The January 2014 agreement also established that while the agreement does not contain provisions for such changes at the industry level, they can still be agreed at the enterprise level in the areas of performance, working time and work organisation, in order to “face crisis situations or significant investments that benefit the economic development or employment of the company”. (This was already included in the 2011 agreement.) The other disciplinary sanctions that dismissal are defined in collective agreements with respect to the seriousness of the fault. In addition to collective bargaining at the enterprise level, it is also possible that this lower level of bargaining will be applied to several employers on a regional or regional basis. This has been done to a limited extent, particularly in the construction, tourism, handicrafts and agriculture sectors. How can employers change existing employment contracts? A national collective agreement applies to any company belonging to an employer organization that has signed the collective agreement as well as to other employers who voluntarily apply the collective agreement of the sector concerned (in fact, almost all companies). Some clauses in collective agreements apply by law (for example. B minimum wage). [1] Italy: institutionalisation and resilience in a changing economic and political environment of Roberto Pedersini in collective bargaining in Europe: towards the end of the match, Published by Torsten Muller, Kurt Vandaele and Jeremy Waddington, ETUI, 2019 www.etui.org/content/download/36694/368812/file/CB+Vol+II+Chapter+16.pdf (access 25.03.2020) In order to avoid legislative intervention limiting the freedom of collective agreements, trade unions are classified as associations not recognised in private law. Despite CGIL`s opposition to the 2009 framework agreement, most inter-professional agreements have since reflected key elements of the agreement, such as the three-year term, and have been signed by the inter-professional organizations of the three main trade union confederations CGIL, CISL and UIL.

Several (important) employment-related issues are governed by national collective agreements and collective agreements that are conducted with corporate committees at the enterprise level. As has already been said, collective agreements cover a wide range of issues in Italy. At the sectoral level, they set minimum wages to protect the real standard of living by adjusting inflation, but they also regulate issues such as overtime and night rates, hours, leave, maternity leave, absence of sickness, training, health and safety, the use of temporary workers, disciplinary rules, trade union rights, social benefits, hiring and classification.