At a glance
- Italy has published Law No. 112 of 25 June 2026, converting Decree-Law No. 62 of 30 April 2026 into law and introducing measures on fair pay, employment incentives and tackling digital labour exploitation.
- The legislation establishes the principle of a 'fair wage', linked to the overall remuneration provided under national collective agreements concluded by the most representative trade union and employer organisations.
- The law also introduces changes affecting extra-curricular internships, a new economic sustainability tutor role, the employment placement of people with disabilities and company-level collective bargaining arrangements.
- New rules require proximity collective agreements to be filed with the Ministry of Labour and the National Council for Economics and Labour archive, with additional formalities applying to derogating company agreements concluded by employers with up to 15 employees.
- The legislation also introduces new provisions on employee secondments and limits temporary agency worker assignments with the same end user to 36 months, subject to any different rules under the applicable collective agreement.
Law No. 112 of 25 June 2026, converting Decree-Law No. 62 of 30 April 2026 into law, has been published in the Official Gazette. The legislation introduces urgent measures relating to fair pay, employment incentives and the fight against digital labour exploitation.
A key feature of the law is the introduction of the principle of a 'fair wage', which is linked to the overall remuneration provided under collective agreements concluded by the trade union and employer organisations that are comparatively the most representative at national level.
The conversion law also amends several areas of employment law. These changes include new provisions relating to extra-curricular internships, the introduction of an economic sustainability tutor, measures concerning the employment placement of people with disabilities, proximity collective bargaining arrangements, employee secondments and the employment continuity of agency workers.
With regard to proximity collective bargaining, Article 7-bis requires collective agreements and related arrangements to be filed with the Ministry of Labour and the National Council for Economics and Labour archive. It also introduces specific formalities for derogating company-level agreements entered into by employers with up to 15 employees where those agreements provide for less favourable treatment.
Article 16-quater introduces a pilot framework for employee secondments, which will apply until 31 December 2029. Subject to a trade union agreement, secondments may be permitted even where the seconding employer does not have its own direct interest in the arrangement, provided the secondment is intended to safeguard employment levels, ensure business continuity or preserve professional skills.
Finally, Article 16-quinquies introduces a 36-month limit on fixed-term assignments with the same hirer for workers employed on an open-ended basis by a temporary work agency, unless a different provision applies under the collective agreement used by the hirer.
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