Expanding your workforce into Italy offers access to a highly skilled talent pool and one of Europe’s most employee-centric labor systems. However, Italy’s leave policy framework is also one of the most regulated in the EU. For global employers, especially those hiring without a local entity, understanding and complying with Italian leave laws is critical to avoiding penalties, employee disputes, and operational delays.
This guide explains the Leave Policy in Italy for 2026, covering annual leave, public holidays, sick leave, maternity and parental leave, and special statutory leaves. It also explores how global companies can manage these obligations efficiently through Employer of Record services in Italy, ensuring full compliance while scaling quickly.
Adoption Leave in Italy
Adoption leave in Italy grants adoptive parents the same rights as biological parents.
- Adoptive or foster parents can take five months of leave starting from the child’s entry into the family.
- Either parent can take the leave or share it, but the total cannot exceed five months.
- Employees receive an allowance equal to 80% of salary, funded by the National Social Security Institute (INPS).
Employers grant this leave once employees provide adoption or foster placement documentation and give advance notice.
Earned Leave (Annual Paid Leave) in Italy
Italian law ensures generous annual leave entitlements.
- Employees receive a minimum of 4 weeks (20 working days) of paid annual leave.
- Collective bargaining agreements often extend this to 26–32 working days depending on the sector.
- Employees must take at least 2 weeks consecutively during the year, while they can split or carry over the remainder (typically up to 18 months).
- Employers must ensure correct leave pay and compensations for unused leave when an employee exits the company.
Suggested Read: The Complete 2025 Guide to Labour Laws in Italy for Global Companies
Maternity Leave in Italy
Italians refer to maternity leave as Congedo di Maternità.
| Feature | Details |
| Total duration | 5 months |
| Standard allocation | 2 months before birth + 3 months after birth |
| Flexible option | 1 month before + 4 months after (with medical approval) |
| Premature birth cases | Leave is extended to ensure 5 full months are available |
| Payment | 80% of salary covered by INPS (with some employers topping up to 100%) |
| Job protection | Employers cannot dismiss employees during pregnancy and up to 1 year after childbirth |
This system ensures both income stability and strong protection for mothers in the workplace.
Parental Leave in Italy
Parental leave (Congedo Parentale) allows parents to care for their child beyond maternity or paternity leave.
| Type of Parental Leave | Duration | Payment |
| Overall entitlement | Up to 10 months (extendable to 11 months if father takes at least 3 months) | Allowance at 30% of salary for 9 months |
| Mother’s entitlement | Up to 6 months | 30% pay (within the 9-month limit) |
| Father’s entitlement | Up to 6 months | 30% pay (within the 9-month limit) |
| Part-time option | Parents can take leave in a flexible or part-time format | Adjusted allowance |
Employees request leave 15 days in advance, and employers grant it.
Paternity Leave in Italy
Italy enforces mandatory paternity leave (Congedo di Paternità Obbligatorio).
| Feature | Details |
| Duration | 10 working days (increased to 20 days in some proposals under review) |
| Timing | Must be taken within 5 months of childbirth or adoption |
| Payment | 100% of salary, funded by INPS |
| Optional leave | Fathers may also take part of the mother’s maternity leave with her consent |
This law ensures fathers are directly involved in early childcare.
Public Holidays in Italy
Italy observes 12 national public holidays (with additional regional holidays).
| Holiday | Date |
| New Year’s Day | 1 January |
| Epiphany | 6 January |
| Easter Monday | Movable |
| Liberation Day | 25 April |
| Labor Day | 1 May |
| Republic Day | 2 June |
| Assumption of Mary | 15 August |
| All Saints’ Day | 1 November |
| Immaculate Conception | 8 December |
| Christmas Day | 25 December |
| St. Stephen’s Day | 26 December |
Employees are entitled to paid leave on these days. Regional patron saint days (e.g., Milan’s Feast of St. Ambrose) may also apply.
Sick Leave Policy in Italy
Sick leave in Italy is known as Malattia and is funded by both employers and INPS.
| Category | Entitlement |
| Employer coverage | Employers pay part of the salary for initial sick days (depending on sector agreements) |
| INPS coverage | INPS pays sickness benefits starting from day 4 of illness |
| Duration | Maximum duration varies by contract but generally up to 180 days per year |
| Documentation | Employees must provide a medical certificate electronically filed with INPS |
Collective bargaining agreements often provide better terms, including top-ups to full salary.
Casual Leave in Italy
Italy does not define “casual leave” separately. However, employees may request short-term absences for personal reasons. Collective agreements provide permessi retribuiti (paid leave permits), and employers grant these to employees.
Examples include:
- Family emergencies
- Marriage or relocation
- Exams or training days
Unpaid Leave in Italy
Employees can take unpaid leave under certain conditions:
- Employees can request Congedo non retribuito (unpaid leave of absence) for personal or family reasons.
- Employees may also request unpaid time off to care for seriously ill relatives under the Law 104/1992 framework.
- Employers decide based on company needs, except where statutory caregiving rights apply.
Other Special Leave Types in Italy
Italy recognizes additional leave entitlements to protect family and social responsibilities:
- Care leave (Legge 104 leave): Up to 3 paid days per month to care for a disabled relative.
- Marriage leave: 15 consecutive days of paid leave.
- Educational leave: For employees enrolled in recognized courses.
- Political leave: For employees holding elected office.
Suggested Read: A Detailed Guide on Employer of Record Italy
Digital Leave Management in Italy with Asanify AI
Managing leave in Italy is challenging because of numerous collective bargaining agreements and INPS reporting requirements. Manual tracking often causes payroll mistakes and compliance risks. With an Employer of Record (EOR) in Italy like Asanify, companies can simplify hiring and remain compliant with Italian labor law.
Here’s how Asanify AI supports leave management in Italy:
- Real-time leave balance visibility for employees and managers.
- Slack and mobile-based approval workflows for speed.
- Payroll integration that reflects Italian rules on paid holidays, sick pay, and INPS reimbursements.
- Audit-ready reports aligned with Italian labor codes and CCNLs.
- Automatic enforcement of policies for maternity, paternity, and parental leave.
Global employers expanding into Italy can ensure compliance while giving employees a seamless leave experience.
Key Takeaways for Employers Hiring in Italy
Italy’s leave policies protect employees, but they also impose significant compliance obligations on employers. Understanding annual leave, public holidays, sick leave, and family-related leave is essential for lawful hiring.
For global companies, partnering with an Employer of Record in Italy is often the most efficient way to remain compliant while scaling operations. With the right EOR partner, hiring in Italy becomes predictable, compliant, and growth-focused.
FAQs
Employees in Italy are entitled to at least four weeks of paid annual leave per year, excluding public holidays. Collective agreements may provide additional leave.
Maternity leave in Italy consists of five months of mandatory leave, typically paid at 80% of salary through social security, with possible employer top-ups.
Sick leave pay is shared between the employer and Italy’s social security system, with rules varying based on collective agreements.
Yes, unused leave can generally be carried forward for up to 18 months, but at least two weeks must be taken within the year of accrual.
Public holidays are separate from annual leave and must be paid. Employees working on holidays are often entitled to premium pay.
Non-compliance can lead to fines, employee claims, backdated payments, and reputational damage.
An EOR ensures statutory and contractual leave is tracked, paid, and reported correctly, reducing compliance risk.
Yes, for many companies, an EOR offers faster hiring, lower costs, and full compliance without entity setup.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.