The Chamber of Deputies gave the green light to the Labour Bill, here are all the novelties: less stakes on resignations and conciliations

Telematic mode and audiovisual connections also for all trade union conciliations of labour disputes. Less burdens and constraints on the use of seasonal work; and on resignations 'for conclusive facts' there is the clarification that if the worker's unjustified absence lasts longer than the terms provided for by the collective labour agreement or, in the absence of contractual provision, longer than 15 days, the employer notifies the National Labour Inspectorate (which is called upon to ascertain the truthfulness of the facts) and the employment relationship is understood to be terminated at the worker's will (the rationale is to prevent opportunistic behaviour in order to obtain the Naspi). These are the latest changes envisaged by the amendments approved by the Chamber of Deputies to the so-called 'collegato lavoro' (connected labour law) ready for the final rush in Montecitorio. Today, 9 October, the House gave the go-ahead with 158 votes in favour, 121 against and 2 abstentions. The measure now passes to the Senate for the final go-ahead.

The measure, some thirty articles in total, rapporteur Senator Tiziana Nisini, then opens up a series of simplifications on the subject of temporary employment. In the meantime, it excludes from the calculation of the quantitative limits relating to the fixed-term administration of workers - which cannot exceed 30 per cent of the number of permanent workers employed by the user on 1 January of the year in which the contracts are signed - cases in which the fixed-term administration concerns workers hired by the administrator on an indefinite-term basis or workers with certain characteristics or hired for certain requirements (performance of seasonal activities or specific shows, start-ups, replacement of absent workers, workers over 50 years old). The provision according to which, if the contract between the staff leasing agency and the worker is for an indefinite term, the limits on the overall duration of the fixed-term mission at a user entity, currently equal to 24 months, do not apply; and the use of Formatemp resources earmarked for open-ended contracts is also allowed for the training of employees with fixed-term contracts.

On seasonal work, an important authentic interpretation is provided, according to which, in addition to the so-called 'seasonal' work 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 labour agreement.

Another novelty is that it will always be possible to work during the redundancy fund. In fact, 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 treatment (one loses the right to the CIG treatment if one does not give prior notification to the INPS).

It also specifies that the duration of the probationary period in fixed-term contracts is set at one day of actual performance for every 15 calendar days from the date of commencement of employment (this period may not be less than two days nor more than 15 for relationships of up to six months, and 30 days for those between six months and one year).