Italian Employment Law: An Overview

Italian employment law separates two things an anglophone reader tends to fold together: whether a termination was lawful, and what money is owed once it happens. Both questions have detailed, specific answers in Italian law, and they do not turn on the same rules.

This page orients that landscape across six specific topics this site covers in depth, dismissal in its several forms, resignation, notice, severance pay, and the unemployment benefit, and points to the dedicated page for each.

Information verified on 20 July 2026. This page provides general legal information and does not constitute legal advice for an individual situation.

Dismissal: three grounds, two regimes

Italian law does not let an employer dismiss a worker for any reason at all. A dismissal has to fit one of three recognised grounds, giusta causa, giustificato motivo soggettivo, or giustificato motivo oggettivo, each carrying a different notice consequence, and the compensation available if a dismissal is later found unjustified depends heavily on when the worker was hired: before or after 7 March 2015 triggers two genuinely different legal regimes.

Our page on dismissal in Italy maps the whole structure, including the indemnity bands under each regime and the strict deadlines a worker must meet to challenge a dismissal at all. Where the ground is the gravest one, giusta causa, a mandatory disciplinary procedure has to run first, and getting that procedure wrong can unwind an otherwise valid dismissal. That procedure, and what conduct actually meets the giusta causa threshold, is covered on our page on dismissal for just cause.

Resigning: an online procedure, not a letter

A worker who wants to leave a job cannot simply hand in a letter. Since 2016, resignation from most private sector jobs is effective only when filed through a mandatory government online procedure, and a 2025 reform added a new consequence for an unauthorised absence, treating it in some circumstances as a resignation the worker never actually filed. Our page on resigning from a job in Italy covers that procedure, the window to change your mind, and what it does to a NASpI claim.

Separately from whether a resignation is valid, a resigning worker generally owes their employer a notice period, and how long that period runs is not set by a single national number. It comes from the CCNL that applies to the worker's own sector and level. Our page on notice periods when resigning covers how to find the real figure and what happens financially if the notice is not worked.

The money: TFR and NASpI

Two separate payments matter regardless of how a job ends. TFR, severance pay, is deferred compensation that accrues every year of employment and is paid out whenever the relationship ends, for any reason at all, including a resignation. It is not a penalty for being dismissed and not a bonus, and it has no close US equivalent. Our page on Italian severance pay works through the calculation with a full worked example.

NASpI, by contrast, is only available where a job loss was involuntary and specific contribution requirements are met. It is not automatic, and an ordinary voluntary resignation generally does not qualify for it. Our page on NASpI, Italy's unemployment benefit covers eligibility, the calculation formula, and the deadline to file.

A structural note on figures

The compensation for an unfairly dismissed worker in Italy is judge set within a statutory band, not a fixed formula tied to years of service, since the earlier formula was struck down by the Corte Costituzionale in 2018. None of the six pages in this section, including this one, can tell an individual reader a guaranteed euro figure for their own situation; each states the rule and the mechanics that a specific case would be measured against. For the fuller range of Italy coverage on this site, see the Italy hub.