Skip to main content
Looking for help? Contact our Help & Support Team

Welcome to Italy!

Looking to conquer the world of business without getting tangled up in international employment complexities? We got this.

No cultural barrier or legal obstacle will stand in your way with us in your corner. We tailor our services to fit your unique needs so you shine no matter where you operate in the world.

Why You're Here!

Creating a worldwide workforce is a continuous process that extends beyond a contract.

TCWGlobal surpasses the typical employer of record (EOR) by ensuring that your team receives personalized attention, ranging from smooth payrolling management to customized benefits based on your specific needs and location.

  • Hire compliantly in 150 countries
  • Provide customized service and benefits
  • Remove the risk from your organization
Fixed-Term Contracts

Fixed-term contracts are permitted in Italy. They are limited to 24 months total or 4 renewals. The Worker must be notified one month before the end date whether it will be renewed otherwise one month's salary may be owed as compensation. Terminating a fixed-term contract early is only possible by paying the Worker the wages due through the end of the contract.


In Italy, Workers recognize 11 public holidays. Workers are paid for the day off. Workers required to work on a public holiday are entitled to double pay.


Workers are entitled to a minimum of four weeks’ vacation per year, which must be used within the year it is accrued unless the Worker’s manager approves carrying it over. Carried over vacation must be used within the first six months of the next year. Managers and executives may be entitled to a longer holiday entitlement.

Sick Leave

Employers are required to pay the first three days of a Workers absence due to illness. After that, the Worker is paid by the Italian Social Security Agency.


Overtime is generally considered all hours worked over 40 in a week. Under no circumstance may a Worker be required to work more than 48 hours in a 7-day week. A premium for overtime may be due depending upon the relevant collective bargaining agreement.


Dismissals are strictly regulated in Italy. A termination is only lawful in the event of a restructuring or worker misconduct. Poor performance may qualify as worker misconduct if there is evidence that the performance was the result of the Worker’s negligent behavior. If there is just cause, notice must be provided in accordance with the employment contract or collective bargaining agreement. At termination, the Worker is due any accrued but unused vacation as well as a mandatory severance called "TFR", equal to 7% of the gross contract value.

How an EOR Can Help You Win Fast

TCWGlobal stands unmatched as the leading employer of record service provider. Our global reach, expertise in diverse industries, and commitment to client satisfaction makes us the best choice. Looking for a global employer of record or international payrolling partner that will work with you and not for you? Trust TCWGlobal. We are here for you.

Common Pitfalls in Choosing an EOR

When choosing an Employer of Record (EOR) service, people often make mistakes such as overlooking compliance, global reach, technology integration, company experience, and fee transparency. Watch this video to see what to consider when picking an EOR. 

Screen shot of the orders page in StaffingNation


Unleash global talent with our hassle-free payrolling and staffing services.

Tap into global talent effortlessly. As the employer of record, we handle liability, governance, and compliance. Say goodbye to administrative burdens. Contact us now.