January 25, 2025
Welfare and contributions
Contribution benefits: application of the sector-specific national collective agreement is mandatory
Supreme Court, Labor Section
The Supreme Court has ruled that, to access contribution benefits, companies must apply the national collective labor agreement (CCNL) corresponding to the actual activity performed.
In the case examined, an agricultural company had applied the provincial contract for agricultural workers in the province of Taranto to its employees, even though they were working in the province of Bari. This choice resulted in lower wages compared to those established by the correct territorial contract, consequently reducing the taxable contribution base. The Supreme Court upheld the Court of Appeal’s decision, which denied the company the right to contribution benefits.
This ruling reinforces that the recognition of contribution reductions is conditional on applying the relevant sectoral collective agreement or, alternatively, one more favorable to workers. It cannot be based on unilateral decisions made by the employer.
March 17, 2025
Equal opportunities – discrimination
Gender equality: new guidelines for business training aimed at certification
Ministry of Labor
With the ministerial decree of February 29, 2025, the Ministry of Labor adopted the Guidelines for the Planning and Design of Training Activities aimed at obtaining gender equality certification. Companies interested in certification can access training programs through regional administrations, in line with the parameters set by UNI/PdR 125:2022, which defines the requirements for obtaining certification.
The guidelines serve as a non-binding yet directive tool for regional administrations, ensuring quality, consistency, and feasibility in training initiatives. The proposed content ranges from introductory training on the certification system to specific thematic training on the six strategic areas outlined in the UNI framework (governance, pay equity, HR management, parenthood, inclusion, and corporate culture), as well as specialized training on performance indicators.
The objective is twofold: to raise business awareness of the importance of adopting inclusive policies and to facilitate companies in meeting the certification requirements, which can serve as both a competitive advantage and an ethical commitment. The training activities are distinct from awareness campaigns or consultancy services and must be strictly educational in nature.
January 27, 2025
Whistleblowing
Whistleblowing cannot be used for personal disputes
Supreme Court, Labor Section
This case concerned an employee who was suspended from work and salary for abusing the whistleblowing procedure by filing complaints against a manager. The worker challenged the sanction in court, arguing that he should be protected for reporting illegal conduct. However, both the Trial Court and the Court of Appeal ruled in favor of the company, finding that the employee’s reports were aimed at personal grievances rather than exposing misconduct.
The Supreme Court upheld the lower court decisions, clarifying that employees’ whistleblowing reports are protected from retaliation only if they concern unlawful behavior within the workplace. There is no protection for reports motivated by personal reasons, such as disputes with colleagues, employment contract issues, personal complaints, or grievances regarding relationships with superiors.
