Business · Employer of record
Employer of record in Italy
Employing someone in Italy through an employer of record: social contributions, why there's no national minimum wage, the 13th month, TFR severance, probation, notice and the collective agreement that sets most terms.
Checked on 16 October 2026. The headline rules for a standard employee, from official sources where they opened and law firm, PwC or specialist publisher guides where they didn't; each line names its source. Sectors, collective agreements and contracts can change them. This is general information, not legal advice.
Know this first
- The collective agreement (CCNL) decides pay, probation, notice and any 14th month, so ask your provider which one it will use.
- Contribution rates vary a lot by sector and size; PwC's 30% is a rough guide, not a quote.
- Some of the collective agreement details come from secondary guides, because the official texts didn't open for us.
Employing someone in Italy
- Employer costs on top of salary
- About 30% of pay in social contributions, with the employee paying about 10%, according to PwC; the exact rate depends on sector, company size and job. Add INAIL accident insurance, which varies with the risk of the work, and TFR severance, which builds up at about 7.4% of pay a year. PwC Worldwide Tax Summaries, Italy, July 2026, Civil Code art. 2120 (Brocardi)
- Minimum wage
- There's no national minimum wage. Pay is set by the national collective agreement (CCNL) for the sector, and a 2026 law made those agreements the reference point without setting a figure. Decree-law 62/2026 as converted by Law 112/2026, Informazione Fiscale, May 2026
- Holiday
- At least 4 weeks a year, which can't be swapped for pay except when the job ends. 12 national public holidays from 2026, now including 4 October (St Francis). Studio Cataldi, Legislative Decree 66/2003, Normattiva, Law 151/2025, Informazione Fiscale, October 2026
- Working hours
- 40 hours a normal week, and no more than 48 on average including overtime. Collective agreements can set fewer. INPS, circular 181/2003
- Probation
- Up to 6 months, and the clause must be in writing or it doesn't count. Collective agreements can set shorter periods. FiscoeTasse, the 2022 transparency decree
- Notice from the employer
- Set by the collective agreement, by job level and length of service, not by a number of days in the law. Under the commerce agreement, for example, it runs from 15 to 120 days, according to a 2024 summary. Lexplain, commerce agreement notice, 2024
- Severance
- TFR is due whenever employment ends, for any reason: each year adds a year's pay divided by 13.5, revalued each year by 1.5% plus 75% of inflation. Dismissal needs a just cause or justified reason. If it's found unfair, staff hired since March 2015 get 6 to 36 months' pay, or 3 to 18 at employers with 15 or fewer staff. Civil Code art. 2120 (Brocardi), ItaliaOggi, July 2025
- Extra pay the law requires
- A 13th month (tredicesima) for every employee, paid with December pay. A 14th month is due only under some collective agreements, including commerce, where it's paid in July. Lexplain, 13th and 14th month
- Contract
- The written contract, or a copy of the hiring notice, must be given before work starts, with other details within 7 days and some within a month. We found no rule on language. National Labour Inspectorate, circular 4/2022
- Payroll and tax
- The employer withholds income tax and the employee's contributions and pays them by the 16th of the next month. The hire must be notified online, normally by the day before work starts. NT+ Fisco (Il Sole 24 Ore), December 2025, Regione Piemonte, compulsory notifications guide
- Sick pay
- INPS pays 50% of average daily pay from day 4 to day 20, and 66.66% from day 21 to day 180; the employer advances it through payroll. The first 3 days and any top-up depend on the collective agreement. INPS, sickness benefit guide
Providers and what they say about Italy
What each provider's own website says about Italy, in order of its published starting price. None of them publishes a separate price for Italy; the starting prices are worldwide or regional (Papaya quotes EUR 650 in Europe), and what you pay is set by quote.
| Provider | Covers Italy? | What it says | Starting price a month | |
|---|---|---|---|---|
| Skuad | Yes, on its own site | Listed in its coverage list | From USD 199 | Go to Skuad |
| Pebl (formerly Velocity Global) | Has its own page for it | - | USD 399 | Go to Pebl (formerly Velocity Global) |
| Multiplier | Has its own page for it | - | From USD 459 (annual), USD 499 monthly | Go to Multiplier |
| Deel | Yes, on its own site | - | From USD 599 | Go to Deel |
| Remote | Yes, on its own site | Says it has its own entity | From USD 599 | Go to Remote |
| G-P (Globalization Partners) | Not stated | - | From USD 599 | Go to G-P (Globalization Partners) |
| Atlas HXM | Yes, on its own site | - | From USD 599 | Go to Atlas HXM |
| Papaya Global | Not stated | - | From USD 650 (EUR 650 in Europe) | Go to Papaya Global |
| Oyster | Not stated | - | From USD 699 | Go to Oyster |
| Rippling | Not stated | Says 80 countries, with no list | Quote only | Go to Rippling |
Coverage is each company's own claim, from its country pages and coverage lists; we haven't checked how each one employs there. Ask whether it uses its own company or a partner in Italy.
Other countries
Employer costs, leave, notice, severance and the catches, with the providers that cover each one.
United KingdomIrelandGermanyFranceNetherlandsSwedenSwitzerlandBelgiumSpainPortugalPolandRomaniaCanadaAustraliaSingaporeJapanIndiaPhilippinesSouth AfricaMexicoBrazilColombiaChileArgentina
All 25 countries side by side: employer cost at your salary, holiday, notice and redundancy pay