of pregnancy leave (before the due date) and at least eight weeks maternity leave (after childbirth). Fathers can take seven days of paid paternity leave within five months of the child being born and can take a further day in place of the mother.

In addition to maternity and paternity leave, parents can take extended unpaid parental leave for up to 10 months. For a mother, this can be up to six months in addition to the maternity leave. A mother who chooses not to take this unpaid leave is eligible to work six-hour days until the child is 12 months old.

• Adoption: upon adoption of a child, employees are entitled to 3 months of maternity or paternity leave and employees are entitled to the same financial benefits of natural children. Parents can also take parental leave in the first three years the child is in the family for same periods and financial benefits. Applies to both parents.
• Work-related injury leave: collective bargaining agreements or individual contracts generally provide for a period paid time off in the caseof work injury. The period is generally between 6 and 12 months and applies for both a single period of sick leave and multiple periods. The employee is entitled to keep their job and receive their salary in proportion to the period set out in the collective bargaining agreement or individual employment contract.