With regard to smart working, the 2019 Budget Law n. 145 of 30 December 2018 provides a facilitation meant for particular categories of workers through the provision of the obligation for employers to reserve priority of access to mothers during the three years following the end of maternity leave. This preference is also given to workers who have children in conditions of disability.

By a recent judgment, the Supreme Court of Cassation specified that if the parties had not expressly provided for the written form for the termination of a company collective agreement, the employer’s withdrawal may be simply communicated orally, or take place for conclusive facts.

I. Dismissal after the probationary period: it is illegal if training is lacking. The Supreme Court declared on the legality of a dismissal ordered for the failure of the probationary period if the employer did not provide the pertaining training established by the National Collective Labour Agreement.

II. “Guarantee Officer”: the identification of the recipients of the safety requirements in complex corporate structures. According to the Supreme Court the identification of the recipients of the safety requirements imposed by the regulations for the prevention of work accidents in such environments must be based on the actually exercised functions and not on the qualification covered by people in charge.

III. Self-employed women: maternity benefits and time-off for the employee father.

La Corte Costituzionale ha dichiarato illegittimo l’articolo 3, comma 1, del Decreto Legislativo cosiddetto “Jobs Acts” sul contratto