Hire in Italy with Confidence
Our workforce compliance guide to Italy covers everything you need to compliantly hire, onboard, manage and pay independent contractors in Italy.
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Our workforce compliance guide to Italy covers everything you need to compliantly hire, onboard, manage and pay independent contractors in Italy.
Worksuite offers a whole range of professional services and compliance tools, making it easy to compliantly engage independent contractors in Italy.
We work with the best legal partners in Italy to create contract templates that are compliant with local laws to protect you and your contractors from fines and penalties.
Our bespoke onboarding workflows and screening questioners will help you determine the worker status in compliance with Italian law, based on which you can decide to engage a worker as a contractor or full-time worker—all without needing to set up your business entity.
Any business hiring in Italy should understand the important legal distinction between who classifies as an independent contractor and who can be hired as an employee. Fines or penalties may be issued to businesses hiring independent contractors under the guise of employment.
Understanding the distinctions between employees (dipendenti) and independent contractors (indipendenti) is critical to compliantly engaging workers in Italy. It is important to work with a partner like Worksuite to ensure you put in place an engagement framework that accurately classifies freelancers as independent contractors for you and lets you know when freelance talent must be engaged as a payrolled independent contractor or employed directly. This is critical to compliantly engaging workers in Italy and thereby avoiding legal, financial, and other penalties.
The primary sources of employment law are:
Beyond the Civil Code, hiring independent contractors is not regulated by any specific employment laws.
Hiring practices are similar to many other countries. Candidates will typically submit a CV and a cover letter. Hiring steps include one or more rounds of interviews and (possibly) assessments.
Under the Workers’ Statute, employers are prohibited from conducting background checks on factors including the individual’s religious, political, or trade union affiliations, nationality, sexual orientation, age, or pregnancy status.
Employment contracts must contain key details including: place of work; salary; start date; working hours; paid holiday allowance; duties; work category; termination procedure.
Independent contractors can be hired directly or via an intermediary, such as a staffing agency or umbrella company. Independent contractors may be found via word of mouth, job boards, social networks, industry bodies, or other forums. Although hiring practices vary, an independent contractor may be asked to provide a CV, portfolio, and references, and possibly sign an NDA.
Regardless, a contract for the provision of services must be concluded in a written form.
The three most common categories of an independent contractor are:
Employees must pay income tax and social security contributions which are withheld at source. Employees are not typically required to submit tax filing documents.
Independent contractors must pay their own taxes and file their tax returns to the Italian Revenue Agency using the Modello Redditi PF form. This form must be submitted by 30 November, and this can be done electronically via the RedditiOnLine Pf portal. Taxes are paid via advance payments on 30 June and 30 November (for the current tax year), with a third payment on 30 June of the following year to settle the final tax balance.
Contractors who are operating as a legal business entity pay corporate income tax (Imposta sul Reddito delle Società, or IRES). Business income is also subject to regional corporate tax.
Contractors operating on a self-employed basis are taxed on their gross income under the national personal income tax regime (IREF). Depending on the nature of their work, self-employed contractors may also need to pay tax under the corporate income tax regime.
The tax year runs from 1 January to 31 December. Employees are subject to income tax and social security contributions, both of which are withheld at source by the employer.
Italy uses a progressive income tax regime:
Social security contributions:
Independent contractors file and pay their own income taxes and pay their own social security contributions.
Payer’s Withholding / Reporting Requirements for Independent Contractors:
N/A
Employees must be paid in euros (EUR). There are no legally mandated methods of paying employees, although employees are typically paid via electronic bank transfer.
There are no legally mandated methods of paying independent contractors and any currency can be used.
Workers’ rights include:
There is no legal minimum wage in Italy; pay rates are typically established via national collective bargaining agreements (NCBAs).
There are no statutory workers’ rights for independent contractors.
The key statutory benefits include: social security; pension; injury-at-work insurance; parental leave; annual leave; disability leave; bereavement leave; marriage leave.
Independent contractors’ benefits are governed by the contract, although they are entitled to parental leave of the same duration as an employee would be.
Employees are typically paid at the end of every month (usually the 27th) directly into their bank account.
Independent contractors are paid according to a schedule defined within the contract.
The primary sources of employment law are:
Hiring practices are similar to many other countries. Candidates will typically submit a CV and a cover letter. Hiring steps include one or more rounds of interviews and (possibly) assessments.
Under the Workers’ Statute, employers are prohibited from conducting background checks on factors including the individual’s religious, political, or trade union affiliations, nationality, sexual orientation, age, or pregnancy status.
Employment contracts must contain key details including: place of work; salary; start date; working hours; paid holiday allowance; duties; work category; termination procedure.
Employees must pay income tax and social security contributions which are withheld at source. Employees are not typically required to submit tax filing documents.
The tax year runs from 1 January to 31 December. Employees are subject to income tax and social security contributions, both of which are withheld at source by the employer.
Italy uses a progressive income tax regime:
Social security contributions:
Employees must be paid in euros (EUR). There are no legally mandated methods of paying employees, although employees are typically paid via electronic bank transfer.
Workers’ rights include:
There is no legal minimum wage in Italy; pay rates are typically established via national collective bargaining agreements (NCBAs).
The key statutory benefits include: social security; pension; injury-at-work insurance; parental leave; annual leave; disability leave; bereavement leave; marriage leave.
Employees are typically paid at the end of every month (usually the 27th) directly into their bank account.
Beyond the Civil Code, hiring independent contractors is not regulated by any specific employment laws.
Independent contractors can be hired directly or via an intermediary, such as a staffing agency or umbrella company. Independent contractors may be found via word of mouth, job boards, social networks, industry bodies, or other forums. Although hiring practices vary, an independent contractor may be asked to provide a CV, portfolio, and references, and possibly sign an NDA.
Regardless, a contract for the provision of services must be concluded in a written form.
The three most common categories of an independent contractor are:
Independent contractors must pay their own taxes and file their tax returns to the Italian Revenue Agency using the Modello Redditi PF form. This form must be submitted by 30 November, and this can be done electronically via the RedditiOnLine Pf portal. Taxes are paid via advance payments on 30 June and 30 November (for the current tax year), with a third payment on 30 June of the following year to settle the final tax balance.
Contractors who are operating as a legal business entity pay corporate income tax (Imposta sul Reddito delle Società, or IRES). Business income is also subject to regional corporate tax.
Contractors operating on a self-employed basis are taxed on their gross income under the national personal income tax regime (IREF). Depending on the nature of their work, self-employed contractors may also need to pay tax under the corporate income tax regime.
Independent contractors file and pay their own income taxes and pay their own social security contributions.
Payer’s Withholding / Reporting Requirements for Independent Contractors:
N/A
There are no legally mandated methods of paying independent contractors and any currency can be used.
There are no statutory workers’ rights for independent contractors.
Independent contractors’ benefits are governed by the contract, although they are entitled to parental leave of the same duration as an employee would be.
Independent contractors are paid according to a schedule defined within the contract.
Italian law differentiates between employees, who work under an employment relationship contract (dependenti), and independent contractors, who work under a self-employment relationship (indipendenti). The employment relationship is characterized by the individual being in a position of “subordination”. In Italy there is also a third type of employment contract called collaborazione coordinata e continuativa (coordinated and continued collaboration), which is characterized by “para-subordination”. Here, the individual is effectively self-employed but may be subject to so-called “protective” controls imposed by the hiring company for some aspects of the work, similar to a standard employment relationship.
Regardless, just like in many other countries the degree of the individual’s subordination to the hiring company’s control is the key criterion when determining if the relationship is an employment relationship or a self-employment relationship.
If the real substance of the company-contractor relationship proves to effectively be an employment relationship, the hiring company may suffer legal and financial penalties (including overdue payroll taxes). It is therefore important to leverage an employment service partner like Worksuite when hiring in Italy to ensure that independent contractors fall under the correct working relationship with your business.
Who is an Independent Contractor?
An independent contractor provides services to a client under the terms of a contract that covers only those specific services. Additionally, a contractor does not work under the direct supervision of the hiring company (as above). Generally speaking, the factors that differentiate an independent contractor from an employee are largely the same as in other EU countries. In essence, individuals are generally considered to be independent contractors if they:
There are three main categories under which contractors typically operate in Italy:
There are two main types of contracting model for working with independent contractors in Italy.
A. Direct engagement of the contractor as a freelancer, sole trader, or via their own limited company. Under this model, the hiring company engages directly with the independent contractor and establishes a contract for services. The hiring company then pays the contractor directly, following the contract terms.
B. Third party. These companies come in two forms, and both are specially designed to vet and engage freelancers compliantly as either contract employees or independent contractors on your behalf.
Companies hiring independent contractors in Italy should avoid making payments directly through their payroll system. Beyond these guidelines, there are no specific legal requirements for paying contractors in Italy. The contract should stipulate the preferred payment method agreed upon by both parties.
The tax year runs from 1 January to 31 December. Employees are subject to income tax and social security contributions, both of which are withheld at source by the employer. Italy uses a progressive income tax regime. The main income tax is the national Personal Income Tax (PIT) (Imposta sui redditi delle persone fisiche, or IRPEF). The rate ranges from 23% (for annual incomes up to EUR 15,000) to 43% (for annual incomes of EUR 55,001 and above). There are also regional taxes (typically 1.2% to 3.3%) and municipal taxes (typically up to 0.9%). Employees must pay income tax and social security contributions which are withheld at source. Unlike employees, independent contractors file and pay their own income taxes and pay their own social security contributions.
Contractors must pay their own taxes and file their tax returns to the Italian Revenue Agency using the Modello Redditi PF form. This form must be submitted by 30 November, and it can be done electronically via the RedditiOnLine Pf portal. Taxes are paid via advance payments on 30 June and 30 November (for the current tax year), with the third payment on 30 June of the following year to settle the final tax balance. Contractors who are operating as a legal business entity pay corporate income tax (Imposta sul Reddito delle Società, or IRES). Contractors operating on a self-employed basis (freelance or sole trader) are taxed on gross income under the national personal income tax regime (IREF). Depending on the nature of their work, self-employed contractors (such as some sole traders) may also need to pay tax under the corporate income tax regime. Contractors are also subject to VAT at 22% (although certain services and goods carry a reduced rate).
Social security contributions are paid to the National Social Security Authority (Instituto Nazionale Previdenza Sociale, or INPS). Employees contribute 10% of their salary while employees contribute 30%, which is deducted at source with no specific actions required by the employee. Around 33% of the total contribution goes to the National Pension Scheme, while the remainder goes towards funds that cover unemployment, work insurance – via the National Institute for Insurance against Accidents at Work (Istituto Nazionale per l’Assicurazione contro gli Infortuni sul Lavoro, or INAIL) – maternity, social mobility, and other smaller funds. Contractors, on the other hand, must handle their own social security contributions by engaging directly with the INPS and INAIL.