{"id":2501,"date":"2024-10-06T11:07:11","date_gmt":"2024-10-06T09:07:11","guid":{"rendered":"http:\/\/159.65.127.138\/?p=2501"},"modified":"2026-04-13T10:51:46","modified_gmt":"2026-04-13T08:51:46","slug":"working-in-italy-for-a-foreign-company","status":"publish","type":"post","link":"https:\/\/taxing.it\/it\/working-in-italy-for-a-foreign-company\/","title":{"rendered":"Working in Italy as an Employee of a Foreign Company"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"2501\" class=\"elementor elementor-2501\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-475d9dd e-flex e-con-boxed e-con e-parent\" data-id=\"475d9dd\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div class=\"elementor-element elementor-element-e738466 e-con-full e-flex e-con e-child\" data-id=\"e738466\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-d4dcd4e elementor-widget elementor-widget-text-editor\" data-id=\"d4dcd4e\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h2 data-block=\"true\" data-editor=\"clhnj\" data-offset-key=\"bp0js-0-0\">Working as an Employee from Italian Soil<\/h2>\n<div data-offset-key=\"bp0js-0-0\">If you are an employer outside Italy and thinking of hiring an employee who will be working from Italy, the legal, tax and social security ramifications can be complex.<\/div>\n<div data-offset-key=\"bp0js-0-0\">&nbsp;<\/div>\n<div data-offset-key=\"bp0js-0-0\">If you are an employee thinking of working remotely for a non Italian employer then the first step is to discuss the position with your employer. How the employer decides to structure the working arrangements in line with the following considerations of this article, will determine how you are going to comply with your Italian tax obligations.<\/div>\n<div data-offset-key=\"bp0js-0-0\">&nbsp;<\/div>\n<div data-offset-key=\"bp0js-0-0\">Planning and necessary actions must be&nbsp; undertaken before the move and before starting work from Italian soil. It is for example, often difficult in an Italian context to &#8220;backdate&#8221; applications to the authorities, at least without the application of penalties.&nbsp; Timescales to gather and execute\/legalise&nbsp; documents necessary for registrations can be lengthy.&nbsp;<\/div>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-cf650c2 elementor-widget elementor-widget-text-editor\" data-id=\"cf650c2\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h2>Liability of the Employer to Italian Social Security<\/h2><p>If the employee is resident in Italy and\/or working for a substantial part of their time from Italian soil as an <strong style=\"text-align: justify;\">employee<\/strong> of a non Italian employer, then the employer will likely need to register as such\u00a0 (via a representative office and legally appointed social security representative) in order to pay the social security contributions. Under Italian law social security is due based, by default,\u00a0 on where the employment is carried out.\u00a0 Exemption from the Italian charge for all or some of the contributions may be available \u00a0e.g.<\/p><ul><li><span style=\"text-align: justify;\">under <a href=\"https:\/\/europa.eu\/youreurope\/citizens\/work\/unemployment-and-benefits\/country-coverage\/index_en.htm\" target=\"_blank\" rel=\"noopener noreferrer\">EU rules<\/a> if the employee is a posted worker, or working and living in different EU countries);<\/span><\/li><li>under a specific bilateral agreement\u00a0 (e.g. the <a style=\"text-align: justify;\" href=\"https:\/\/www.ssa.gov\/international\/Agreement_Texts\/italy.html\" target=\"_blank\" rel=\"noopener noreferrer\">U.S.\/Italy Social Security Agreement<\/a>)<\/li><li>the terms of the Protocol on Social Security Coordination under the UK\/(EU Withdrawal Agreement and the <a href=\"https:\/\/commission.europa.eu\/strategy-and-policy\/relations-non-eu-countries\/relations-united-kingdom\/eu-uk-trade-and-cooperation-agreement\/meetings-eu-uk-partnership-council-and-specialised-committees-under-trade-and-cooperation-agreement\/specialised-committee-social-security_en\">EU Trade and Cooperation Agreement<\/a> and possibly the <a href=\"https:\/\/www.legislation.gov.uk\/uksi\/1953\/884\" target=\"_blank\" rel=\"noopener\">UK\/Italy social security treaty<\/a><\/li><\/ul><p>\u00a0<\/p><p>depending on nationality, the facts and circumstances. However any exemption is always conditional on proving that the employee pays contributions elsewhere, and, depending on the circumstances, Italian social security and\/or healthcare contributions or taxes may in any event be due by the employer.<\/p><p>Management level workers may be entitled to additional welfare benefits\u00a0 \u00a0work, such as additional unemployment benefits, life and health insurance\u00a0 schemes.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c788929 elementor-widget elementor-widget-text-editor\" data-id=\"c788929\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h2>INAIL: Compulsory Insurance for Workplace Accidents and Occupational Diseases<\/h2><h3>General Rule<\/h3><p>As a general rule all\u00a0 employers must insure their workers with INAIL (the Italian Institute for Workplace Insurance) if the employment relationship arises in Italy or the work is performed in Italy, regardless of the workers\u2019 nationality or employers place of business. Exceptions may exist, e.g.<\/p><ul><li>an applicable international social-security agreement, provides otherwise,\u00a0 or<\/li><li>under EU regulations relating to\u00a0 the posted worker or remote worker regimes, that places insurance elsewhere.\u00a0 Given the penalties for failure to insure,\u00a0 which can extend to criminal penalties,\u00a0 a decision not to insure an employee should always be taken on the basis of specific professional advice to the effect that\u00a0 an exemption applies, and that coverage under alternative insurance arrangements, which meet the minimum standards under EU\/Italian law, is in place.<\/li><\/ul><p>\u00a0<\/p><p>If a non Italian resident employer does not have a registered branch in Italy, they\u00a0 must appoint a legal representative in Italy, via a legalised power of attorney, to handle INAIL registration, classification of risk category, premium calculations, declarations, and payment deadlines.\u00a0 Typically this will be the same person who is appointed to handle social security matters.<\/p><h3 data-start=\"3546\" data-end=\"3559\">Possible Exceptions<\/h3><ul data-start=\"3561\" data-end=\"4023\"><li data-start=\"3561\" data-end=\"3802\"><p data-start=\"3563\" data-end=\"3802\"><strong data-start=\"3563\" data-end=\"3592\">International agreements.<\/strong> If a social-security convention exists between Italy and the employer\u2019s (or employee\u2019s) country, it may alter or displace the INAIL obligation for the period and circumstances covered by the agreement.<\/p><\/li><li data-start=\"3803\" data-end=\"4023\"><p data-start=\"3805\" data-end=\"4023\"><strong data-start=\"3805\" data-end=\"3831\">Posting (secondment\u00a0 &#8211; <em>distacco<\/em>).<\/strong> EU and Italian posted worker rules create specific exceptions in defined cases, potentially keeping coverage under the home-country scheme when the legal conditions are met and properly documented.<\/p><\/li><li><strong data-start=\"3805\" data-end=\"3831\">EU Remote working arrangements <\/strong>\u00a0Specific EU wide arrangements\u00a0 may create specific exceptions in defined cases, potentially keeping coverage under the home-country scheme, possibly subject to extra insurance for remote workers,\u00a0 when the legal conditions are met and properly documented.\u00a0 Additional insurance \/premiums may be required for remote workers.\u00a0 Remote or tele-working is an evolving area of law.<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-97323db elementor-widget elementor-widget-text-editor\" data-id=\"97323db\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h2>Application of Italian Employment Law<\/h2><p>The parties will need to evaluate whether Italian employment law applies to the employee\/employer relationship &#8211; and especially whether <a href=\"https:\/\/taxing.it\/it\/tfr-the-trattamento-di-fine-rapporto-or-employee-leaving-indemnity\/\">TFR<\/a> is due.\u00a0 \u00a0Even if the parties agree to apply a law other than Italian law to the contract of employment they need to be aware that certain mandatory terms of Italian employment law may apply anyway to the contract by operation of law.\u00a0 Examples of these terms are: the provisions governing employment conditions, minimum wage, minimum notice periods, maximum probation periods, maternity\/paternity benefits,\u00a0 remuneration for sickness, health and safety rules, remote-or home-working, data protection\/privacy\u00a0 access to training, collective rights (e.g. no obstacles\u00a0 to communicating with worker&#8217;s representatives) and worked holidays.<\/p><p>For example Italian law (81\/2017) contains the framework for &#8220;flexible&#8221; working (remote or home working). This law\u00a0 requires:<\/p><ul><li>a written individual agreement<\/li><li>signed by both parties<\/li><li>specific mandatory clauses (duration, alternation between office\/remote, right to disconnect, equipment, controls, safety, etc.)<\/li><li>retention of the of the terms or remote working\/the agreement for a five year period<\/li><li>communication to the Ministry of Labour via an online portal.<\/li><\/ul><p>\u00a0<\/p><p>While law 81\/2017 sets the general legal framework, it explicitly allows the terms of\u00a0collective bargaining agreements (CCNLs) and\u00a0company\u2011level agreements\u00a0to introduce additional rules on smart working.<\/p><p>The rules in a CCNL may be binding even if an employee who is working from Italian soil, is not hired explicitly pursuant to the terms of an applicable CCNL and if the terms of the CCNL are considered as \u201cminimum standards\u201d under applicable legislation.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ce5082f elementor-widget elementor-widget-text-editor\" data-id=\"ce5082f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h2>The PE (permanent establishment) issue<\/h2><p>However the hire is arranged, a foreign employer with an employee in Italy, needs to consider whether its activities in Italy create a corporate income tax liability on the profit attributable those activities. Foreign corporations with a &#8220;<a href=\"https:\/\/taxing.it\/it\/extended-definition-of-permanent-establishment\/\">permanent establishment&#8221;<\/a> or fixed base in Italy need to register for taxes. Determining whether a certain activity constitutes a permanent establishment is generally a question for a professional as it involves a technical examination of the domestic legislation and interaction with the relevant treaty (<a href=\"https:\/\/taxing.it\/it\/list-of-italys-double-tax-treaties-income-tax\/\">DTA)<\/a> for the avoidance of double taxation.\u00a0 For more information on the PE issue read this <a href=\"https:\/\/taxing.it\/it\/hiring-an-employee-the-permanent-establishment-risk\/\">post<\/a>.<\/p><p>If you would help from our experts on PE issues, please get in touch <a href=\"https:\/\/taxing.it\/it\/contact-us\/\">qui<\/a>.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-335e6a1 elementor-widget elementor-widget-text-editor\" data-id=\"335e6a1\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h2>Income Taxes<\/h2><h3>Obligation to withhold tax at source<\/h3><p>Under Italian law the income from employment carried out mainly in Italy is generally liable to Italian tax regardless of whether the employee is tax resident in Italy or not. Where the remuneration is received from a non-Italian employer, Italy&#8217;s double tax treaties usually provide that the income is taxable only only in the country of residence of the employee, unless the work is carried out in the other country.\u00a0 \u00a0If the work is performed or partially performed in the other country, then it may also be taxable there (and if the employee is resident in Italy, they will be entitled to a tax credit for all or part of the non Italian tax).\u00a0<\/p><p>In contrast to the rules governing social security contributions there is not necessarily an absolute legal obligation for a foreign employer to make withholding of income taxes via an Italian payroll. An employee is allowed to pay his or her Italian taxes, via an annual personal income tax return in Italy, but only as long as the employer has no permanent establishment (PE, see below) in Italy.<br \/>And since the question of whether the employer has a PE in Italy is a question to be determined on the basis of the facts and circumstances, failure to withhold income tax at source from the outset, can lead to a significant assessment to tax and penalties for failure to withhold spanning several open tax years.\u00a0 A tax assessment in these circumstances can involve treating payments of salary to the employee as net amounts such that the tax liability is based on a salary based on the grossed-up of the net payments.\u00a0 It is possible to arrange matters so that the employer withholds income tax at source via the payroll, even if the employer does not have a PE in Italy.\u00a0<\/p><h3>Double Taxation &#8211; Remote Working<\/h3><p>Working in Italy for a foreign employer presents presents considerable scope for double taxation of the same earnings, especially for the unprepared.\u00a0 At the very least it presents scope for paying tax twice on the same earnings, and experiencing delays in\u00a0 obtaining refund of tax, possibly after a tussle between two sets of tax authorities each claiming tax on earnings.\u00a0<br \/>Ahead of the move you should consider the applicable rules and steps to be taken to enable your employer to cease withholding tax and accounting for the social security (to the extent possible within the rules).<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-49af3c9 elementor-widget elementor-widget-text-editor\" data-id=\"49af3c9\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h2 data-block=\"true\" data-editor=\"clhnj\" data-offset-key=\"bp0js-0-0\">Further Reading<\/h2><p><a href=\"https:\/\/www.inps.it\/it\/it\/inps-comunica\/diritti-e-obblighi-in-materia-di-sicurezza-sociale-nell-unione-e\/per-le-imprese\/lavoratori-che-si-spostano-nell-UE--contributi-previ.html\">INPS Guidance on obligations for foreign employers<\/a>\u00a0(Italian or foreign) operating on Italian territory &#8211;\u00a0\u00a0contributions must be paid in Italy according to the standard rules<\/p><p><a href=\"https:\/\/www.inps.it\/it\/it\/dettaglio-scheda.it.schede-servizio-strumento.schede-servizi.50173.iscrizione-nuova-azienda-con-dipendenti.html\">INPS Service page<\/a>\u00a0 for registration of company as employer\u00a0<\/p><p><a href=\"https:\/\/www.inail.it\/portale\/assicurazione\/it\/Soggetti_tutelati\/lavoratori-all-estero\/tutela-extra-ue-non-convenzionati.html\" target=\"_blank\" rel=\"noopener\">INAIL Guidance<\/a><\/p><p><a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/EN\/TXT\/HTML\/?uri=CELEX:32004R0883\" target=\"_blank\" rel=\"noopener\">EU Regulation 883\/2004<\/a><\/p><p><a href=\"https:\/\/taxing.it\/it\/social-security-treaties\/\">List of Italy&#8217;s Social Security Treaties with links<\/a><\/p><p><a href=\"https:\/\/commission.europa.eu\/strategy-and-policy\/relations-united-kingdom\/eu-uk-trade-and-cooperation-agreement_en\">The EU-UK Trade and Cooperation Agreement<\/a><\/p><div style=\"text-align: justify;\" data-block=\"true\" data-editor=\"clhnj\" data-offset-key=\"a8i40-0-0\">\u00a0<\/div><div data-offset-key=\"3ll79-0-0\">\u00a0<\/div>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-6a20e11 e-flex e-con-boxed e-con e-parent\" data-id=\"6a20e11\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div class=\"elementor-element elementor-element-eab72e9 e-con-full e-flex e-con e-child\" data-id=\"eab72e9\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-40c2518 elementor-widget elementor-widget-text-editor\" data-id=\"40c2518\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: bold; font-size: 1.5rem; font-family: 'Noto Sans', sans-serif;\">Hiring Through a Staff Agency or Employer of Record<\/span><\/p><p>Recent years have seen a growth in\u00a0 businesses &#8211; both at international and local level &#8211; offering to hire an Italian employee, manage all of the payroll, tax and social security compliance, recharging the cost with a mark-up. These businesses can offer a cost effective and flexible alternative to hiring an employee directly.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-c8ceacc e-con-full e-flex e-con e-child\" data-id=\"c8ceacc\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-8d7fa80 elementor-widget elementor-widget-image\" data-id=\"8d7fa80\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<a href=\"https:\/\/www.peoitaly.com\/\" target=\"_blank\">\n\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"300\" height=\"300\" src=\"https:\/\/taxing.it\/wp-content\/uploads\/2020\/12\/profilo1-300x300.png\" class=\"attachment-medium size-medium wp-image-3376\" alt=\"Peoitaly\" srcset=\"https:\/\/taxing.it\/wp-content\/uploads\/2020\/12\/profilo1-300x300.png 300w, https:\/\/taxing.it\/wp-content\/uploads\/2020\/12\/profilo1-150x150.png 150w, https:\/\/taxing.it\/wp-content\/uploads\/2020\/12\/profilo1.png 500w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/>\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>Working as an Employee from Italian Soil If you are an employer outside Italy and thinking of hiring an employee who will be working from Italy, the legal, tax and social security ramifications can be complex. &nbsp; If you are an employee thinking of working remotely for a non Italian employer then the first step [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":2108,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[7,109,151,722],"tags":[],"class_list":["post-2501","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-technical-resource","category-working-in-italy","category-income-tax-for-individuals","category-menupost"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Working in Italy as an Employee of a Foreign Company | Taxing.It<\/title>\n<meta name=\"description\" content=\"Working as an Employee from Italian Soil If you are an employer outside Italy and thinking of hiring an employee who will be working from Italy, the\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link 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