The new reporting obligations for workers that will come into force with the Transparency Directive (2019/1152) will apply to business relationships with a predominantly personal service, long-term consultancies, occasional service contracts and temporary employment.
New obligations for employers and principals with the Transparency Directive, 2019/1152. The changes in the draft legislative decree were approved by the Council of Ministers on 22 June and are awaiting publication in the Official Gazette to become effective.
Amending the current legislation, represented by Legislative Decree no. 152/1997, new information obligations are introduced for employers, which apply to new employees, and existing relationships if requested by the worker.
Information to be provided to workers
In addition to employment relationship information (such as, contract type, employer name, office location, relationship start and end date, probationary period, if any, and worker classification), the employer must provide the worker with information that was previously provided by the national collective agreement or applicable legislation. This made the employment contract more streamlined and flexible and includes subsequent changes in collective bargaining. With the decree’s entry into force, it will not be enough to refer to the collective agreement and a detailed listing of clauses and provisions will be needed. For example, the duration of holidays and any further paid leave to which the worker is entitled, the duration of the notice period and the relevant procedure in case of dismissal or resignation.
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