Living and working conditions: Italy

Implementation

The national guidelines, adopted in May 2017 under a State-Regions Agreement, set out principles that the regions and autonomous provinces are required to transpose into their own legislation. They constitute a common national reference framework setting minimum quality standards for extracurricular traineeships.

These guidelines are consistent with the European Quality Framework for traineeships and subsequent relevant EU recommendations on the subject, helping to ensure greater uniformity and protection at territorial level. This includes the obligation to grant the trainee a participation allowance, the minimum amount of which is set at regional level and may not be less than EUR 400 per month.

Living and working conditions

Trainees must be covered by accident insurance and third-party liability insurance. The individual training plan must set out, among other elements, the weekly hours to be worked, the training objectives and the rights and duties of the parties involved. A traineeship may be suspended in the event of illness, accident or maternity leave. The participation allowance varies according to regional legislation, in accordance with the minimum standards set out in the national guidelines, which provide for an amount of at least EUR 400 per month.

Key information

• Ways to apply: candidates can access traineeships through various channels, including universities, employment agencies, institutional job portals, dedicated online platforms, and by applying directly to companies.
• Contracts and allowances: for extra-curricular traineeships, expenses are reimbursed in accordance with the regional regulations of the territory in which the traineeship is carried out. The amount of the allowance varies from region to region and is generally between EUR 400 and EUR 600 per month. For curricular traineeships, however, reimbursement of expenses is not compulsory, as the main purpose is to provide the trainee with a training and career guidance experience.
• Duration and objectives: applicants should be aware that the duration of traineeships may vary according to the training area and regional regulations. Training objectives are generally defined in the traineeship plan.

Where to find opportunities

Traineeship opportunities and offers can be found on the institutional websites of the regions. These opportunities are, in fact, made available by regional authorities as part of their respective labour market information systems. Extra-curricular traineeships are often used by regional authorities as an active labour market policy tool to facilitate entry into or return to the labour market.

Funding and support

Useful information can be found on the institutional sites of the regions, both on funding for training activities and on traineeships.

At national level, the following portals also provide information and consultation tools:

• https://www.lavoro.gov.it/temi-e-priorita/orientamento-e-formazione/focus-on/tirocinio/pagine/default
• https://www.cliclavoro.gov.it/focus-on/formazione/tirocini-e-stage

Living and working conditions

Since apprentices are employees, they are entitled to insurance benefits for injuries and accidents at the workplace, occupational diseases and health at work, disability and maternity. Since 2013, they have also been covered by social security insurance.

Apprentices are entitled to paid annual leave in accordance with their employment contract, in addition to public holidays.

The salaries of apprentices depend on their sector of employment, since they vary according to the collective bargaining agreement and the year in which they are hired. As regards apprenticeships linked to the education and training system (first and third scheme), the salary is proportionate to the time effectively spent on the job. As a result, external training activities are not remunerated and in-house training hours are remunerated at a minimum fixed percentage (under Legislative Decree No 81/2015, 10% for the first and second type of apprenticeship).

Where to find opportunities

There are no specific sites where you can search for apprenticeship opportunities in Italy. Please refer to the links in the other sections.

Funding and support

Useful information can be found on regional websites, including information on the funding of training activities.

In addition, there are national funding schemes to promote apprenticeships as an active labour market policy measure for youth employment:

• www.lavoro.gov.it
• www.cliclavoro.gov.it

The Italian real estate market shows significant regional differences in terms of prices and availability. Rental costs are generally higher in the historic centres of large cities and tourist areas, with moderate growth in the first quarter of 2025. The average rent for a two-room flat varies considerably depending on the city and the neighbourhood. In large metropolitan areas (e.g. Milan, Rome, Bologna) it can exceed EUR 1 100–1 400 per month, whilst in small and medium-sized towns or in southern Italy it may be less than EUR 600–700. The main sources for finding accommodation include:

Internet: specialised websites such as Immobiliare.it offer plenty of choice.

Estate agencies: useful for those seeking professional assistance to find a property and manage the contract.

Local advertisements: published in trade publications or displayed on the notice boards of universities and public places.

Social networks and dedicated groups: forums where direct offers from private individuals are shared.

Rents can be very high, especially on the free market. For those looking for a more affordable option, canone concordato or price-controlled rents offer price-capped contracts with tax breaks for tenants and landlords. A widespread practice among young people is house or flat sharing, whereby rent and household bills can be divided between all the tenants. Long-term lease contracts are renewed every four years and must be registered with the Revenue Agency using the RLI (property lease registration) form, updated in 2024.

When buying a property, it is essential to consult a notary to check the conditions and draw up a contract. In addition, after signing a lease or purchase agreement, you will need to contact providers of services such as electricity, gas and water. Lastly, you should communicate your address or residence promptly to the relevant public records office.

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There are several online tools you can use to identify educational institutions of all kinds and grades, when choosing a school in Italy.

Scuola in Chiaro is the official portal of the Ministry of Education and Merit (MIM). It provides information on nursery schools, primary schools, upper and lower secondary schools, and vocational and adult training centres. By searching for geographical location or specific criteria, you can compare schools and view details of educational opportunities, services and educational outcomes.

UniversItaly is the specific portal to use for searching for universities, academies and conservatories. It offers information on degree courses, access requirements and study pathways, making it easier for students to choose.

Nurseries: Municipalities and private facilities run day nurseries for children aged 0 to 36 months. To find a day nursery, consult the websites of municipalities or platforms such as PagineBianche and PagineGialle, which provide up-to-date lists of available facilities.

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The implementation of the principle of free movement of people, is one of the cornerstones of our European construction, has meant the introduction a series of practical rules to ensure that citizens can travel freely and easily to any Member State of the European Union. Travelling across the EU with one’s car has become a lot less problematic. The European Commission has set a series of common regulations governing the mutual recognition of driving licences, the validity of car insurance, and the possibility of registering your car in a host country.

Your driving licence in the EU

The EU has introduced a harmonised licence model and further minimum requirements for obtaining a licence. This should help to keep unsafe drivers off Europe's roads - wherever they take their driving test.

Since 19 January 2013, all driving licences issued by EU countries have the same look and feel. The licences are printed on a piece of plastic that has the size and shape of a credit card.

Harmonised administrative validity periods for the driving licence document have been introduced which are between 10 and 15 years for motorcycles and passenger cars. This enables the authorities to regularly update the driving licence document with new security features that will make it harder to forge or tamper ­- so unqualified or banned drivers will find it harder to fool the authorities, in their own country or elsewhere in the EU.

The new European driving licence is also protecting vulnerable road users by introducing progressive access for motorbikes and other powered two-wheelers. The "progressive access" system means that riders will need experience with a less powerful bike before they go on to bigger machines. Mopeds will also constitute a separate category called AM.

You must apply for a licence in the country where you usually or regularly live. As a general rule, it is the country where you live for at least 185 days each calendar year because of personal or work-related ties.

If you have personal/work-related ties in 2 or more EU countries, your place of usual residence is the place where you have personal ties, as long as you go back regularly. You don't need to meet this last condition if you are living in an EU country to carry out a task for a fixed period of time.

If you move to another EU country to go to college or university, your place of usual residence doesn't change. However, you can apply for a driving licence in your host country if you can prove you have been studying there for at least 6 months.

Registering your car in the host country

If you move permanently to another EU country and take your car with you, you should register your car and pay car-related taxes in your new country.

There are no common EU rules on vehicle registration and related taxes. Some countries have tax-exemption rules for vehicle registration when moving with the car from one country to another permanently.

To benefit from a tax exemption, you must check the applicable deadlines and conditions in the country you wish to move to.

Check the exact rules and deadlines with the national authorities: https://europa.eu/youreurope/citizens/vehicles/registration/registration-abroad/index_en.htm 

Car Insurance

EU citizens can insure their car in any EU country, as long as the chosen insurance company is licensed by the host national authority to issue the relevant insurance policies. A company based in another Member State is entitled sell a policy for compulsory civil liability only if certain conditions are met. Insurance will be valid throughout the Union, no matter where the accident takes place.

Taxation

Value Added Tax or VAT on motor vehicles is ordinarily paid in the country where the car is purchased, although under certain conditions, VAT is paid in the country of destination.
More information on the rules which apply when a vehicle is acquired in one EU Member State and is intended to be registered in another EU Member State is available on this link https://europa.eu/youreurope/citizens/vehicles/registration/taxes-abroad/index_en.htm.

EU citizens may reside freely in Italy without specific obligations, but if they intend to stay in Italy for a period of more than three months they may apply for residency in an Italian municipality.

What do you need to apply for residency?

•  An identity card, passport or a valid document for travelling abroad.
•  An Italian tax identification number, if you have one.
•  The personal details and tax identification number of a family member you are moving in with.
•  Details of the property where you will be living if you are the owner, or details of the lease agreement and the property owner’s identity card if you are not the owner.

If you are moving for work:

•  documentation demonstrating your status as an employee or self-employed person.

If you are moving for study purposes and are not working:

•  proof of enrolment in an educational or training establishment;
•  self-declaration stating you possess sufficient economic resources;
•  a copy of a health insurance policy that covers risks within Italy and is valid for at least one year or for the duration of the course of study (the European Health Insurance Card is not valid).

If you move but are neither a worker nor a student:

•  self-declaration stating you possess sufficient economic resources;
•  copy of a health insurance policy valid in Italy (the European Health Insurance Card is not valid)

If you are reuniting with a family member:

•  a marriage certificate, if the reunification is between spouses;
•  a birth certificate stating the father’s and mother’s names, if the reunification is between child and parent.

Non-EU citizens

Third-country nationals must apply for a residence permit within eight working days of entering Italy, either by submitting their application at an authorised post office or directly to the Questura (police station) depending on the reason for their stay.

Most common types of residence permits:

• employment or self-employment
• study or training
• family reunification
• asylum or international protection.

Documents generally required:

• valid passport
• entry visa (if required)
• specific documents depending on the reason for entry and stay.

The local Questura with jurisdiction over the area issues the residence permit.

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The importance of transparency and mutual recognition of diplomas as a crucial complement to the free movement of workers

The possibility of obtaining recognition of one’s qualifications and competences can play a vital role in the decision to take up work in another EU country. It is therefore necessary to develop a European system that will guarantee the mutual acceptance of professional competences in different Member States. Only such a system will ensure that a lack of recognition of professional qualifications will not become an obstacle to workers’ mobility within the EU.

Main principles for the recognition of professional qualifications in the EU

As a basic principle, any EU citizen should be able to freely practice their profession in any Member State. Unfortunately the practical implementation of this principle is often hindered by national requirements for access to certain professions in the host country.

For the purpose of overcoming these differences, the EU has set up a system for the recognition of professional qualifications. Within the terms of this system, a distinction is made between regulated professions (professions for which certain qualifications are legally required) and professions that are not legally regulated in the host Member State.

Steps towards a transparency of qualifications in Europe

The European Union has taken important steps towards the objective of achieving transparency of qualifications in Europe:

• An increased co-operation in vocational education and training, with the intention to combine all instruments for transparency of certificates and diplomas, in one single, user-friendly tool. This includes, for example, the European CV or Europass Trainings.
• The development of concrete actions in the field of recognition and quality in vocational education and training.

Going beyond the differences in education and training systems throughout the EU

Education and training systems in the EU Member States still show substantial differences. The last enlargements of the EU, with different educational traditions, have further increased this diversity. This calls for a need to set up common rules to guarantee recognition of competences.

In order to overcome this diversity of national qualification standards, educational methods and training structures, the European Commission has put forward a series of instruments, aimed at ensuring better transparency and recognition of qualifications both for academic and professional purposes.

1. The European Qualifications Framework

The European Qualifications Framework is a key priority for the European Commission in the process of recognition of professional competences. The main objective of the framework is to create links between the different national qualification systems and guarantee a smooth transfer and recognition of diplomas.

2. The National Academic Recognition Information Centres (NARICs)

A network of National Academic Recognition Information Centres was established in 1984 at the initiative of the European Commission. The NARICs provide advice on the academic recognition of periods of study abroad. Located in all EU Member States as well as in the countries of the European Economic Area, NARICs play a vital role the process of recognition of qualifications in the EU.

3. The European Credit Transfer System (ECTS)

The European Credit Transfer System aims at facilitating the recognition of periods of study abroad. Introduced in 1989, it functions by describing an education programme and attaching credits to its components. It is a key complement to the highly acclaimed student mobility programme Erasmus.

4. Europass

Europass is an instrument for ensuring the transparency of professional skills. It is composed of five standardised documents

• a CV (Curriculum Vitae),
• a cover letter editor,
• certificate supplements,
• diploma supplements, and
• a Europass-Mobility document.

The Europass system makes skills and qualifications clearly and easily understood in the different parts of Europe. In every country of the European Union and the European Economic Area, national Europass centres have been established as the primary contact points for people seeking for information about the Europass system.

1. Permanent and fixed-term employment contracts with obligatory set working hours, workplace and duties. A fixed-term employment contract may not exceed 12 months, or 24 months if there are temporary and objective needs unrelated to ordinary activities or the need to replace other workers or needs related to temporary, significant and unforeseeable increases in ordinary activities, unless otherwise specified by collective agreements. Until 31 December 2026, fixed-term contracts may be entered into for or extended beyond 12 months, up to a maximum of 24 months, including:
   • where collective agreements do not provide any reason for this;
   • where reasons are identified directly by the parties to the individual contract, provided that these are technical, organisational or production needs;
   • where the reason involves replacement (e.g. replacement of an absent worker).

Employment contracts include:

• The apprenticeship contract. An open-ended employment contract aimed at training young people (the vocational apprenticeship is also aimed at recipients of unemployment benefits of any age). There are three types:
• apprenticeship for vocational qualifications and diplomas, upper secondary education diploma and certificate of higher technical specialisation;
• vocational apprenticeship;
• higher education and research apprenticeship.
• The supply contract, where the worker is legally employed by a supply agency but works for a user undertaking.
• The intermittent (or on-call) contract
• This can be applied on subjective grounds: to workers under the age of 24 or over the age of 55 (including pensioners). Otherwise, it is only for cases provided for in the applicable national collective labour agreements (CCNL).
• The collective agreement sets out the employer’s needs and the terms of use.
• A written document is mandatory.
• The maximum duration of an on-call contract may not exceed 400 days over a three-year period, with the exception of certain sectors such as tourism, the hospitality industry and the entertainment sector.
• Part time: characterised by fewer working hours than a full-time contract, which is usually 40 hours per week.

2. Freelance contracts for professionals, consultants and professional activities, including manual trades, with full autonomy concerning working hours and methods.
3. Occasional work for infrequent work of a limited scope: workers may, in total, carry out occasional work for no more than EUR 5 000 net per calendar year and no more than EUR 2 500 net with each user of their services. The upper threshold for these services cannot, under any circumstances, exceed 280 hours per year. Occasional work contracts can only be entered into by micro-enterprises (enterprises with no more than five permanent employees) and by public authorities only for special projects reserved for certain categories.
4. Domestic work is where the employer is a single natural person or a family at whose home the work is carried out, to assist in the family’s day-to-day functioning.

The main professions covered by this type of contract are domestic workers, carers and housekeepers or home help (housekeepers may have a live-in arrangement, which includes salary, board and lodging).

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In Italy, the employment contract is mandatory by law and must be drawn up in writing. It is defined as the agreement by which a worker undertakes to perform their work (whether manual or intellectual) and an employer undertakes to pay them a remuneration.

The Agreement must contain the following information as a minimum:

1. details of the parties (identity of the parties, place of work);
2. job description (job category, level, qualification, description of tasks);
3. terms of the contract (start date, duration – if applicable, probationary period);
4. working hours, remuneration and rest periods (working time, pay, annual holidays and other leave);
5. national rules and termination (applicable CCNL, notice periods).

The employer must provide each newly-hired worker with a copy of the aforementioned notice or of their employment contract, containing information on the applicable financial and legal conditions. An employment contract can be amended by collective bargaining agreements or by the employer and employee only under circumstances specified by law.

Any change to the employment relationship (e.g. pay rise, change in job description, relocation, a switch to part-time work) requires a written agreement between the parties.

The terms governing the termination of employment (resignation or dismissal), vary depending on whether the contract is fixed-term or permanent.

In the case of a permanent contract, the contract may be terminated at any time by the employee (resignation) or by the company (dismissal), but the notice period must be observed (it may range from a minimum of 15 days to a maximum of three or six months depending on length of service and the job category).

In the case of a fixed-term contract, there is no notice period, as the parties have already committed themselves to working together up to a specific date. It is not possible to terminate the contract before it expires, unless there is a mutual agreement (termination by mutual consent) or just cause. Anyone who terminates a fixed-term contract early without just cause is obliged to compensate the other party for the damage.

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People with disabilities: services for integrating disabled persons into the workplace are managed by the regions through employment centres and operate in conjunction with regional and local social, health, education and training services. Unemployed disabled persons may register on the relevant lists held by the competent authorities. Civil service and private employers are obliged to employ a minimum number of disabled workers, depending on the size of the organisation.

Under 18s. The minimum working age is the age at which a child completes their compulsory education (of 10 years) and in any event this cannot be less than 16 years of age (except for first level apprenticeship contracts which apply to 15-25-year-olds). It is illegal to employ children in dangerous or harmful jobs. Before children start work, they must have a medical check-up to establish their fitness for the job. Children may not be employed for night work, apart from some limited exceptions laid down by law. Children cannot work for more than four and a half hours without a break. Children must be guaranteed a weekly rest period of at least two days, preferably consecutive, including Sunday.

Women. Protection of working mothers. The employment of women during the two months preceding and three months following childbirth is prohibited; the full leave period amounts to five months (this is maternity leave, which is a period of obligatory leave from work). If complications occur in the pregnancy or when the working conditions are considered hazardous to the mother or unborn child, an application may be made to the Ministry of Employment and Social Policy’s inspection service to take early leave for one or more periods, of a length to be determined by the inspectors. Female workers performing heavy-duty jobs that are detrimental to pregnancy, included on a special list, must be transferred to other duties by law. Where this is not possible, the Ministry of Employment and Social Policy’s inspection service may decide to grant them leave from work throughout their pregnancy. Workers may also opt to take leave during the one month preceding and four months following childbirth if this choice does not cause any harm to the health of the mother and child.

The law also provides for a period of optional work leave (parental leave) that may be taken until the child is 12 years of age, up to a total amount of 10 months.

Night work by women. From the moment a woman has confirmed that she is pregnant and until the child reaches one year of age, she may not be employed between the hours of midnight and 6 a.m. There are no exceptions to this rule. The following are also excused from night work: a working mother with a child under the age of three or, alternatively, a working father cohabiting with her; a female or male worker who is the sole custodial parent of a child under 12 years of age living in the same household; an adoptive mother or mother with custody of a child during the first three years following adoption, but not after the child is 12, or alternatively, and under the same conditions, an adoptive father or father with custody cohabiting with her; a female or male worker who has a disabled dependant.

National Directory of Incentives

The Ministry of Labour publishes the ‘national directory of incentives’ granted to employers in relation to the recruitment of specific categories of workers.

The directory ensures transparency and coordination of incentives and is provided for in Article 30 of Legislative Decree No 150/2015.

The 2023 Employment Decree provided for the streamlining and simplification of incentives. It reduced times and costs for related applications, with digitization of procedures through the online platform incentivi.gov.it.

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The forms of self-employment are as follows:

1. entrepreneurial activities
2. liberal professions
3. professional partnerships
4. mixed contract (introduced in 2025): combines part-time employment and self-employment with the same employer and maintains the flat-rate scheme if income thresholds are respected (EUR 35 000).

Requires certification by relevant bodies (Ministry of Labour, bilateral bodies)

Information on financial support schemes granted for start-ups and self-employment, and for expanding existing businesses, is available from public job centres. Funding is managed and granted by the regions or by the relevant public authorities, and may be allocated by way of European, national or regional funds.

In general terms, funding may include subsidised loans or non-repayable grants, always on the basis of a business plan.

The main websites for information are those of the regional and national authorities.

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Article 36 of the Italian Constitution states that workers are entitled to remuneration commensurate with the quantity and quality of their work and in all cases to an adequate remuneration ensuring them and their families a free and dignified existence. The law does not set a minimum wage guaranteed to all workers; it is common practice for the purpose of establishing a minimum wage to refer to the national collective agreements (CCNL), which also cover workers who are not affiliated to trade unions.

The sum of all the items in the payslip makes up gross pay, from which social security contributions and withholding taxes are deducted.

Social security contributions are required by law and are calculated as a percentage of basic pay: one part is paid by the employer and one part by the worker. Remuneration comprises everything the worker receives in cash or in kind, minus any deductions. However, some items are excluded from remuneration and are not subject to contributions, for example: family allowances, sums spent on scholarships, nursery schools and summer camps for employees’ families. The contributions must be paid every month and declared by the employer to the INPS.

Once the contributions have been deducted from gross pay, the result is the taxable base, from which taxes are deducted. What is left at the end is net pay.

Remuneration comprises fixed and variable parts.

Fixed payments include:

• Basic pay or minimum pay constituting the remuneration for a particular job. Each occupation is assigned a job grade with its own minimum pay rate.
• Cost-of-living allowance, which is a mechanism for adjusting pay automatically in line with inflation.
• EDR wage supplement.
• Seniority increase, which is the part of the worker’s pay linked to length of service at the firm within the same professional category.
• Supplement to minimum pay (superminimo), agreed through individual or plant-level bargaining, and linked to the worker’s professional skills.
• Additional monthly payments (thirteenth and/or fourteenth month, based on the provisions of collective agreements) generally covering periods longer than the normal period of pay.

Variable payslip elements include:

• pay increases for overtime, night work and work on public holidays;
• statutory allowances, such as payment in lieu of holidays;
• contractual allowances, such as productivity/performance bonuses and lunch allowances, being on-call, working unsociable hours, travel and cash allowances.

Payment of remuneration must be accompanied by a payslip (or salary statement). The payslip must include the worker’s details and professional grade, the period to which the wage refers, the family allowances and all other elements of remuneration, as well as an itemised list of deductions. The employer arranges to pay the net remuneration by cheque or transfer into a bank or post office account or in cash (for amounts under EUR 3 000).

From 1 January 2025, the three IRPEF rates are confirmed:

• 23% up to EUR 28 000,
• 35% from EUR 28 001 to EUR 50 000,
• 43% more than EUR 50 000.

Moreover:

• Deductions for income from employed work (up to EUR 1 955) have been increased.
• The no tax area has been extended up to EUR 8 500.

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Working time is generally set at 40 hours per week, not necessarily calculated on the basis of a working week but for each seven-day period. In both public and private employment, during the COVID-19 health emergency, whenever possible, arrangements for remote working should be made (teleworking or ‘smart’ working, the latter offering more flexible arrangements than teleworking). Following the health emergency, more flexible ways of working were introduced in the public and private sectors.

Collective agreements may stipulate a normal working week of less than 40 hours. There is no fixed daily limit on working hours nor is there a narrow definition of the working week; a ‘working week’ is, in fact, any period of seven days, which means an employer can select any day as the start of a reference week.

Whether or not a contract has been signed, the number of hours worked per week may not exceed 48 hours, including overtime.

The 48-hour limit is calculated over a seven-day period within a time period of no more than four months. This allows the 48-hour limit to be respected by means of a compensation mechanism: the limit may be exceeded in a working week provided the reference period includes working weeks of under 48 hours.

Workers are entitled to a rest period of at least 24 consecutive hours every seven days. The calculation of the 24 hours also includes the daily rest period (which must be at least 11 hours). The weekly rest period may also fall on a day other than Sunday and may even be arranged by means of shifts in special cases.

Workers are entitled to annual paid leave of at least four weeks. This minimum amount of leave cannot be replaced by ‘compensation for leave not taken’, unless an employment relationship is being terminated.

Working hours may also be part-time (less than 40 hours a week). The employment contract must state in writing the number of hours and the scheduling of the working hours in terms of days, weeks, months and years.

Overtime (hours in addition to the agreed working hours) is possible and can be carried out on the basis of the procedures provided for in the collective agreement and within the limits of normal working hours. An employer may require a worker to work overtime, but this must not exceed 25% of the agreed weekly hours. Overtime is paid at a rate that is 15% more than actual full hourly pay.

Night work must be stipulated in the individual contract, and is governed by the collective agreement.

Night work means a period of at least seven consecutive hours that includes the time between midnight and 5 a.m.

Remote working (or working from home is a method of implementing an employment relationship characterised by the absence of time or spatial constraints and a form of organisation by stages, cycles and goals, established by agreement between the employee and the employer. This method helps the worker to achieve a work-life balance while making them more productive.

The definition of remote working set out in Law No 81/2017 emphasises organisational flexibility, the voluntary nature of the undertaking by the parties to the individual agreement, and the use of tools to enable remote work (such as laptops, tablets and smartphones).

Remote workers are guaranteed the same treatment – financial and regulatory – as their colleagues who perform the work in the more traditional way. They are therefore protected in the event of occupational accidents and diseases, in accordance with the procedures set out by the National Institute for Insurance against Accidents at Work (INAIL) in Circular No 48/2017.

From 15 November 2017, companies that have signed individual remote working agreements can submit them via a dedicated IT platform provided on the service portal of the Ministry of Labour and Social Policy.

When submitting the individual agreement, details of the employer, the worker and the type of remote work (fixed or open-ended) and its duration must be stated. It will also be possible to amend data already entered in the system or to cancel the submission.

Companies that sign up to a large number of individual agreements will be able to issue bulk communications.

Lastly, please note that on 7 December 2021 the Ministry of Labour and Social Policy reached an agreement with the social partners on the first ‘National Protocol on Remote Work’ in the private sector.

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Holidays and leave

Employees are entitled to a break from paid work for various reasons, including:

• annual leave or holidays
• on the occasion of a public holiday.

All employees have the right to be paid if they take holidays, use sick leave or take care of a sick relative. When taking paid leave or holidays, employees are entitled to the minimum wage, excluding overtime, increments, allowances or bonuses.

Full-time and part-time workers are entitled to four weeks of annual leave per year. Some workers will be entitled to an additional remuneration called annual leave loading.

Employees start to accrue their annual leave as soon as their employment relationship begins. Annual leave may be:

• used at any time during the first 12 months of work;
• for any period of time, including individual days or part thereof.

The employer and the employee must agree on when the leave can be taken. The employer may refuse the employee’s leave request only if that refusal is reasonable.

When the employment relationship ends, the employee is entitled to be paid for leave accrued but not taken.

The amount to which the worker is entitled must also include annual leave loading if that supplement would have been paid when the employee took leave during the employment relationship.

Special leave

All workers are entitled to paid leave of three working days per year in the event of serious illness or death of their spouse or second degree relative or a partner certified to be living with them by the appropriate documentation. Alternative working arrangements may be agreed with the employer in the event of serious illness. Continuous or discontinuous leave of up to two years may be granted for serious, documented family reasons. Workers are not entitled to remuneration for this kind of leave, and the period is not included in the calculation of length of service for social security purposes. During the health emergency period, the types of leave available have been extended, in particular for certain categories of workers.

Maternity and paternity leave (compulsory leave)

Female employees may not be given work for two months prior to the expected date of childbirth and for three months following the actual date of childbirth. Before taking such leave, female workers must submit a written application to the paying institute – or INPS – and the employer, attaching a medical certificate of pregnancy indicating the expected date of birth. Throughout the period of maternity or paternity leave, a daily allowance equivalent to 80% of the most recent salary is payable by INPS, including any other allowance for sickness. Female employees may choose to take maternity leave for a period of five months, from one month before the birth and continuing for up to four months after.

Paternity leave is mandatory for employed fathers and entitles them to 10 statutory days of leave (an additional optional day may be taken if the mother voluntarily gives up one day of her leave). These days may be used by employed biological, adoptive, or foster fathers within the first five months of the child's life. Paternity leave allows the father to be absent from work for the full duration of maternity leave (three months following the birth or the remaining period thereof), in the event of:

the death or serious illness of the mother;

• the abandonment of the child by the mother;
• the father being given sole custody of the child;
• total or partial surrender of her maternity leave by the female worker in case of a child being adopted or fostered.

Since 1 January 2025, parents who work are entitled to:

• take three months paid at 80% (instead of two) within the first six years of the child’s life;
• up to 10 months in total between both parents (11 if the father uses at least three months);
• the remaining months are paid at 30% until the child’s sixth year;
• after the eighth year, the leave will be unpaid, subject to favourable income conditions.

Parental leave (optional leave)

During the first 12 years of the child’s life, the parents are entitled to take up to a maximum of 10 months’ leave in a year. During parental leave, and until the child reaches the age of six, parents may receive an allowance equivalent to 30% of their income, for a combined maximum duration of six months shared between both parents. If an individual's income falls below a specified threshold (2.5 times the minimum pension under the general compulsory insurance scheme) the allowance may be extended until the child’s eighth birthday.

Pregnant employees are entitled to paid time off during working hours to attend antenatal examinations and clinical appointments.

Both parents may also choose to request parental leave in hours rather than on a daily basis. This leave can be taken on an hourly basis equivalent to half the average daily working hours in the four-week period or month of paid work that immediately precedes the start of the parental leave.

Leave to attend to a sick child

During the first eight years of a child’s life, the parents are entitled to be absent from work when their child is ill, but they are not entitled to remuneration. A working mother is entitled to a daily rest period for breastfeeding upon application to her employer. At the end of the compulsory period of maternity or paternity leave, and any optional periods of leave taken, female and male workers are entitled to keep their job.

Study and training leave

There are three types of study and training leave:

1. leave for student workers, who can use special leave for examinations;
2. leave for training for workers with at least five years of service, suspending work for a period of up to 11 months over their entire working life;
3. leave for continuous training established by the collective agreement.

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Under the Italian system, a relationship may be terminated after the probationary period in the following circumstances:

• the company or employee ends the employment relationship where the employee has been absent beyond statutory the job retention period and period of any sabbatical leave, or in the case of a permanent disability as recognised under laws governing disability and old-age insurance;
• the company ends the working relationship with a worker who fulfils the pension requirements;
• individual dismissal for justified reasons (objective or subjective) or with good cause or under collective redundancies;
• the relationship is ended by the worker with good cause;
• resignation;
• death;
• by mutual consent or expiry of contract (in case of a fixed-term employment relationship).

To safeguard the worker, the employer must notify them of the dismissal with good cause or justified grounds in full compliance with the statutory formalities and procedures. The worker may appeal against the dismissal within 60 days of receiving notice. To ensure the effectiveness of the appeal, the worker must, within 180 days, either file for judicial redress with a Labour Court or inform the other party of a request for conciliation or arbitration (at a trade union or local offices of the regional labour directorate of the Ministry of Labour and Social Policy).

If a judge finds that a dismissal is discriminatory, null and void, made orally or due to an inability to carry out tasks because of injury or illness, the employer is ordered to reinstate the worker in the same post and to pay compensation and social security contributions.

In the event of a dismissal without just cause or justified grounds, the judge will declare the employment relationship terminated and will order the employer to pay compensation of between six months’ and 36 months’ pay. The worker only has the right to be reinstated if the judge finds that the material fact cited as the just cause or justified grounds for dismissal is not present.

In the event of dismissal without stating the grounds or in breach of the prescribed disciplinary procedures, the judge will declare the employment relationship terminated and order the employer to pay compensation, amounting to between two and 12 months’ pay.

When either the employer or the worker terminates the employment contract, the terminating party must give notice in accordance with the terms and procedures laid down in the collective agreements under Article 2118 of the Italian Civil Code. Where the terminating party fails to give notice, it is bound to pay the other party compensation equivalent to the amount of remuneration that would have been due for the period of notice.

Early retirement. With regard to the pension system, from 1 January 2012, the service pension – which allowed the retirement age to be brought forward if certain contribution requirements had been met – was replaced by the early retirement pension, which has different conditions, depending on when the person in question started paying contributions.

In 2026, access to ordinary early retirement is available with 42 years and 10 months of contributions for men and 41 years and 10 months for women. For these cases, regardless of age, there is a ‘rolling window’ of three months from the date on which the eligibility criteria are met until the first pension payment is received.

The early retirement options in 2026 are broadly categorised as follows.

• Ordinary early retirement: this requires 42 years and 10 months of contributions for men and 41 years and 10 months for women. There is no minimum statutory retirement age.
• Contributory early retirement: reserved for those who started paying contributions from 1 January 1996 onwards (‘purely contribution-based’). It requires the claimant to be aged 64 and have 20 years of actual contributions, plus a threshold allowance amount of at least three times the basic state pension (with reductions applicable depending on the number of children).
• Quota 41 for early-career workers: this allows access regardless of age, provided the person has with 41 years of contributions, has paid in at least 12 months before the age of 19, and falls within specific protected categories (e.g. unemployed, caregiver, and those in physically demanding jobs).
• APE Sociale (state-funded bridging pension): extended, this scheme allows workers in particularly difficult conditions (disabled, long-term unemployed, caregiver and those in physically demanding jobs) to retire from the age of 63 years + 5 months, provided they have accrued at least 30 or 36 years of contributions.

In the case of an old age pension, however, entitlement is conditional upon reaching a certain age. Since 2019, the retirement pension age has been set at 67 for all categories with at least 20 years of contributions.

The eligibility criteria and rules for access are set out in the specific cases set out below.

• Purely contribution-based scheme (for those who started working after 31 December 1995): in addition to the requirement of being aged 67 and having 20 years of contributions, an amount of the pension allowance must be no less than one times the amount of the social pension.
• Contributory old-age pension (at age 71): accessible to those who have at least five years of actual contributions, regardless of the amount accrued.
• Exemptions under the Amato Law: in specific cases, access with 15 years of contributions is granted for workers who have fully accrued them before 31 December 1992 or who have been authorised for voluntary contributions by that date.
• Workers in physically demanding and strenuous jobs: some categories (e.g. workers who have carried out physically demanding jobs for seven of the last 10 years, or who have a pensionable disability of 80% or more) may be eligible for preferential age requirements, e.g. from the age of 66 + 7 months or with early retirement options.
• Women in the contribution-based pension scheme: the retirement age may be brought forward (by up to one year and four months, depending on the number of children) for female workers whose pension is fully contribution-based.

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The most representative trade union confederations are the Italian General Confederation of Labour (CGIL), the Italian Confederation of Workers’ Trade Unions (CISL) and the Italian Labour Union (UIL). Note that, besides these confederations, there are a considerable number of ‘independent’ trade unions in Italy.

The confederated trade union organisations are each composed of several industry-specific unions, with national, regional and local chapters. The national-level industry unions conclude the collective national labour agreements that apply to all workers employed in a particular sector, whether or not they are union members. Workers are not obliged to join a trade union but, if they decide to do so, they must join the relevant national industry federation. They can join a union in two ways: a) by authorising the employer to make a monthly deduction from their payslip equivalent to about 1% of their gross monthly remuneration (which the employer then passes on to the relevant trade union organisation); b) by paying a membership fee directly to the union at the time of enrolment. Union membership is relatively widespread in Italy; although it is very difficult to give accurate figures, based on long tradition it can be said that the level of unionisation is on average higher than in other European countries. Trade unions also offer other types of service: legal assistance in disputes with employers, assistance with social security matters and assistance with tax matters. In companies with more than 15 employees, a workplace unitary trade union representation (RSU) is appointed by the workers based on a democratic voting system. This representation may also include trade unions other than those referred to above, provided they receive at least 5% of the workers’ votes. The RSU is empowered to negotiate, namely to discuss working conditions and any work-related topics with company management. The RSU is also tasked with discussing the decisions of the external union organisations with the workers and has a duty to participate in committees and commissions set up in the workplace by agreement between workers’ organisations and management to manage various aspects of the business jointly.

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If workers consider that their employer is not respecting their contractual and trade union rights, they may turn to a trade union organisation or a lawyer to resolve the situation and, where appropriate, obtain compensation for any financial loss sustained. In both cases, the first step is an attempt at conciliation (a form of agreement that is satisfactory to both parties), if this path is not feasible, a worker may take his or her employer to court (with the assistance of a lawyer, hired personally or by a trade union) and an employment judge will then rule on the dispute.

In Italy, it is only possible to dismiss a worker with ‘just’ cause or justified grounds; if a worker challenges the legality of the dismissal, they may take the employer to court to obtain compensation for any material damage sustained. The dismissal of a worker participating in a wildcat strike (not formally declared by a trade union) is invalid if the action is collective and is intended to protect the common interests of the workers.

A strike may be considered the main form of self-protection for workers. The right to strike. According to Article 40 of the Italian Constitution, the right to strike is exercised in accordance with the laws on such action. Individuals working within the public or private sector have the right to strike, which they may exercise without the need for union approval. The right to strike is enjoyed individually but is exercised collectively, as a call to strike must be collective. A strike may be legally called not only on issues of remuneration, but also, more broadly, on any issues relating to the workers’ general interests. Any form of strike is legal, even in forms other than the wholesale suspension of working activities, provided it does not jeopardise other constitutionally protected rights.

The exercise of the right to strike in essential public services and the safeguarding of constitutionally protected human rights is governed by Italian Law No 146/1990 (as amended and supplemented). Strikes are relatively common in Italy; the only consequence for a striking worker is a loss of earnings equivalent to the number of hours absent from work. The employer is allowed to temporarily shut down work fully or in part (this is known lockout) to put pressure on workers, unless this act constitutes anti-union conduct, meaning that it is intended to limit or prevent the exercise of union rights or the right of workers to strike.

If an employer takes direct action to prevent or limit the exercise of union rights or the right of workers to strike, the law provides for a fast-track procedure – which can be launched by the relevant local chapters of national trade unions – before an employment court to stop the unlawful conduct and remove its effects.

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The term Vocational Education and Training refers to practical activities and courses related to a specific occupation or vocation, aimed at preparing participants for their future careers. Vocational training is an essential means to achieve professional recognition and improve chances to get a job. It is therefore vital that vocational training systems in Europe respond to the needs of citizens and the labour market in order to facilitate access to employment.

Vocational education and training has been an essential part of EU policy since the very establishment of the European Community. It is also a crucial element of the so-called EU Lisbon Strategy, which aims at transforming Europe into the world’s most competitive and dynamic knowledge-based society. In 2002 the European Council reaffirmed this vital role, and established yet another ambitious goal – to make European education and training renowned globally by the year 2010 – by championing a number of world-class initiatives, and in particular by strengthening cooperation in the area of vocational training.

On 24 November 2020, the Council of the European Union adopted a Recommendation on vocational education and training for sustainable competitiveness, social fairness and resilience.

The Recommendation defines key principles for ensuring that vocational education and training is agile in that it adapts swiftly to labour market needs and provides quality learning opportunities for young people and adults alike.

It places a strong focus on the increased flexibility of vocational education and training, reinforced opportunities for work-based learning, apprenticeships and improved quality assurance.

The Recommendation also replaces the EQAVET – European Quality Assurance in Vocational Education and Training – Recommendation and includes an updated EQAVET Framework with quality indicators and descriptors. It repeals the former ECVET Recommendation.

To promote these reforms, the Commission supports Centres of Vocational Excellence (CoVEs) which bring together local partners to develop ‘skills ecosystems'. Skills ecosystems will contribute to regional, economic and social development, innovation and smart specialisation strategies.

Erasmus+

Erasmus+ is the EU's programme to support education, training, youth and sport in Europe.

It has an estimated budget of €26.2 billion. This is nearly double the funding compared to its predecessor programme (2014-2020).

The 2021-2027 programme places a strong focus on social inclusion, the green and digital transitions, and promoting young people’s participation in democratic life.

It supports priorities and activities set out in the European Education Area, Digital Education Action Plan and the European Skills Agenda. The programme also

• supports the European Pillar of Social Rights
• implements the EU Youth Strategy 2019-2027
• develops the European dimension in sport

Who can take part? Find out here.

Adult Education and Lifelong Learning in Europe

Lifelong learning is a process that involves all forms of education – formal, informal and non-formal – and lasts from the pre-school period until after retirement. It is meant to enable people to develop and maintain key competencies throughout their life as well as to empower citizens to move freely between jobs, regions and countries. Lifelong learning is also a core element of the previously mentioned Lisbon Strategy, as it is crucial for self-development and the raising of competitiveness and employability. The EU has adopted several instruments for the promotion of adult education in Europe.

A European area of lifelong learning

In order to make lifelong learning a reality in Europe, the European Commission has set itself the objective of creating a European Area of Lifelong Learning. In this context, the Commission focuses on identifying the needs of both learners and the labour market in order to make education more accessible and subsequently create partnerships between public administrations, suppliers of educational services and civil society.

This EU initiative is based on the objective of providing basic skills – by strengthening counselling and information services at a European level, and by recognising all forms of learning, including formal education and informal and non-formal training.

EU organisations promoting vocational education in Europe

With the objective of facilitating cooperation and exchange in the field of vocational training, the EU has set up specialised bodies working in the field of VOCATIONAL TRAINING.

The European Centre for Vocational Training (CEDEFOP / Centre Européen pour le Développement de la Formation Professionnelle) was created in 1975 as a specialised EU agency for the promotion and development of vocational education and training in Europe. Based in Thessaloniki, Greece, it carries out research and analysis on vocational training and disseminates its expertise to various European partners, such as related research institutions, universities or training facilities.

The European Training Foundation was established in 1995 and works in close collaboration with CEDEFOP. Its mission is to support partner countries (from outside the EU) to modernise and develop their systems for vocational training.

Political system

Italy is a parliamentary republic. The President of the Republic is elected by the Parliament in joint session for a seven-year term of office and may be re-elected. However, the Parliamentary term is five years. Executive power in Italy is exercised by the Government, which comprises the Prime Minister – appointed by the President of the Republic, ministers, deputy ministers and under-secretaries, and must have the support of both Houses. The Parliament has legislative powers and comprises the Chamber of Deputies and the Senate of the Republic.

Administrative system

The ‘Delrio Law’, in force since April 2014, redefined the boundaries and powers of local authorities by establishing metropolitan cities run by local mayors and turning provinces into ‘large area authorities’ without specifically elected or paid political staff. There are now only two directly elected regional and local administrative levels: regions and municipalities.

Judicial system

The ordinary Italian judicial system is divided into two main branches dealing respectively with civil and criminal law. The civil justice system includes the following bodies: Justices of the Peace, who have jurisdiction on civil actions of low financial value; Courts of First Instance (Tribunali): with a single judge within a territorial district. In civil cases these courts adjudicate higher-value actions and appeals against rulings of the Justices of the Peace. In criminal cases, they try criminal offences (except for the serious crimes reserved for the assize courts). In both civil and criminal matters, the rulings of the court of first instance may be appealed against before the Court of Appeal. In every Court of Appeal district, there is a Juvenile Court that deals specifically with under 18s. There is at least one Regional Administrative Court in each region. Public order is maintained by the military police (Carabinieri), the police force, the customs police (Guardia di Finanza) and the municipal police.

The Ombudsman is responsible for examining and reporting citizens' complaints of service failure by municipal departments.

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Remuneration is the employer’s main obligation to the worker in return for the work performed (see Articles 2094 and 2099 of the Italian Civil Code). In Italy, remuneration must be based on an agreement between the parties on the basis of the contractual minimum pay levels under the relevant collective agreement. Remuneration is frequently expressed net of direct taxes withheld at source and of social security contributions borne by the employer and the employee and includes all various forms of consideration paid, including the basic salary and connected bonuses, benefits in cash or in kind (basic pay, special supplementary allowances, additional months, performance bonuses and any other benefits). The amount of each individual item of pay is usually established in the individual or collective employment contract. In Italy, there is no provision for a guaranteed minimum wage, which is currently the subject of political discussion. Part of the salary provides for a reduction of the INPS social security contributions payable by the employee.

The principle of equal pay for equal work under Italian law specifically applies to the work of women compared to that of men, and that of child workers compared to that of adult workers (Article 37 of the Italian Constitution).

Individual income tax on natural persons (IRPEF) is a direct, progressive tax, proportional to the actual total of all income received by the taxpayer, who pays tax on the basis of income brackets.  In recent years, the IRPEF has undergone a number of changes in order to simplify the calculation of taxation. The 2025 Budget Law confirms the reduction of income brackets from four to three, setting the following rates:

• 23% for income up to EUR 28 000,
• 35% for income between EUR 28 001 and EUR 50 000,
• 43% for income above EUR 50 000.

This change makes the previous temporary configuration introduced in 2024 structural, allowing for greater clarity and predictability in the tax system.

Value added tax (VAT) is a consumer tax affecting every stage of production for specified goods and services. The standard VAT rate in Italy is 22%, following an increase which came into force on 1 October 2013. There are also lower rates for certain goods and services: 4%, for example for food, beverages and agricultural products; 5%, for example for some foods, 10% for tourism, catering, domestic energy and some food items.

Local taxes are taxes on housing – namely property tax (IMU) – calculated on the basis of municipal rates (excluding first homes), taxes on waste (TARI), and taxes on shared services which are paid by the owner or tenant (excluding main residence). These taxes vary from city to city.

Vehicle taxes are applied to vehicles and motor vehicles and are managed by the regions; the tariffs are calculated on the basis of kW or horsepower.

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On average, consumer prices increased by 1.0% in 2025 (+5.7% in 2023). Excluding energy and fresh food (‘core inflation’), consumer prices went up by 2.0% (+5.1% in the previous year) and, excluding energy alone, by 2.1% (+5.3% in 2023).

In 2025, the cost of living in Italy continued to rise, albeit with more moderate inflation than in previous years. Average national inflation hovered around 1.7%, with significant differences between the north and the south and between urban and rural areas.

According to the National Union of Consumers, the most expensive cities were Bolzano, Rome and Genoa, where the average increase in annual expenditure per household exceeded EUR 500. This is mainly due to the increase in prices for rent, utilities, transport and food.

In particular, the costs of renting have soared, with rents increasing by 10.6% year-on-year, reaching a national average of EUR 13.9 per square metre. The cities with the highest rents are Milan (EUR 23.2/m²), Florence (EUR 21.8/m²) and Venice (EUR 19.9/m²). However, cities such as Caltanissetta, Reggio Calabria and Cosenza still offer much lower rents, of less than EUR 6/m².

Living expenses (food, utility bills, taxes, etc.) account for a very significant portion of family income, 10% more than the European Union average of 60%. The difference reflects the difference in overall income, which for Italian families is 25% lower than the European average.

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Most properties for rent or for sale can be found through adverts on specialised websites, estate agents and private classified ads. Sale and rental prices vary by region, city and neighbourhood. When renting a house, the landlord and tenant must draw up a written agreement. The rental agreement must indicate the duration, monthly rent, notice period in the event of termination of the contract, and obligations relating to the costs of routine and additional maintenance on the property. The contract must be signed by the tenant and the landlord and registered by the landlord with the Registry Office of the Public Revenue Agency within 30 days of signing the contract. The registration tax is 2% of the annual rent. The registration must be renewed each year. The landlord will usually require a deposit amounting to two or three months’ rent, which is returned at the end of the contract. For information on types of rental agreements, contact the National Union of Private and Social Tenants (SUNIA), which has branches in all regions of Italy. To buy a house, you can take out a mortgage from banks or credit institutions for up to 75% of the total purchase price. You must consult a notary, who will check over the sale terms and conditions and draw up a deed of sale.

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Italian citizens and non-nationals legally residing in Italy are entitled to healthcare. This includes the right to choose a general practitioner for adults and, for children up to the age of 14, a paediatrician.

In order to receive healthcare, you must register for free with the national health service and select a general practitioner or paediatrician, whose names are given on a specific list available at the district offices of the health services agency (ASS).

When you register, you will be issued with a health card that you must then present to receive health services.

The health card is a personal document issued to all Italian citizens entitled to the benefits provided by the national health service (SSN).

It is free of charge and is normally valid for six years or has the same duration as the residence permit. When the health card expires, the Ministry of Economic Affairs and Finance sends a new card to all citizens entitled to use the national health service.

The health card is required when a citizen is seen by a doctor or paediatrician, collects a prescription in a pharmacy, books a test in an analytical laboratory or undergoes examination by a specialist at a hospital or a local health authority (ASL) clinic. It is needed whenever you need to certify your tax number.

The health card is produced automatically when the ASL sends the patient’s data to the health card system; the health card is delivered to the address of residence present in the tax register database at the time the card is produced.

The back of the health card acts as the European Health Insurance Card (EHIC).

The EHIC ensures access to healthcare in the European Union, Norway, Iceland, Liechtenstein and Switzerland, in accordance with the legislation in force in each country.

EU citizens who come to Italy with an EHIC (European Health Insurance Card) are entitled to emergency medical care.

They can receive medical treatment equivalent to that of an Italian citizen by presenting this card to the relevant regional health services agency (Azienda per i Servizi Sanitari – ASS).

For further information and updates, please contact the relevant local health authority (see the website for the addresses).

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Education and training system

The education system is organised as follows.

An integrated system for 0-6-year olds, non-compulsory, with a total duration of six years, consisting of:

• early education – managed by the local authorities, either directly or through agreements with other providers, by other public bodies or by private individuals, catering for children aged 3-36 months;
• nursery school – managed by the State, by the local authorities (either directly or through agreements with other providers), by other public bodies or by private individuals, catering for children aged 3-6 years.

First cycle of education, compulsory with a total duration of eight years, divided into:

• primary school, compulsory, with a duration of five years, for pupils aged 6-11;
• lower secondary school, with a duration of three years, for pupils aged 11-14.

Second cycle of education, divided into two types of pathways:

• upper secondary school, with a duration of five years, for pupils who have successfully completed the first cycle of education. Schools organise high school, technical school and vocational college pathways for pupils aged 14-19 years;
• three-year and four-year vocational education and training (VET) pathways, that are managed regionally, aimed at students who have successfully completed the first cycle of education.

Higher education offered by universities, institutions of higher education in art, music and dance (AFAM) and higher technical education institutes (ITS) with different types of pathways:

• tertiary education pathways offered by universities;
• tertiary education courses offered by AFAM institutions (higher education in art, music and dance);
• tertiary vocational training pathways offered by ITS (higher technical education institutes).

Compulsory education

Compulsory education lasts for 10 years, from 6-16 years of age. It comprises the eight years of the first cycle of education and the first two years of the second cycle (Law 296 of 2006), which can be spent in upper secondary schools – state-run – or following regional vocational training pathways.

In addition, the right to education and training and the corresponding obligation to attend applies to all young people for at least 12 years, or at least until they have obtained a three-year vocational qualification by the age of 18, in accordance with Law No 53/2003. Compulsory education can be delivered by State schools or accredited private schools (scuole paritarie) (Law 62 of 2000), which collectively make up the public education system; alternatively, it can be delivered by non-accredited private schools or by means of home schooling. However, in the latter two cases, compliance with compulsory schooling requirements is subject to specific conditions, including the successful completion of aptitude assessments.

Pupils’ parents, or those exercising parental responsibility, are responsible for fulfilling the obligation to educate children, while the municipal councils where pupils live and head teachers of the schools in which pupils are enrolled are responsible for supervising the fulfilment of this obligation.

On completion of the compulsory education period, which is usually the end of the second year of upper secondary school, pupils who do not continue their schooling are issued a certification of acquired competences (Ministerial Decree 139 of 2007).

Pupils who complete their upper secondary schooling, passing the State examination, can access tertiary education (universities, art and music academies and technical colleges). Some university degree programmes are on a limited access basis and applicants must pass an entry test.

Non-state education

Article 33 of the Italian Constitution lays down two fundamental principles: the obligation for the State to offer a state education system to all young people and the right for natural and legal persons to set up schools and educational establishments without any burden on the State.

Accredited private schools are able to issue diplomas with the same legal standing as diplomas issued by the corresponding State schools; they have full freedom as regards cultural orientation and pedagogical/educational approach and enjoy more favourable taxation if they fall under the ‘not for profit’ category.

(Source: Ministry of Education and Merit)

 There are 8 089 main institutions with resident management. These institutions comprise 129 provincial adult education centres and 7 960 schools.

Upper secondary school, pupil distribution by course for the 2023/2024 academic year: 51.4 % in secondary schools, 31.7 % in technical institutions and 16.9 % in professional institutions.

Lastly, as regards accredited private schools by level of education, with reference to the A.S. 2022/2023, these were 11 876 and 811 105 students. Subdivided as follows: nursery schools, 69.9%; primary schools, 11.3%; lower secondary schools, 5.3%; and upper secondary schools, 13.5%.

(Source: Ministry of Education and Merit – Directorate General for Information Systems and Statistics – Statistics Office; Source: drawn up based on data from the Ministry of Education and Merit – Directorate General for Information Systems and Statistics – Statistics Office).

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Italy is home to many splendid cities of art such as Venice, with its Piazza San Marco and the Ponte Rialto; Ravenna, with its Byzantine mosaics; Ferrara, with its medieval city centre; Bologna, with its Piazza Maggiore and the Torre degli Asinelli; Florence, with its Duomo and the Ponte Vecchio; Genoa, with its Porto Antico and the Aquarium; Siena, with its Piazza del Campo and the Palazzo Pubblico; Assisi, with its historic centre and the Basilica of St Francis; Rome, with its Colosseum, the Vatican and the Pantheon; Matera, with its caves and Sassi houses; Verona, with its Arena and the Ponte di Pietra; Naples, with the Castel dell'Ovo and the Vomero; Palermo, with its Cathedral and Norman Palace; L'Aquila, Pompeii and so many others provide an indelible record of its history, culture and art dating back thousands of years.

Italian culture is typified by its official language, Italian, and by a wide range of regional dialects that reflect the cultural and linguistic diversity of the different Italian regions. People in some parts of Italy, such as Sicily and Sardinia, speak dialects that are not immediately understandable to Italians from other regions. However, standard Italian is the official language of Italy and is used for official and formal communication throughout the country. Knowledge of Italian is indispensable for everyday life in Italy, especially in the workplace and in business.

One of the most popular cultural activities is visiting museums, art galleries and historical sites. Theatre and music are also very popular in Italy.

As far as recreational activities are concerned, football is a very popular sport in Italy, and many people follow the Italian football championship with great interest. The many outdoor activities on offer include trekking, climbing, cycling and swimming. These are very common, especially in mountain and coastal regions.  However, taking a stroll (fare due passi) through urban centres or parks is also common.

One of the most popular activities is to go out for an aperitif, a nice glass of wine or a casual dinner with friends. Many cities are also home to clubs and discothèques that stage music and dance events, especially at weekends.

Italy is famous for its traditional and regional cuisine.

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Birth

The birth of a child must be declared within 10 days at the Civil Status Office (Ufficio di Stato Civile) of the municipality of birth or of the parents’ place of residence, and within three days at the Health Department (Direzione Sanitaria) of the establishment where the birth took place. Registration may be carried out by one of the parents if married, by both if unmarried, or by an authorised person.

The name of the child is chosen by both parents and, in the event of disagreement, the judge decides. The newborn is automatically assigned the father's surname, but the mother’s last name can also be added, thus creating a double surname. After registration, the tax identification number (which is now the same as the health card) is sent to your home address in the following weeks.

In particular situations, such as anonymous childbirth, the mother may choose not to recognise the child and to keep her identity secret; in such cases, the birth certificate will bear entry ‘born to a woman who does not wish to be named’. For children born in Italy to foreign parents, citizenship is only registered once documentation certifying their country of origin has been submitted.

Marriage

In order to get married in Italy, one of the future spouses must go to the civil status office in their municipality of residence to provide their own personal information and that of their partner. The office will request the necessary documents. The engaged couple will have to contact the municipal council in order to set the date for publication of the marriage banns and both go along in person to sign the request

The banns will be displayed for eight consecutive days on the municipality’s official notice board, indicating the details of the spouses and the intended place of marriage. The wedding may take place three days after the banns have been taken down and within the following 180 days, unless anyone has raised any lawful objections.

In Italy there are several forms of legal recognition for couples:

• Civil marriage: performed before a registrar, it is fully legally valid.
• Religious marriage (mainly Catholic): may have civil effects if transcribed in municipal registers (‘concordat marriage’).
• Civil unions: introduced by Law No 76/2016, they apply to same-sex couples and confer rights and duties similar to those of marriage.
• De facto partnerships (Law No 76/2016): recognised even without marriage, they confer more limited protection but can be formally registered with the civil registry.

Civil unions and marriages must be declared and registered in order to be legally valid.

If both spouses are foreigners and do not speak Italian, they will be assisted by an interpreter during the proceedings and, if necessary, during the ceremony. The rules apply as long as at least one of the two spouses is resident in Italy. The marriage may be performed by the Mayor or person delegated by the Mayor, or by a Catholic minister with civil authority.

Death

The death must be reported within 24 hours to the Civil Status Office in the municipality where the death occurred. This can be arranged by family members, cohabiting partners, health workforce or funeral director, upon presentation the proof of death and an identity document of the deceased. Once the procedure has been completed, the municipality issues the death certificate, which is a key document for starting all subsequent bureaucratic procedures.

Family members can then turn to legal counsellors to be guided in the management of inheritance and succession obligations, presenting necessary documentation such as a death certificate and a will. Nowadays, many certificates can also be applied for online, which simplifies the process. Generally speaking, the Civil Status Office and professionals in the field are the main points of reference for dealing properly and in a timely manner with post-death formalities.

SPID

The Public Digital Identity System (SPID) is a simple, fast and secure code for accessing the digital services of local and central authorities. A single credential (user name and password) representing the digital and personal identity of each citizen, grants them the right to make personalised and secure use of digital services operated by the public authorities. The SPID also allows access to public services of the Member States of the European Union and of companies or traders who have chosen it as a means of identification. To obtain SPID, you must contact one of the authorised digital identity providers (e.g. Poste Italiane, Aruba, InfoCert, TIM, etc.), providing a valid identity document, tax identification number or health card, e-mail address, mobile phone number.

Procedure: (a) register on the website of the chosen provider; (b) enter your details and create your credentials; (c) perform identity verification, which may take place: (1) in person (at an office or service counter); (2) online via webcam; (3) by electronic identity card (CIE) or digital signature or by electronic identity card (CIE) or digital signature. It is often issued free of charge, although some forms of verification may incur a fee

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