Hungary

Employment Overview

Navigating Italian employment legislation can be complex without local legal specialists.

Note that N2S does not hold a recruitment or employment licence (this is in our pipeline, but we would require a good opportunity to justify fast-tracking it), so we can only provide contractor services.

At N2S, we simplify compliance, making it clear and straightforward for our clients and customers to grow and excel in Italy.

1. Onboarding

2. Engagement Types

3. IC Compliance

4. Social Security/Taxes

5. Minimum Wages

6. Working Hours

7. Statutory Leaves

8. Termination

For More Information

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Onboarding

Onboarding in Italy can be straightforward for providers, like N2S, that have standard templates and processes.

Engagement Types

There are two core engagement types in Italy:

1. Employment – which can permanent or fixed term

a. Note that in order to recruit and employ for third parties in Italy, providers must hold a license.

2. Independent contractor engagements – which should be project or time limited

Customers should consider carefully how they wish to engage their workforce and N2S can support customers in implementing compliant and scalable solutions.

IC Compliance

Customers should ensure that Independent Contractors (ICs) that they use are appropriately vetted and classified. This will help protect the business from misclassification claims.

Key considerations include the below, if you require further information or support, please contact us.

Contractors should be distinct from employees and be in business on their own account.

The following elements should be considered when making a classification determination:

1. Control
2. Subcontracting
3. Equipment
4. Financial risk
5. Management
6. Contracts
7. Opportunity for profit