{"id":5724,"date":"2026-07-16T19:34:32","date_gmt":"2026-07-16T17:34:32","guid":{"rendered":"https:\/\/www.crccdlex.com\/?p=5724"},"modified":"2026-07-17T11:32:03","modified_gmt":"2026-07-17T09:32:03","slug":"newsletter-july-2026-pt-1-employment-law","status":"publish","type":"post","link":"https:\/\/www.crccdlex.com\/en\/newsletter-july-2026-pt-1-employment-law\/","title":{"rendered":"Newsletter July 2026 (pt. 1): Employment Law"},"content":{"rendered":"

1) Law converting the so-called \u201cMay Day Decree\u201d published in the Official Gazette<\/h4>\n

On 27 June 2026, Law No. 112 of 25 June 2026<\/a>, converting Decree-Law No. 62\/2026 (the so-called \u201cdecreto primo maggio<\/em>\u201d), was published in the Official Gazette. The decree contains urgent provisions on fair wages, employment incentives and the fight against digital labour exploitation (caporalato digitale<\/em>)<\/strong> and entered into force on 28 June 2026.<\/p>\n

Several amendments were introduced during the conversion process compared with the decree law (analyzed here<\/a>). Among these, in particular, the adoption of an explicit definition of overall remuneration (trattamento economico complessivo<\/em>), as a reference parameter for determining adequate remuneration pursuant to Article 36 of the Constitution and as a condition for access to contribution exemptions, including fixed and continuous remuneration items, additional monthly payments, fixed allowances and general contractual welfare benefits, while excluding variable or discretionary components.<\/p>\n

Furthermore, a new maximum limit (36 months, unless otherwise provided for in the national collective bargaining agreement (CCNL) applicable to the user undertaking) has been introduced for fixed-term assignments of agency employees hired on an open-ended basis, and clauses aimed at limiting\u2014even indirectly\u2014the user undertaking\u2019s right to hire the employee during or at the end of the assignment period are expressly deemed null and void.<\/p>\n

Finally, the introduction, on a trial basis (until 31 December 2029), of a new regime for secondment aimed at safeguarding employment is highlighted.<\/p>\n

2) <\/a>COVIP: Guidelines on automatic enrolment in pension funds<\/h4>\n

On 19 June 2026, the Supervisory Commission for Pension Funds (\u201cCOVIP<\/strong>\u201d) adopted the resolution<\/a> containing Guidelines on automatic enrolment in pension funds, pursuant to Article 8 of Legislative Decree No. 252\/2005, as amended by Law No. 199\/2025.<\/p>\n

In particular, Law No. 199\/2025 introduced a mechanism for the automatic enrolment of private-sector employees into a pension fund, replacing the previous tacit enrolment mechanism. The new rules do not apply to hires made by 30 June 2026 or to employees of public administration.<\/p>\n

For employees hired for the first time after 30 June 2026, enrolment in supplementary pension schemes is automatic: upon hiring, the employer must provide information on the applicable collective agreements, the automatic enrolment mechanism, the pension scheme to which the employee will be allocated and the available options. The employee is deemed to be enrolled unless they exercise their right to opt out within 60 days, being silence deemed an expression of intent to confirm automatic enrolment. Opting out of automatic enrolment results from the decision to allocate accruing severance pay (\u201cTFR<\/strong>\u201d) to a different supplemental pension plan as provided for in Legislative Decree 252\/2005 or to retain it under the regime set forth in Article 2120 of the Civil Code.<\/p>\n

Automatic enrolment, as provided for by the applicable legislation, applies to the collective pension plan provided for by the applicable agreements or collective agreements. In the absence of agreements or collective agreements, the supplementary pension scheme to which automatic enrolment applies is the National Supplementary Pension Fund for workers in the metalworking, plant installation and related sectors.<\/p>\n

Automatic enrolment also applies to workers who are not first-time hires and who establish a new employment relationship after 30 June 2026 and who, at the time of hiring, are already enrolled in a supplementary pension plan, with the possibility of opting out within 60 days. However, this mechanism does not apply where the worker, enrolled in a supplementary pension plan, does not allocate even partially the accruing TFR to that plan.<\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

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