Hire in Italy

Italy PEO &

Employer of Record

Hire & manage teams remotely in Italy without a local entity. We handle HR compliance, payroll & taxes so you can focus on your business.

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EOR in Italy

Hire Employees in Italy

NNRoad provides professional employment organization (PEO) & employer of record (EOR) services in Italy to ensure that your business complies with local labor laws and regulations. We process monthly payroll and act as the Employer of Record, taking on all local employer liabilities.

Fast Hiring

Start working with your remote employees in a week.

Foreigner Visas

NNRoad assists with overseas foreign hires visa needs.


Access your payroll reports on our portal.

Employer of Record in Italy

Employer of Record (EOR) services are for companies who do not have a legal entity in Italy, but who want to hire localy. Employment and full liability are outsourced to NNRoad.

1. Candidate Selection

Select the candidates you want to hire in Italy.

2. Employee Onboarding

We sign a local labor contract with your employees based in Italy.

3. Compliance & Payroll

We manage monthly payroll, mandatory benefits & all HR compliance in Italy.

EOR service includes:

Hiring and termination of employees/local labor contracts (contract administration – engagement, extension termination and conversion to permanent hire).

All mandatory employer (and employee) contributions filed and paid for your EOR employees.

Payroll recording, reporting and administration.

Distribution of salaries to employees through direct deposit into their bank accounts.

Calculation, reporting, filing and processing of EOR employee’s individual income tax due.

Collecting and processing your employee’s invoices for business related expenses.

Guiding and organizing your expat employee’s work visa application too guarantee their successful onboarding.

Standalone Payroll & PEO in Italy

Professional Employment Organization (PEO) services are for companies who have a legal entity in Italy, and want to outsource their payroll. Employment liabilities are shared between your organization and NNRoad.
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Employee Income Taxes:

Individual income tax rates in Italy are based on progressive tax brackets.

Variable Compensation In The Financial Sector

Variable pay (e.g., bonuses, stock options, incentive plans) granted to a financial industry executive or management is subject to an extra tax of 10%.

Flat Tax On Productivity Bonus

A productivity bonus is a variable remuneration granted to an employee in exchange for increased product quality and/or company productivity, as long as it is applied to the entire qualifying workforce.

The amount of the productivity incentive cannot exceed EUR 3,000 per year, or EUR 4,000 per year if all employees are equally involved in the company’s structure.

Such bonus is subject to a discounted taxation equal to 10% as regional and municipal withholding.

Regional Income Tax

The rate of regional income tax varies depending on where you live. The income tax rate in the region ranges from 1.23% to 3.33%.

Municipal Income Tax

Municipal income tax depends on the municipality of residence. The municipal income tax rate ranges from 0% to 0.8%

Tax Brackets:

Sample Calculation

23%: 0 – 15,000 EUR
27%: 15,001 – 28,000 EUR
38%: 28,001 – 55,000 EUR
41%: 55,001 – 75,000 EUR
43%: Over 75,001 EUR
Yearly income = 60,000 EUR
23% * 15,000 = 3,450
27% * 13,000 = 3,510
38% * 27,000 = 10,260
41% * 5,000 = 2,050
3450+3510+10260+2050 = 19270

Yearly income tax = 19,270 EUR

Employer Contribution

32% – Social Security
0.40% – Injuries at work insurance (INAIL)

Total employment cost: 32.40%

Employee Contribution

10% – Social Security

Total employee cost: 10%

Social Security (INPS)

INPS (Istituto Nazionale della Previdenza Sociale) is the main entity of the Italian public retirement system. INPS provides pensions and other social security services using funds acquired in part from mandatory payments for mandatory insurances and in part from direct transfers from the government. All salaried workers and the majority of self-employed without a proper autonomous social security fund must join INPS.

Work Injury Insurance (INAIL)

Inail, the National Institute for Insurance against Accidents at Work, is a public non-profit entity safeguarding workers against physical injuries and occupational diseases.

Even as a result of recent legislative changes, worker protection is increasingly taking on the characteristics of an integrated system of protection, ranging from workplace prevention to medical services and financial assistance, as well as rehabilitation and reintegration of victims of workplace accidents or occupational diseases back into social life and work.

Working Hours Per Week

The standard working hours for full-time employees are 40. Employees can work a maximum of 48 hours per week, including overtime if specifically agreed.


In the absence of any collective bargaining rules, overtime is only permissible if both the employer and the employee agree, and only for a period of not more than 250 hours per year. Finally, the law stipulates that overtime be computed independently and paid as a salary increase under the NCBA, which may allow overtime to be rewarded with time off in addition to or instead of any salary increases that may be due.

Any termination of employment must be justified under Italian law. There are three primary categories of reasons for terminating an employment contract:

  • Objectively justifiable reasons – which are related to the elimination of a job post as a result of a company’s economic situation in terms of production, work organization, or effective operation
  • Subjective justifiable grounds – when an employee violates his or her contractual responsibilities or is negligent in the performance of his or her tasks, but the behavior is not severe enough to warrant dismissal for just cause
  • Just cause – any major wrongdoing or breach that makes it difficult to continue working, such as theft, riot, serious insubordination, or any other behavior that seriously damages the fiduciary relationship between employer and employee


The payment of a postponed type of salary, sometimes known as a severance payment, is allowed under Italian law. It is called Trattamento di Fine Rapporto (TFR). When an employment contract is terminated, the TFR, together with other minor statutory termination amounts, must be paid to employees, regardless of the reason for termination. The TFR amount is determined by the employee’s income and duration of service (it is approximately equal to 8 percent of the yearly gross salary per each year of employment).

Employment Contract

Under EU law this must be provided in full in writing and must include:

  • Starting date and ay trial/probation duration
  • Expiration date if for a fixed term
  • Salary and benefits and frequency of payment
  • Working hours
  • Vacation entitlement
  • Employee’s duties and the related work “category” as established by the Civil Code

The main types of employment contracts are:

  • Full-time
  • Part-time
  • Fixed-term
  • On-call
  • Apprenticeship
  • Temporary agency

Probation Period

Probationary periods are common in Italy and the length varies depending on the terms of the applicable Collective Bargaining Agreement (CBA). The maximum term of probationary periods is six months.

Annual Leave

Full-time employees are entitled to a minimum of four weeks of paid vacation per year. Individual contracts may provide for a greater period of vacation time, and vacation time cannot be replaced by a payment in lieu. The quantity of vacation time is also determined by the national collective bargaining agreement that governs the employment contract.

Sick Leave

In Italy, employees are entitled to paid sick leave, which is funded by the employer and then the government.

For the first two periods of sickness per year, the employer pays 100% of the regular salary rate of pay for the first three days. For the third and fourth periods of sickness, this drops to 66% and 50%, respectively. Any following illness within a year is not covered.

From the fourth day onwards, the employee receives 100% of the usual salary rate of pay, paid as 50% by the company and 50% by the Italian government. The government begins to pay 66% on day 22 while the employers’ payment drops to 34%.

Maternity Leave

All female employees are entitled to five months of paid maternity leave, which is typically taken two months before the due date and ends three months following the delivery of the child. During maternity leave, the employee is entitled to 80% of her regular wage, which is paid by the employer and repaid by the INPS. In addition, after maternity leave, a new mother can take up to six months of unpaid leave.

Paternity Leave

The father is entitled to receive 100% of the regular salary and compulsory paternity leave of 10 days within five months of the child’s birth.

Parental Leave

In Italy, an employee can take up to 10 months of unpaid parental leave.

Public Holidays

  • New Year’s Day – January 1st
  • La Befana – January 6th
  • Easter – April 17-18
  • Liberation Day – April 25th
  • Labour Day – May 1st
  • Republic Day – June 2nd
  • Ferragosto – August 15th
  • All Saint’s Day – November 1st
  • Immaculate Conception Day – December 8th
  • Christmas Day – December 25th
  • St Stephen’s Day – December 26th
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