April 17, 2025
Health and safety at work
With the new state-regions agreement, worker training must take place before starting any duties
State-regions conference
Under the new Agreement, effective from May 24, 2025, the Government, Regions, and Autonomous Provinces have redefined the regulations on health and safety training in the workplace, introducing specific organizational and documentation obligations for employers.
The provision defines the duration and minimum content of training programs for employees, supervisors, managers, and even employers themselves when they directly perform the duties of the prevention and protection service.
The employer must ensure that training is designed according to the actual risk present in the company, involving institutional or accredited training providers, and selecting instructors who meet the required qualifications.
Training may be delivered in person, via synchronous videoconference, or through e-learning, with the possibility of blended methods, provided they meet the technical requirements of the Agreement.
Among the main obligations, the employer must:
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Develop a detailed training plan
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Limit the number of participants per course
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Ensure attendance of at least 90% of the required hours
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Keep all course documentation (course file) for at least 10 years
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Ensure a written final assessment report and the issuance of a certificate
Periodic training updates also become a mandatory and verifiable element.
Importantly, the previous 60-day grace period after hiring for mandatory training is abolished: now, the worker must be trained before starting work duties.
This initial training includes both the general 4-hour course and the specific training related to the risks associated with the assigned role.
Therefore, new hires cannot start working without completing the required training programs.
Failure to comply with these new obligations may render the training invalid and expose the company to liability.
Regions may introduce more favorable measures for the protection of workplace safety.
June 16, 2025
Incentives
Higher paycheck for those who postpone retirement: the deferral incentive is extended in 2025
INPS
In a recent circular, INPS issued operational instructions for managing the renewed retirement deferral incentive, expanded by the 2025 Budget Law.
In addition to workers eligible for flexible early retirement (quota 103), it now also applies to those who qualify for ordinary early retirement.
The mechanism is simple: a worker who chooses to remain employed despite being eligible for retirement can opt out of paying their share of IVS (pension) contributions. The employer is thus exempted from paying that portion but must still pay their own contribution share.
The worker’s portion not paid to the pension fund is added in full to their net salary, tax-free — a tangible benefit for those who delay retirement.
The incentive is available until December 31, 2025, and can only be used once in a worker’s lifetime, with only one chance to revoke the decision.
Excluded are those already receiving a direct pension (except disability allowances) and those who have reached the standard retirement age.
It is an opportunity that requires careful consideration: deferring retirement may bring short-term financial gains but could reduce future pension benefits.
Both employers and workers should carefully evaluate this choice.
