Working as an employee full time in Italy
Liability of the employer to Italian social security
- under EU rules if the employee is a posted worker, or working and living in different EU countries);
- under the EU Framework Agreement on cases of habitual cross-border telework (remote work) for individuals who work less than 50% of the time in the country of residence , spending the majority of their working time in the country where their employer is established.
- under a specific bilateral agreement (e.g. the U.S./Italy Social Security Agreement)
- the terms of the Protocol on Social Security Coordination under the UK/(EU Withdrawal Agreement and the EU Trade and Cooperation Agreement and possibly the UK/Italy social security treaty
depending on nationality, the facts and circumstances
Management level workers may be entitled to additional welfare benefits work, such as additional unemployment benefits, life and health insurance schemes.
INAIL: Compulsory Insurance for Workplace Accidents and Occupational Diseases
General Rule
As a general rule all 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’ nationality. Exceptions may exist, e.g. (i) an applicable international social-security agreement, provides otherwise, or (ii) under EU regulations relating to the posted worker or remote worker regimes, that places insurance elsewhere. Given the penalties for failure to insure, which can extend to criminal penalties, a decision not to insure an employee should always be taken on the basis of specific professional advice to the effect that an exemption applies, and that coverage under alternative insurance arrangements, which meet the minimum standards under EU/Italian law, is in place.
If a non Italian resident employer does not have a registered branch in Italy, they 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. Typically this will be the same person who is appointed to handle social security matters.
Possible Exceptions
International agreements. If a social-security convention exists between Italy and the employer’s (or employee’s) country, it may alter or displace the INAIL obligation for the period and circumstances covered by the agreement.
Posting (secondment – distacco). 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.
- EU Remote working arrangements Specific EU wide arrangements may create specific exceptions in defined cases, potentially keeping coverage under the home-country scheme, possibly subject to extra insurance for remote workers, when the legal conditions are met and properly documented. Additional insurance /premiums may be required for remote workers. Remote or tele-working is an evolving area of law.
Application of Italian employment law
The parties will need to evaluate whether Italian employment law applies to the employee/employer relationship – and especially whether TFR is due. Even 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. Examples of these terms are: the provisions governing employment conditions, minimum wage, minimum notice periods, maximum probation periods, maternity/paternity benefits, remuneration for sickness, health and safety rules, remote-working, data protection/privacy access to training, collective rights (e.g. no obstacles to communicating with worker’s representatives) and worked holidays.
Income Taxes
Obligation to withhold tax at source
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.
Double Taxation
Working in Italy for a foreign employer presents presents considerable scope for double taxation of the same earnings, especially for the unprepared. At the very least it presents scope for paying tax twice on the same earnings, and experiencing delays in obtaining refund of tax, possibly after a tussle between two sets of tax authorities each claiming tax on earnings. .
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).
The PE (permanent establishment) issue
Hiring through a staff agency or employer of record
Recent years have seen a growth in businesses – both at international and local level – 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.
If you are thinking of hiring an employee in Italy, or moving someone who already works for you to Italy and would like to speak to a specialist, please click here.
Further Reading
INPS Guidance on obligations for foreign employers (Italian or foreign) operating on Italian territory – contributions must be paid in Italy according to the standard rules
INPS Service page for registration of company as employer
List of Italy’s Social Security Treaties with links
The EU-UK Trade and Cooperation Agreement
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