Law 18 July 2025 No. 106 – Job retention and paid medical leave for workers with oncological, disabling or chronic illnesses
Italy’s new law, Law 18 July 2025 No. 106, aims to improve job security and provide support for workers battling oncological, disabling, or chronic illnesses. The legislation introduces up to 24 months of unpaid job-retention leave and grants an additional 10 hours per year of paid medical leave, with some provisions starting from 1 January 2026. The effective date of this policy is August 2025.
🗓️ Effective: August 2025
Key Provisions
- Unpaid Job-Retention Leave: Provides up to 24 months of unpaid leave for workers with oncological, disabling, or chronic illnesses, allowing them to retain their jobs during extended health treatments.
- Paid Medical Leave Hours: Grants an extra 10 hours annually for paid medical exams and treatments, helping employees manage their health without financial hardship. Some provisions become effective from 1 January 2026.
- Implementation Date: The law’s provisions will be phased in starting from August 2025, giving employers and employees time to adapt.
Summary of the Reform
Italy’s Law 18 July 2025 No. 106 aims to strengthen job security and health support for vulnerable workers affected by oncological, disabling, or chronic illnesses. It allows for extended unpaid leave periods, up to 24 months, and provides additional paid leave hours for medical care. Some parts of the law will take effect from 1 January 2026, ensuring a smooth transition. This reform demonstrates Italy’s commitment to safeguarding workers’ rights and aligning with European standards on workplace health and safety. Employers are advised to review their policies and prepare for compliance to support their workforce effectively.
Who This Affects
- Employers: Must update HR policies, ensure compliance, and accommodate leave requests for affected employees.
- Employees with oncological, disabling, or chronic illnesses: Can now access extended unpaid leave and additional paid medical leave hours.
- Legal and HR professionals: Need to understand the new legal obligations and advise management accordingly.
- Healthcare providers: Will see increased demand for medical exams and treatments covered under the new leave provisions.
What Employers Should Do Now
- Review and update internal policies to incorporate the new leave entitlements.
- Train HR staff on the specifics of Law 106, including eligibility and documentation requirements.
- Communicate the new rights clearly to all employees, especially those affected.
- Coordinate with healthcare providers to facilitate medical leave processes.
- Prepare administrative systems to track additional paid leave hours and unpaid leave durations.
- Consult legal experts to ensure full compliance with the new legislation and avoid potential penalties.
Source
For the full text and official details of Law 18 July 2025 No. 106, visit the Italian government’s official legal database: Normattiva.
Written by NNRoad
