Government measures in key jurisdictions 4th edition - Flipbook - Page 75
Italy
In addition, a 30% exemption from social security obligations has been introduced for companies active
in the South of Italy and in relation with all their employees (both newly or already hired) for a period of 3
months from 1 October 2020. This relief will become available only after the approval from the European
Commission.
The Italian Government also introduced the following new and exceptional schemes to support
individuals:
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Bonus for on-site employees: a non-taxable salary increase of €100 pro-rated was granted for the
month of March to employees who worked on site and not at home (and if his/her annual income
does not exceed €40,000 gross);
Paid Parental leave: an extraordinary leave of 30 days (in the overall), to be used in the period
between 5 March and 31 July 2020, is made available to parents of children under 12 (without age
limits for disabled children), only if the other parent is not unemployed or suspended under a social
program. The leave is paid by INPS with an allowance equal to 50% of the salary. As an alternative,
parents may request a voucher of €1,200 for baby-sitting services (to be used also for summer
centres/child care services) that can be used for services until 31 August 2020;
Unpaid Parental leave: an unpaid leave is made available to parents of children aged under 16 for the
period of school closure that can be used by one parent (only if the other parent is not unemployed or
suspended under a social program).
Remote Working: in general, the Italian Government recommends maximizing the use of home work
which until 15 October 2020 can be implemented without entering into individual agreements which
are otherwise required by law. Also other bureaucratic steps have been lightened (including in terms
of health and safety information obligations). Parents with children under 14 are entitled to work
remotely until 14 September 2020, if their tasks can be reasonably carried out from home and only if
the other parent is not unemployed or at home because suspended under a social plan. The same
right is provided, until 15 October 2020, in favour of disabled employees, their cares or employees
with immune-depressive diseased or their cares and in favour of fragile employees who are more
exposed to the risks of the COVID-19. Also, employees with reduced working capacity have priority in
accessing remote working.
Additional leave for disabled people: the ordinary leave granted to people with serious
disabilities or employees who take care of people with serious disabilities (Law no. 104/92) has
been increased by 12 days in March and April 2020 and by further 12 days in May and June (to be
added to the ordinary 3 per month and therefore for a total of 18 days in March and April and
other 18 days in May and June). The leave is paid by INPS (without salary reduction).
Employees affected by Covid-19 or quarantined: in both cases employees must be
considered on sick leave. If Covid-19 has been contracted on the workplace, the periods of
quarantine and self-isolation are considered leaves due to accident at work and thus indemnified
by the competent public insurance authority (INAIL).
Vulnerable Employees: until 31 July 2020, disabled employees or employees affected by
serious diseases had the right to be absent from work and this absence is treated as
hospitalization and so this period of absence will be indemnified as sick leave.
Government measures in key jurisdictions