The law may be Italian. The problem is personal.
Most people do not start searching for an employment lawyer until something has already gone wrong.
Perhaps you have been told your job is ending. Your employer wants you to sign a settlement agreement you do not understand. You have not been paid. You are being pushed out after raising a concern. Or you are an employer who needs to restructure, discipline or dismiss an employee without exposing the business to a claim.
Employment law in Italy is detailed, deadline-driven and heavily shaped by the wording of the contract, collective bargaining agreements, workplace procedures and the facts of the individual case. The answer is rarely found in one email, one payslip or one clause of a contract.
We help you see the legal and commercial picture before you commit to a decision. That means clear advice on your rights, your risks, your evidence, your options for settlement and, where necessary, the route to formal proceedings.
You should not have to negotiate your livelihood through a language barrier
Italian employment disputes move through contracts, payroll records, workplace communications, collective agreements, formal challenge letters and, sometimes, the Labour Court. Much of that documentation will be in Italian. So will the communications from your employer, union, payroll provider, consultant or local authority.
For employees, this can be intimidating at exactly the moment you need to act decisively. For overseas employers, it can create a dangerous gap between what the UK or US headquarters expects and what Italian law actually requires.
Our lawyers advise you in clear English and handle the Italian legal process in Italian. You will know what the documents say, what the deadline means and what your realistic options are before you take action.
English-speaking Italian employment lawyers
Advice for employees, founders, HR teams and international businesses
Support across Italy, with remote appointments available
Clear strategy before substantive action is taken
Offices in London, Rome, Milan and Palermo
Practical advice on settlement, compliance and disputes
Whether you need to protect your job or your business, the earlier you act, the more options you usually have
Italian employment law affects the full relationship between employer and worker: recruitment, contracts, pay, working time, workplace conduct, sick leave, restructurings and dismissal. We advise on the issues that matter when the relationship is working, and when it is breaking down.
The 90 days are a visit. Everything after that needs a plan
As a British, American, Canadian or Australian citizen, you can usually visit Italy for up to 90 days in any 180 without a visa. That is tourism, not residence. To live in Italy, you need a national visa from the Italian consulate where you legally reside, and the visa type must match what you will actually do in Italy.
Once you arrive, the clock starts quickly. Most long-stay visa holders must apply for their permesso di soggiorno within eight days of entering Italy, and this permit, not the visa, is what legalises your stay. It is then renewed over time, and after five years of continuous legal residence you can usually apply for the EU long-term residence permit.
The route looks different for everyone, which is exactly why early advice matters. Choosing the wrong visa, or assuming a rule from a forum post still applies, can cost you a year.
Italy’s employment-law framework is currently moving quickly. In 2026, reforms have reinforced the link between pay and the national collective agreements signed by the most representative organisations, introduced new contract and payslip information requirements, and changed rules relevant to agency work, employee secondments and digital-platform labour.
For international employers, the practical message is straightforward: do not assume an Italian contract, payroll process or workforce arrangement that was compliant last year is still enough today. The CCNL used by the business, the wording of employment documents, the reality of a contractor relationship and the structure of an international assignment all need to be checked against current Italian requirements.
We also help employers prepare for the continuing impact of EU-derived reforms affecting pay transparency, family leave, remote work and workforce data. The right time to review the position is before an employee complaint, a termination or an inspection creates the urgency for you.
A clear route from first question to settled status
1
Tell us what has happened, who is involved, where the people and company are based, and what result you need. We identify the immediate risks, key facts and urgent deadlines.
2
We examine the employment contract, applicable collective agreement, payslips, policies, correspondence, disciplinary papers, settlement offer or other material. We explain what matters in practical terms.
3
We set out your realistic options, including the Italian employment-law position and any wider connection with the UK, EU, US, Canada or another jurisdiction. You receive a clear plan, not generic observations.
4
We negotiate with the other side, advise management, prepare documentation, manage procedures and, where necessary, represent you in the appropriate Italian proceedings.
5
Once the immediate issue is resolved, we help implement the agreement or outcome and identify any steps needed to protect future operations, employment arrangements or mobility plans.
Clear advice when the stakes were high
“Our UK head office needed to reorganise an Italian team quickly, but we knew that applying a UK process would create risk. The Italian Lawyer gave us a practical route, worked closely with our HR team and local advisers, and kept the process clear from start to finish.”
Clear answers about employment in Italy
Can a foreign company employ staff in Italy?
Yes, but the company must comply with Italian employment, tax, social-security and workplace rules. The correct structure depends on whether you have an Italian entity, use an employer-of-record arrangement, employ through an overseas company or engage an independent contractor.
Can I be dismissed without notice in Italy?
Only in limited circumstances. Dismissal without notice may be possible for serious misconduct amounting to just cause, but the employer must still be able to support its decision and follow the appropriate process. Most dismissals require notice or payment in lieu of notice.
What should I do if I am asked to sign a settlement agreement?
Do not sign simply because you have been told the offer expires quickly. Ask for the agreement, employment contract, recent payslips and relevant correspondence to be reviewed. A settlement may be sensible, but only if you understand what you receive and the rights you waive.
Can an employer dismiss an employee for economic reasons?
Potentially, yes. Employers may rely on genuine business, organisational or economic reasons, but the legal requirements are specific and depend on the circumstances, company size, role and process followed. Employees may be able to challenge a dismissal if the stated reason is not genuine or the procedure was defective.
Is a consultant automatically self-employed in Italy?
No. The practical reality matters. If a consultant works under the company’s direction, follows set hours, is integrated into the organisation and is economically dependent on one client, there may be a risk that the relationship is treated as employment.
Can I bring an employment claim if I do not speak Italian?
Yes. The court process and most formal documents will be in Italian, but you do not need to face it alone. We advise you in English, explain the documents and manage communication with the employer, their lawyers and the relevant Italian authorities.
How quickly should I seek advice?
Immediately if you have received dismissal papers, a disciplinary notice, a settlement agreement, a formal complaint or a deadline. Employment matters can have short challenge periods, and early advice usually gives you more options.
A phone call can turn a confusing move into a clear plan
You do not need to have the right visa name before you contact us. Tell us where you are, what you want to do in Italy and who is coming with you. We will tell you honestly whether the route you have in mind works, what the alternatives are, and what the process is likely to involve.
Your enquiry is confidential and without obligation. We explain the plan in plain English and handle the Italian side for you, so you can focus on the move itself rather than the bureaucracy behind it.
Prefer to call directly?
Call us now on +44 (0)20 3300 0777 or complete the form below and we will get back to you within one working day.
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