Talent Wiki - Italy
Your quick guide on talent and labor compliance norms in Italy
Capital
Rome
Currency
Euro
Languages
Italian, English
Payroll Frequency
Monthly
GDP per Capita
$33,739.75
Employer Tax
30%
Talent Overview
Italy boasts of a progressive financial standing, being the 9th largest economy globally. Their economy focuses mainly on the services and manufacturing sector, which makes up three-quarters of their GDP.
Major economic hubs:
Padua, Milan and Venice
Skills in demand:
ICT professionals, Marketing, creative and Design professional, STEM occupations, Teaching professionals, and health-related occupations
Local Universities
The top local universities in Italy are listed below:
Università degli Studi di Bologna
Ranking:
Local: 1
World: 122
Università degli Studi di Padova
Ranking:
Local: 2
World: 197
Politecnico di Milano
Ranking:
Local: 3
World: 209
Università degli Studi di Milano
Ranking:
Local: 4
World: 229
Università degli Studi di Torino
Ranking:
Local: 5
World: 277
Salary Data
Some popular jobs in Italy and their respective monthly salaries are as follows:
| Job Title | Average Monthly Salary (EUR) | Average Monthly Salary (USD) |
| Financial Manager | 7,390 | 7873.64 |
| General Manager | 6,330 | 6744.27 |
| Business Development Manager | 5,940 | 6328.74 |
| Financial Analyst | 4,900 | 5220.68 |
| Business Analyst | 4,740 | 5050.21 |
| Project Manager | 4,180 | 4453.56 |
Talent Sourcing Tips
Top Local Job Boards:
Indeed Italy, Glassdoor Italy, GoogleForJobs, StepStone
Number of LinkedIn users:
17,380,000
Top Recruitment Agencies:
Adecco, NGA Human Resources Italy, Ali
Multiplier Recruitment Partner:
Employing in Italy
When looking into hiring employees in Italy, employers must be knowledgeable of the country’s employment laws, benefits, payroll, and taxes. This section will provide you with the basics of what to prepare when onboarding talents from Italy.
Employee Contract
There are no specific requirements for written Employment contracts in Italy. Oral contracts are also practiced when informally hiring employees. However, in the case of companies onboarding employees, an employment contract may only be valid when it is in writing and when it is presented to the employee within the first 30 days of employment.
There is no mandatory requirement for a specific language to be used in the contract. Employers may choose to use Italian or English language.
Probation Period
The Probation Period in Italy is up to 6 months.
Public and Provincial Holidays (2023)
| Date | Name | Type |
| 1 Jan | New Year’s Day | National Holiday |
| 6 Jan | Epiphany | National Holiday |
| 9 Apr | Easter Sunday | National Holiday |
| 10 Apr | Easter Monday | National Holiday |
| 25 Apr | Liberation Day | National Holiday |
| 1 May | International Workers’ Day | National Holiday |
| 2 Jun | Republic Day | National Holiday |
| 15 Aug | Assumption Day | National Holiday |
| 1 Nov | All Saints’ Day | National Holiday |
| 8 Dec | Immaculate Conception | National Holiday |
| 25 Dec | Christmas Day | National Holiday |
| 26 Dec | St Stephen’s Day | National Holiday |
Employee Leaves
| Type of Leave | Time Period | Mandatory |
| Annual Leave | 4 weeks | Yes |
| Sick Leave | First 3 days unpaid | Yes |
| Maternity Leave | 5 months | Yes |
Payroll
Payroll Cycle
Employees in Italy are paid on a monthly basis.
Minimum Wage
Though there is no statutory minimum wage in Italy, it is decided by collective bargaining agreement on a sectoral level.
Overtime Pay
The standard working hours in Italy are 40, with about 8 hours a day on an average. Any hours exceeding the regular 40 working hours a week are considered overtime and should get paid at 10% over their standard rate. Eight hours of overtime can be approved and fixed by the company.
Bonus
13th-Month Pay
While it is not mandatory, quite a few employees in Italy are entitled to additional months’ remuneration (13th-month salary), generally paid in December.
Employee Benefits
Employment laws in Italy have ensured that employees in the country are well covered through the statutory benefits mentioned below. But employers can go above and beyond the mandatory benefits and give their employees more perks which may include:
- Life Insurance
- Medical Insurance
- Meal Allowance
- Fuel Card (Transportation)
- Accident Insurance
Taxes
Employer Payroll Tax
| Type of Contribution | Contribution |
| Social Security | 30% |
Employee Payroll Tax
| Type of Contribution | Contribution |
| Social Security | 10% |
Employee Income Tax
Income tax is levied at a progressive rate on all annual income as follows:
| Income Group | Tax Rate |
| Up to 15,000 | 23.00% |
| 15,000 – 28,000 | 25.00% |
| 28,000 – 55,000 | 35.00% |
| Over 55,000 | 43.00% |
VAT
Italy follows a standard rate of 22%.
Offboarding & Termination
The contract can be terminated if the employment relation cannot be maintained:
- Incase of breach of employment contract
- When such an event occurs, even outside the employment relationship, which has an impact in the working environment causing the deterioration of the relationship between the employer and the employee
The Notice period for employees in Italy is as following:
| Employment Tenure | Notice Period |
| 9 month | 10-75 days |
| 4 years | 10-75 days |
| 20 years | 30-180 days |
Severance pay is not a requirement in Italy. However, employees who have been dismissed or have resigned are legally entitled to the Trattamento di Fine Rapporto (TFR).
According to the Italian Civil Code, any employee terminated, regardless of the reason, has the legal right to receive a leaving indemnity or the TFR. The calculation of it is as follows:
- Employee’s gross annual salary divided by 13.5.
- Deduct a withholding tax of 0.5% for the Italian Social Security / pension agency (INPS). This payment will fund the INPS to ensure that workers receive their TFR in the event that the company is incapable of doing so.
Visa and Immigration
Since Italy is a member of the EU, immigration in the country follows the rules surrounding Schengen Visa. The same follows for work visas, tourist visas, etc.
Working in Italy would require employees to legally comply with the visa regulations in the country. An employee must first secure a job before applying for a work visa. Employers will then be applying for their employees’ work permit to legally work in the country.
