{"id":26352,"date":"2023-06-21T09:30:17","date_gmt":"2023-06-21T07:30:17","guid":{"rendered":"https:\/\/www.bacciardipartners.it\/?p=26352"},"modified":"2023-06-20T17:40:46","modified_gmt":"2023-06-20T15:40:46","slug":"the-novelties-of-the-employment-decree-2023","status":"publish","type":"post","link":"https:\/\/mail.bacciardipartners.it\/en\/the-novelties-of-the-employment-decree-2023\/","title":{"rendered":"The novelties of the Employment Decree 2023"},"content":{"rendered":"<p>By the of counsel <a href=\"https:\/\/www.bacciardipartners.it\/en\/people\/michele-sacchi\/\" target=\"_blank\" rel=\"noopener\">Michele Sacchi<\/a>\u00a0\u2013\u00a0<a href=\"https:\/\/www.bacciardipartners.it\/en\/employment-law\/\" target=\"_blank\" rel=\"noopener\">Employment Law<\/a>\u00a0Area<\/p>\n<p><a href=\"https:\/\/www.bacciardipartners.it\/src\/uploads\/The-novelties-of-the-Employment-Decree-2023.pdf\" target=\"_blank\" rel=\"noopener\">Download the article in printable version<\/a><\/p>\n<p><img decoding=\"async\" loading=\"lazy\" class=\"alignleft wp-image-26369\" src=\"https:\/\/www.bacciardipartners.it\/src\/uploads\/Bacciardi-Partners-Employment-Decree-2023-970x720-1.jpg\" alt=\"The novelties of the Employment Decree 2023_Bacciardi Partners\" width=\"430\" height=\"319\" srcset=\"https:\/\/mail.bacciardipartners.it\/src\/uploads\/Bacciardi-Partners-Employment-Decree-2023-970x720-1.jpg 970w, https:\/\/mail.bacciardipartners.it\/src\/uploads\/Bacciardi-Partners-Employment-Decree-2023-970x720-1-768x570.jpg 768w, https:\/\/mail.bacciardipartners.it\/src\/uploads\/Bacciardi-Partners-Employment-Decree-2023-970x720-1-480x356.jpg 480w, https:\/\/mail.bacciardipartners.it\/src\/uploads\/Bacciardi-Partners-Employment-Decree-2023-970x720-1-560x416.jpg 560w\" sizes=\"(max-width: 430px) 100vw, 430px\" \/><\/p>\n<p>The recent \u201cEmployment Decree 2023\u201d No. 48\/2023 supplemented the regulation of fixed-term contracts.<\/p>\n<p>For contracts with a term of <strong>up to 12 months<\/strong>, the possibility of concluding contracts without a specific cause is reaffirmed.\u00a0 For contracts with a term <strong>between 12 and 24 months<\/strong>, the government has essentially institutionalized the referral to any rules provided for by national, territorial or company collective bargaining agreements.<\/p>\n<p>For such contracts:<\/p>\n<ul>\n<li>on the one hand, the legitimacy of contracts with a duration of more than 12 months remains intact if they are intended to replace an employee who is entitled to keep his job;<\/li>\n<li>on the other hand, the &#8216;temporary and objective needs unrelated to ordinary activity and needs connected to temporary, significant and non-programmable increases in ordinary activity&#8217; previously provided for can no longer be invoked.<\/li>\n<\/ul>\n<p>However, a transitional regulation is established: until 30 April 2024, certain \u201cneeds of a technical, organizational or production nature\u201d may be invoked, if they are identified by the parties.<\/p>\n<p>The problem is that to date there are still very few collective bargaining agreements that regulate the20 subject of fixed-term contracts: the hope is therefore that the social partners will take steps before the deadline of 30 April 2024 to fill any regulatory gaps.<\/p>\n<p>In essence, this is a very little courageous reform which, pending the appropriate supplementary agreements of the CCNL, will not change much the current landscape of fixed-term contracts: employers will continue to prefer contracts of less than 12 months &#8211; for which no reason is required &#8211; in order to avoid the risk of litigation which, given the not entirely unambiguous jurisprudential orientations, would have an uncertain outcome.<\/p>\n<p>Our <a href=\"https:\/\/www.bacciardipartners.it\/en\/employment-law\/\" target=\"_blank\" rel=\"noopener\">Employment Law department<\/a> will be able to provide you with comprehensive advice on the delicate matter of fixed-term contracts and the further novelties contained in the \u201cEmployment Decree 2023\u201d.<\/p>\n\n<div style=\"display: block !important; margin:0 !important; padding: 0 !important\" id=\"wpp_popup_post_end_element\"><\/div>","protected":false},"excerpt":{"rendered":"<p>By the of counsel Michele Sacchi\u00a0\u2013\u00a0Employment Law\u00a0Area Download the article in printable version The recent \u201cEmployment Decree 2023\u201d No. 48\/2023 supplemented the regulation of fixed-term contracts. For contracts with a term of up to 12 months, the possibility of concluding contracts without a specific cause is reaffirmed.\u00a0 For contracts with a term between 12 and [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":26371,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[217,16],"tags":[],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v21.3 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>The novelties of the Employment Decree 2023 &#8211; Bacciardi Partners<\/title>\n<meta name=\"description\" content=\"Analysis of the Employment Decree 2023 No. 48\/2023, which added Italian regulations on fixed-term contracts.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/mail.bacciardipartners.it\/en\/the-novelties-of-the-employment-decree-2023\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The novelties of the Employment Decree 2023 &#8211; 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