April 15, 2025
Personnel administration
Renewal of the Chemical-Pharmaceutical National Collective Labor Agreement: agreement signed for the 2025–2028 period
On April 15, 2025, a draft agreement was signed for the renewal of the National Collective Labor Agreement (CCNL) for the chemical, chemical-pharmaceutical, chemical fibers, abrasives, lubricants, and LPG sectors.
The new contract will be in effect from July 1, 2025, to June 30, 2028.
In terms of compensation, the agreement provides for an increase in the Total Economic Package (TEC) of €294 at level D1 over the full duration of the contract. This amount includes:
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€263 increase on contractual minimum wages and the Distinct Remuneration Element (EDR);
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the amount already advanced in January 2024 under the finalized inflation agreement;
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€6 allocated to the supplementary pension fund Fonchim (from January 1, 2027);
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€2 as compensation for night shifts (from July 1, 2027).
The wage increases will be distributed in five instalments starting from July 2025.
Significant regulatory measures were also introduced in line with innovation and sustainability needs: use of Artificial Intelligence, guidelines on diversity and inclusion, measures against workplace harassment and violence to protect individual dignity, expanded sick leave protections, and new work-life balance initiatives.
March 20, 2025
Individual dismissal
Dismissal is lawful if communicated via the lawyer’s certified email, provided the worker has chosen the lawyer’s address as their domicile
Cassation Court, Labor Section
A worker brought a case before the court to challenge the validity of his dismissal, which had been communicated via a certified email (PEC) sent to his lawyer. Both the trial court and the Court of Appeal upheld the validity of the termination, as the employee had formally elected domicile at the lawyer’s address during the disciplinary proceedings. The worker appealed to the Supreme Court (Corte di Cassazione), which also confirmed the lawfulness of the dismissal.
According to the Court, electing domicile at the lawyer’s address implies the worker’s awareness and acceptance of that means of communication, given the fiduciary relationship between client and legal counsel. Moreover, the lawyer’s PEC is recognized as a qualified digital domicile, registered in the INI-PEC and ReGIndE registries. On these grounds, the Supreme Court rejected the worker’s appeal and confirmed the validity of the dismissal.Rights and Duties in the Employment Relationship – Insight of April 28, 2025
