New laws and regulation
Workplace safety and civil protection: new measures now in force
The Official Gazette of the Italian Republic published new, urgent measures for the protection of health and safety in the workplace.
- Strengthening of supervision: Businesses must now communicate “near misses” or accidents that almost occurred but were avoided.
- Lower insurance premiums: New criteria have been introduced under Italian National Institute for Insurance against Workplace Accidents (INAIL), the Italian Public Work Insurance Authority, lowering insurance premiums for businesses that achieve positive results in the prevention and reduction of accidents.
- Increased health measures: Medical checkups can now occur during work hours, and a new type of medical checkup has been introduced for the reasonable suspicion of an employee being under the influence of drugs or alcohol.
- Expanded personal protective equipment (PPE) requirements: The employer’s obligation to regularly maintain, replace and sanitize PPE now extends to work clothes.
Renewal of the National Collective Bargaining Agreement (NCBA) for executives of the commercial sector signed
On 5 November 2025, a renewal of the NCBA for Executives of the Commercial Sector was signed.
The agreement, which will be in force from 1 January 2026 to 31 December 2028, introduces several significant changes, as follows:
- Increased total compensation package: There will be an overall EUR 800 gross increase over three years in monthly total compensation.
- Welfare credit: Contractual welfare has been strengthened by guaranteeing at least EUR 1,500 per year from 2026 to 2028.
- Expanded retirement plans: An increase from 2.47% to 2.62% in contributions to the Mario Negri Fund, which provides pensions to executives and incentives for early retirement, has been introduced. This will allow executives close to retirement to sign temporary contracts encouraging generational turnover.
- Increased insurance premiums: There will be an increase in insurance premiums borne by companies from EUR 410 to EUR 560 per year covering accidents.
- Equity and transparency: The agreement introduces measures to promote gender equality, pay transparency and contrast contractual dumping.
Case law developments
Exclusive use of English with union representatives classed as anti-union conduct
A multinational company imposing English as the only language in meetings with union representatives, even if it offers language courses, constitutes anti-union conduct. The Italian Supreme Court ruled that a company cannot impose unilaterally the use of English, as this limits the ability of delegates to participate and represent workers, violating the autonomy and effectiveness of union action.
Non-compete agreements that prevent the performance of other working activities are null and void
A non-compete agreement, with a scope and territory that is very broad is null and void. A territorial labor court of appeal ruled that a non-compete, that prevents an employee from performing any form of working activity, whether employed or self-employed, in the sector where they gained professional experience, is void because it completely prevents the employee from working.
Compensation for moral damages stemming from retaliation
An Italian labor court ruled that an employee, who is a victim of retaliation, is entitled to compensation for moral damages. In relation to this specific case, the court investigated a claim raised by a whistleblower, who was a victim of humiliation, demotion, isolation and marginalization carried out by the employer. The court stated that this unlawful behavior inherently leads to moral prejudice, with the right of the employee to compensation.
