Final go-ahead for the Work Decree. From resignation to smart working: here are the changes

Less constraints on the use of seasonal labour. Time limits and employment percentages have been removed for the use of temporary workers hired by employment agencies. These are some of the changes contained in the Collegato Lavoro bill, the 33-article measure approved by the Senate with 81 yes, 47 no and one abstained. The measure thus becomes definitive since it had already been given the green light by the Chamber of Deputies last 9 October. During the examination in the Commission and in the Chamber of Deputies, all the amendments of the opposition, which had promised battle, were rejected.

Among the new features, for dismissals due to "conclusive facts" if the worker's unjustified absence lasts longer than the timeframe envisaged by the collective labour agreement or, in the absence of a contractual provision, longer than 15 days, the employer notifies the National Labour Inspectorate to ascertain the truthfulness of the facts and the employment relationship is understood to be terminated at the worker's will. In addition, telematic and audiovisual connections are also introduced for all trade union conciliations of labour disputes.

On smart working, it was confirmed that the employer's communication, electronically to the Ministry of Labour, of the workers and the start and end date of agile work must be made within five days of the start date of the period. Also approved was an amendment on the hybrid mixed-cause contract, with the possibility of hiring a worker partly with an employee contract, partly with a self-employed relationship with VAT, benefiting from the flat-rate regime for self-employment income.

In addition to the so-called 'seasonal' workers identified by decree (Presidential Decree of 1963), seasonal work also includes activities organised to cope with intensifications of work activity in certain periods of the year, or technical-productive needs or those connected to the seasonal cycles of the production sectors or markets served by the company, as provided for by the collective agreement. Moreover, it will always be possible to work during the wage supplementation fund: a worker who is employed or self-employed during the period of wage supplementation is not entitled to the relevant treatment for the days worked for an employer other than the one who has resorted to the same treatments. Among the new features is the possibility of transforming apprenticeship for vocational qualification and diploma also into professional apprenticeship or high-level training and research apprenticeship, after obtaining the vocational qualification or diploma.