In a press release dated 16 May 2025, ISTAT announced that the consumer price index for April 2025 stood at 121.3 points. This reflects a percentage change of +1.7% compared to the same month in the previous year, and +2.4% compared to two months prior. Despite a slight but steady increase in the indices, no substantial measures have been introduced to preserve the real value of wages.
During the month, no significant new legislation was introduced. However, several clarifications were issued regarding both recent and longstanding measures.
Among recent developments subject to clarification are the amendments introduced by the Budget Law concerning the regulation of fringe benefits; the ‘bonus donne’; hiring incentives for under-35s and women; and the new ATECO classification.
With regard to long-standing regulatory frameworks, useful clarifications were provided on expense reimbursements in the event of secondment; credited social contribution for part-time employees on trade union or political leave; the tax regime applicable to ‘inpatriate’ workers; and residence permits for foreign nationals.
This newsletter includes an in-depth analysis of all these developments, along with an overview of the latest case law and the deadlines for the coming month.
Buona lettura,
Marcella de Trizio
Car benefit – Criteria for determining BIK value after amendments brought to 2025 Budget Law
According to the recent amendments to the applicable tax regime, for the purpose of determining the cash value of the fringe benefit represented by a newly registered vehicle made available for mixed (personal and work-related) usage by the employee, the more favourable rate of 30% of the amount corresponding to a notional mileage of 15,000 km shall apply in the following cases:
- i) where the vehicle was made available for mixed use during the period between 1 July 2020 and 31 December 2024; or
- ii) where the vehicle was ordered by the employer by 31 December 2024 and made available for mixed use to the employee during the period between 1 January 2025 and 30 June 2025..
Nova n. 36/2025
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Hiring of young (under 35) employees in strategic sectors – implementing decree for the benefit
By means of interministerial decree 3 April 2025, published in Official Gazette issue No. 111 of 15 May 2025, the Ministry of Labour and Social Policies, in agreement with the Ministry for European Affairs, the NRRP and Cohesion Policies, the Ministry of Enterprises and Made in Italy, and the Ministry of Economy, implemented the support measures for businesses operating in strategic sectors for the development of new technologies and the digital and ecological transition (art. 21, Decree-Law No. 60/2024).
Specifically, unemployed individuals under the age of 35 who start an entrepreneurial activity in the aforementioned sectors from 1 July 2024 to 31 December 2025 may benefit from a full exemption from social security contributions, up to a maximum of EUR 800 per month and for a maximum period of 3 years, for employees under the age of 35 hired on a permanent basis between 1 July 2024 and 31 December 2025.
INPS instructions regarding the procedures and deadlines for submitting applications for the benefit are currently awaited.
Publishing – Recovery of TFR accrued during CIGS subsidised furlough
INPS issued operational instructions for the recovery of the portions of TFR accrued on the remuneration lost by workers classified as journalists employed by companies in the publishing sector that have been under CIGS subsidised furlough under the ‘solidarity agreement’ scheme.
Nova n. 39/2025
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ISTAT – April 2025 consumer price index
In a press release dated 16 May 2025, ISTAT announced the consumer price index for April 2025, set at 121.3 points. Based on this index, the revaluation coefficients for TFR and employment-related credits are determined.
Secondment – VAT treatment of the reimbursement of staff costs in case of joint titularity of the employment relationship
With reply to query no. 136/2025, the Italian Revenue Agency provided clarification on the VAT treatment of staff cost reimbursements in the case of joint employment under a network contract.
According to the tax authority, joint employment lacks a synallagmatic relationship between the services rendered, unlike secondment, as the companies adhering to the network contract rules each assume the role of employer and are directly responsible for paying the employee’s salary in proportion to their share.
Therefore, the reimbursement of such costs—merely aimed at refunding amounts jointly advanced to the employee—constitutes a simple monetary movement. As such, it is not subject to VAT pursuant to art. 2(3)(a), of Presidential Decree no. 633/72.
Crediting of figurative contribution for part-time workers on union or political leave
With message no. 1606/2025, the INPS provided clarification on the possibility of crediting figurative contributions for part-time workers on leave for trade union duties (or elective office) who simultaneously establish another part-time employment relationship.
The Institute specifies that, in compliance with the working hours established by the contract, it is permissible to credit both:
i) the figurative contribution relating to the part-time job from which the worker is on trade union or political leave, and
ii) the mandatory contribution relating to the part-time activity performed concurrently for another employer (which may also be a trade union or political party), provided there is no overlap in insurance coverage.
Tax regime for ‘inpatriates’ in case of suspension of employment
In its reply to query no. 142/2025, the Italian Tax Authority clarified that the special tax regime for ‘inpatriate’ workers (art. 5 of Legislative Decree no. 209/2023) also applies to a worker who suspends the employment relationship with the same employer for whom they will work upon returning to Italy.
Indeed, for the purposes of applying the favourable regime, the fact that the worker signed a suspension agreement prior to transferring their tax residence to Italy is irrelevant.
Foreign workers – work pending visa conversion
With circular message no. 10/2025, the Ministry of Labour and Social Policies addressed the possibility for foreign workers to perform work activities while awaiting the decision on their application for the conversion of their residence permit. Specifically, the Ministry clarified that also in cases where the foreign worker applies for the conversion of their permit from seasonal to non-seasonal status, art. 5, para. 9-bis of Legislative Decree no. 286/1998 applies. This provision indeed establishes that the foreign worker may work pending the issuance or renewal of the residence permit. The Ministry therefore extends the scope of this provision to cases involving the conversion of the residence permit.
Data Protection Authority – Geolocation of employees working remotely deemed unlawful
By decision dated 13 March 2025, published in the 8 May 2025 edition of its Newsletter, the Data Protection Authority (Garante per la protezione dei dati personali) sanctioned a company that had tracked the geographical location of employees engaged in remote working, without a valid legal basis and without providing adequate information.
According to the Authority, monitoring requirements in respect of employees performing their duties remotely cannot be pursued – at a distance – through technological tools that mechanically and rigidly diminish the individual’s space for personal freedom and dignity.
ATECO 2025 classification system – Grant of new code to registered users
With message no. 1471/2025, INPS announced the commencement of the process of assigning the new ATECO 2025 code to all employer registration numbers already active as of 1 April 2025.
Should the economic activity identified by the newly assigned code not reflect the company’s main business activity, employers are required to notify INPS by using the dedicated “ATECO 2025 Code Assignment” service.
Unplaceability allowance – new amount from 1 July 2025
By Ministerial Decree no. 52/2025, the Ministry of Labour announced the new monthly amount of the “Assegno di incollocabilità” (“unplaceability” allowance) pursuant to art. 180 of Presidential Decree no. 1124/1965, revalued effective from 1 July 2025 on the basis of the change in the consumer price index between 2023 and 2024.
The updated amount is EUR 308.23 per month. This value has been confirmed by INAIL with circular message no. 30/2025.
Work-related injury and occupational illness – Revaluation of allowances for 2025
By Ministerial Decree no. 56/2025, the Ministry of Labour announced the revaluation of monetary benefits related to occupational accidents and occupational diseases for the industrial sector, maritime sector, and domestic accidents, effective from 1 January 2025.
Specifically, for the industrial sector, the average daily wage is set at EUR 97.27 as of 1 January 2025 for the purpose of calculating the minimum and maximum annual wages, which are fixed at EUR 20,426.70 and EUR 37,935.30 respectively.
Request for Medical Examinations – INPS Application Updated
With message No. 1505/2025, INPS announced the enhancement of the Request for Medical Examinations service, which allows for the submission of requests for medical examinations concerning employees absent due to illness. Specifically, the functions “Requests from medical certificates” and “Verification of requests from medical certificates” have been added to the aforementioned service in order to:
i) allow submission, and
ii) verify the outcome of the acquisition of individual requests for medical examination directly from employees’ medical certificates.
Hiring of young workers aged less than 35 – INPS instructions on application for incentives
By means of a dedicated circular message, INPS has finally published the operational instructions for accessing the exemption from the payment of social security contributions in the event of hiring young people under the age of 35 with a permanent employment contract – or converting fixed-term contracts into permanent ones. Applications for access to the exemption must be submitted exclusively via the online form available on the Institute’s website as from 16 May 2025.
Nova n. 37/2025
READ
Women’s employment incentive (‘Bonus Donne’) – INPS instructions
Through a dedicated circular message, INPS has set out the procedures for submitting applications for the exemption from the payment of employers’ social security contributions in the event of the recruitment under a permanent employment contract of women without regularly paid employment. The incentive is granted following the submission of the specific online form, which is available on the Institute’s website as from 16 May 2025.
Nova n. 38/2025
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Workers enrolled under INPS separate management scheme – Notice of exceeding the annual pension contribution scheme
Through Message no. 1561/2025, INPS announces that, as from May 2025, in the event that self-employed workers registered with the Separate Management Scheme reach the annual contribution ceiling, the Institute will send them a specific notification via the ‘MyINPS’ portal. In this communication, INPS invites the recipients to inform their clients not to apply further social security contribution on any subsequent payments made beyond the annual ceiling.
INAIL insurance premiums – Salary ceiling for 2025
INAIL, by means of a circular message, provides the amounts of the minimum daily wages to be used for calculating both ordinary and flat-rate special insurance premiums for the year 2025.
Nova n. 41/2025
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Benefits in kind and welfare measures – Operating instructions
From January 2025, the tax regime applicable to employment income has been amended, and significant changes have also been introduced in the area of benefits in kind and corporate welfare.
In a dedicated circular message, the Italian Revenue Agency has provided guidance on the matter, offering clarifications regarding:
i) the reimbursement of rent payments and building maintenance expenses;
ii) the exemption threshold for goods and services granted by the employer; and
iii) the deductibility of contributions paid to supplementary funds of the National Health Service.
Nova n. 42/2025
READ
Blood donation – Instructions on the reimbursement of salary paid by employers
With circular message no. 96/2025, INPS has provided operational instructions for the reimbursement to employers of wages paid to employees who donate blood, for the days or hours of leave taken by the latter.
For the purpose of reimbursement, the employer must complete the UniEmens flow, specifying the informational data relating to:
i) the type of absence occurring in the month in which the event takes place, and
ii) the reimbursement of the wages advanced, by using one of the following codes:
– event code ‘DON’, indicating ‘absence due to blood donation’;
– event code ‘IDS’, indicating ‘hourly absence due to unsuitability for blood donation and related procedures’.
INPS clarifies that for the days or hours during which the worker is absent from work to donate blood, figurative social contribution is guaranteed.
Installation of Video Surveillance Systems – INL authorisation in case of multiple production units
With note No. 4757/2025, the National Labour Inspectorate (INL) clarified that companies with multiple production units located in different provinces – but all falling within the territorial jurisdiction of the same ITL office – may submit a single application for the issuance of the authorisation to install video surveillance systems, as required under Article 4 of Law No. 300/1970.
If the outcome of the assessment is positive, the competent ITL will issue a single authorisation valid for all individual production units concerned.
Gender equality: cooperation between INL and Equality Counselors
by Marcella de Trizio
Equality, equal opportunities, and non-discrimination between women and men in the workplace—with particular attention to the role of parenthood—are among the main objectives of the Labour Inspectorate’s action. By signing a Protocol with the National Equality Counsellor, the Inspectorate establishes a mechanism for cooperation and mutual exchange of information.
Quotidianopiù
READ
Implicit resignation: comparison between old and new regulations
by Marcella de Trizio
With its Note of 29 April 2025, the Labour Inspectorate has once again updated the form used to notify the employee’s unjustified absence for the purposes of applying the rules on tacit termination of the employment contract. Here are the differences between the new and the previous form, following the various clarifications issued by the Ministry.
Quotidianopiù
READ
Non-compete clause – unilateral amendment by the employer: null and void
A worker, following the termination of his employment relationship, filed a judicial claim seeking a declaration of nullity of the non-competition agreement included in his contract, arguing that the clause imposed excessive restrictions on his professional activity and territorial scope in exchange for a disproportionately low consideration when compared to the sacrifice required.
Corte di Cassazione reaffirmed a well-established principle in case law: the limitations of a non-competition agreement — in terms of subject matter, duration, and territorial scope — must be defined or, at the very least, capable of being defined at the time the agreement is concluded. This ensures that the parties’ consent is properly formed when entering into such legal arrangement.
Jus n. 05/2025
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Refusal to work on shifts organised by the employer: lawful if the company doesn’t pay the due allowance
The conduct of the employees who protested and refused to carry out the rotating shifts scheduled by the employer – in derogation from the provisions of the applicable NCBA – without receiving the corresponding allowance, cannot be considered as insubordination.
Jus n. 05/2025
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Whistleblowing protection for employees who bring issues to the attention of the anti-Covid committee
By order no. 10864/2025, Corte di Cassazione ruled on the dismissal for just cause of an employee of a well-known multinational group who, during the COVID-19 pandemic, had contested the decision to hold an in-person meeting rather than opting for a remote one.
Jus n. 05/2025
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Inadmissibility of compensation protection for an old-age pensioner who has been dismissed
In its order no. 9284/2025, Corte di Cassazione reiterates that, according to settled case law, the attainment of old-age pension constitutes a ground for the impossibility of reinstatement in the job for a worker who has been unlawfully dismissed.
Jus n. 05/2025
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Annual leave – no payment in lieu if the employee willingly waives fruition
The right to annual paid leave constitutes a fundamental and inalienable right of the employee, connected to the right to receive a financial indemnity in lieu of unused leave upon termination of the employment relationship, to be paid by the employer. In cases where the employee – including those with Dirigente (Executive) status – has actually had the opportunity to take the leave to which they were entitled and has knowingly waived it, the prohibition on the monetisation of unused leave applies (Corte di Cassazione, 22 May 2025, no. 13691).
Contracting – Joint and several liability also applicable to franchising agreements
oint and several liability for the payment of wages, social security contributions, and severance pay (TFR) to workers applies also in the context of franchising agreements. This principle, laid down under art. 29(2) of Legislative Decree no. 276/2003 in relation to service contracts, must be interpreted extensively despite franchising involving a different type of contractual relationship. It is to be applied to all forms of productive or distributive decentralisation characterised by a separation between the legal employer and the actual user of the work performance, where it is necessary to protect the worker as the final link in the production or distribution chain (Corte d’Appello di Torino, 24 February 2025, no. 87, published on 30 May 2025).
Chemical Industry: Draft Agreement of 15 April 2025
By Luca Barbieri and Matteo Raglio
AG has published the article “Chemical Industry: Draft Agreement of 15 April 2025”, by Luca Barbieri and Matteo Raglio, on Diritto & Pratica del Lavoro, published by Wolters Kluwer.
The article provides an analytical overview of the main innovations introduced by the draft agreement signed on 15 April 2025, concerning the renewal of the national collective bargaining agreement (CCNL) applicable to employees in the chemical, chemical-pharmaceutical, synthetic fibres, abrasives, lubricants and LPG sectors. The analysis specifically addresses the sectoral guidelines regarding the deployment of artificial intelligence within corporate organisational structures, the measures aimed at improving occupational health and safety, and the economic conditions entering into force as of 1 July 2025.
Diritto & Pratica del Lavoro, published by Wolters Kluwer
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High-Risk Artificial Intelligence Systems: Obligations of the Employer-Deployer
By Luca Barbieri and Andrea Rossetti
AG has published the article “High-Risk Artificial Intelligence Systems: Obligations of the Employer-Deployer”, by Luca Barbieri and Andrea Rossetti, on Diritto & Pratica del Lavoro, published by Wolters Kluwer.
The article sets out a preliminary examination of Article 26 of Regulation (EU) 2024/1689, focusing in particular on the duty to carry out a risk assessment in relation to health and safety implications for workers arising from the use of high-risk AI systems, the obligation to ensure ongoing human oversight of system performance, and the information and notification requirements imposed on the employer-deployer under EU law.
Diritto & Pratica del Lavoro, published by Wolters Kluwer
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Directors’ Liability in the Selection of a High-Risk AI System
By Luca Barbieri
The industrial relations framework appears to be entering an experimental phase in the regulation of artificial intelligence (AI), adopting normative approaches which, with limited exceptions, may be characterised more as cautiously framed intentions than binding commitments.
Diritto & Pratica del Lavoro, published by Wolters Kluwer
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Reinstatement protection: company size requirement and burden of proof regarding company workforce
It is up to the employer to prove that the size requirement is not met in order to exclude the applicability of the so-called ‘tutela reale’ (reinstatement protection) in the event of unlawful dismissal. However, such burden of proof may be particularly challenging where the “company workforce” includes part-time employment contracts.
Quotidianopiù
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Contractual Deadlines
| 1 |
| INSURANCE COMPANIES – SNA CONFSAL
Productivity bonus The renewal agreement of 5 March 2025 for the NCBA of 5 February 2018 concerning employees of independently managed insurance agencies provides for the possibility to disburse the productivity bonus through welfare instruments.
|
| MOTORWAYS AND TUNNELS |
| Expiration of the NCBA
The NCBA for employees of motorways and tunnels expires on 30 June 2025.
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| ROAD HAULAGE AND LOGISTICS |
| Working hours – travelling personnel
The NCBA of 6 December 2024 for employees of freight forwarding, road haulage and logistics companies introduced new provisions regarding working time for travelling personnel.
|
| SOCIAL COOPERATIVES |
| 14th month salary
The NCBA of 26 January 2024 for employees of cooperatives operating in the social, health, care, educational and work placement sectors (subsequently supplemented by the Minutes of 5 March 2024) introduced an update of the labour cost tables.
|
| CREDIT |
| New minimum salaries
The NCBA of 23 November 2023 for middle managers and employees in the professional areas of credit, financial and instrumental undertakings introduced pay increases.
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| ELECTRICITY |
| Equalisation element
The NCBA of 11 February 2025 for employees of companies in the electricity sector provides for the payment of the equalisation element by companies that do not apply second-level bargaining on performance bonuses. This payment is due to employees who do not receive any other collective economic benefits comparable to such an institution.
|
| METALWORKERS – INDUSTRIAL COMPANIES |
| Equalisation element
The NCBA of 5 February 2021 for employees of private metalworking industries and plant installation companies provides for the payment of the equalisation element by companies that do not apply second-level bargaining concerning performance bonuses or other remuneration items subject to contributions. The payment is due to employees who, in the previous year, received a wage composed exclusively of remuneration items established by the NCBA.
|
| METALWORKERS – PMI – CONFAPI |
| Equalisation element
The NCBA of 26 May 2021 for employees of SMEs in the metalworking and plant installation sectors provides for the payment of the equalisation element by companies lacking second-level bargaining with economic content. The payment is due to employees who, in the previous year, received a remuneration composed exclusively of wage items set out in the NCBA.
Professional training The same NCBA provides that, in the event the 24 hours of continuing training are not completed by 31 December 2024, the deadline is extended to 30 June 2025.
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| PENS AND BRUSHES – INDUSTRIAL COMPANIES |
| New minimum salaries
Il CCNL 3 maggio 2023 per i dipendenti dalle aziende produttrici di penne, matite, parti staccate di matite e penne ed articoli affini, nonché per i dipendenti dalle aziende produttrici di spazzole, pennelli, scope e preparatrici relative materie prime, ha previsto incrementi retributivi.
|
| NURSING HOMES – AIOP |
| Expiration of the NCBA
The NCBA for employees of nursing homes expires on 30 June 2025.
|
| ASSISTANCE SERVICES – AGESPI |
| Salary guarantee element
The NCBA of 7 May 2018 for employees of institutions operating in the care, social, socio-healthcare, and educational sectors, as well as all other AGeSPI assistance organisations, provides for the payment of the Remuneration Guarantee Element.
|
| TOURISM – CONFCOMMERCIO |
| Minimum salaries
The NCBA of 5 July 2024 for employees of companies in the tourism sector has set salary increases for June 2025.
Salary of ‘extra’ workers The NCBA of 5 July 2024 for employees of companies in the tourism sector has set an increase of the hourly salary of ‘extra’ workers for June 2025.
|
| TURISMO – CONFINDUSTRIA |
| Minimum salaries
The NCBA of 21 December 2024 for employees of companies in the tourism industry has set salary increases for June 2025.
Salary of ‘extra’ workers The NCBA of 21 December 2024 for employees of companies in the tourism industry has set an increase of the hourly salary of ‘extra’ workers for June 2025.
One-off lump payment The NCBA of 21 December 2024 for employees of companies in the tourism industry provides, for the travel and tourism enterprises sector, the payment of a one-off sum.
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Administrative Deadlines
| 16 | 20 | 30 |
| Declaration and payment of CASAGIT contribution
Employers of journalists and trainee journalists with a subordinate employment relationship are required to pay the contributions due for the previous month and, at the same time, submit the relevant documentation relating to the monthly declaration of employee salaries, prepared in electronic format. |
Mandatory communication on the usage of temporary workers
Employment agencies performing staff leasing activities are required to report the hiring, extension, transformation, and termination of workers employed during the previous month. The communication must be submitted electronically to the Employment Centre. |
LUL payslips
Art. 39, L. 133/2008 Employers must complete the Unified Employment Register (LUL) with data related to their employees for each reference month by the end of the following month.
|
| Monthly tax withholdings
Employers, acting as tax substitutes, are required to pay the IRPF (income tax) withholdings on employment income and equivalent earnings.
|
Individual UNIEMENS data flow
Employers already required to submit the contribution report using the DM10 form and/or the EMENS monthly payroll report must communicate payroll and contribution data, along with the necessary information for the implementation of individual insurance positions and the provision of benefits.
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| INPGI separate management
Contracting entities that engage professional journalists, publicists, and trainee journalists registered in the relevant professional lists or registers, who work under a coordinated and continuous collaboration arrangement, must report and pay the compensation provided to collaborators and contribute to insurance payments, including the portion payable by the journalist.
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| INPS Treasury Fund
Ministerial Decree 30 January 2007
Employers with a headcount of at least 50 employees must pay contribution to the INPS Treasury Fund corresponding to the monthly portion of the severance pay (TFR) accrued in the previous month and not allocated to supplementary pension schemes.
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| Payment of contribution to INPS separate management scheme
Art. 2(18), Law 8 August 1995, no. 335 Contracting entities employing door-to-door salespersons and those engaged in “Co.Co.Co.” collaboration arrangements must pay social security contribution to the INPS Separate Management scheme.
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| INPS contribution for employees
Employers must pay INPS contribution related to employees’ wages paid in the previous month. |
Normative Deadlines
| 16 | 24 | 30 |
| Tax assistance
Employers or professionals must provide a copy of the processed declaration and of its settlement by 31 May
|
Service contracts
Contractors and subcontractors involved in contracts exceeding EUR 200,000 must submit proof of payment for the withholdings applied to their workers in the previous month or, if exempt, provide a copy of the tax compliance certificate.
|
Tax assistance
Employers or professionals must provide a copy of the declaration processed from 1 June to 20 June and of its settlement.
|
| CIGO subsidised furlough request for unavoidable events
Employers must submit CIGO furlough requests for objectively unavoidable events that happened in the previous month.
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||
| CIG subsidised furlough
Employers must submit the necessary data for the payment or balance of wage integration in cases where direct payment is made by INPS, for integration periods that began in the previous month.
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| Fruition of annual leave
Employers must ensure that employees take the two weeks of annual leave relating to 2023, if not yet taken, unless otherwise provided for by the applicable collective agreement.
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| Temporary contracts
For user companies, the assignments of fixed-term agency workers that were ongoing as of 12 January 2025 and had been extended beyond the maximum duration of 24 months will expire. |
Electoral Leave – Municipal Administrative Elections and Referendum
In view of the i) municipal administrative elections to be held on 25 and 26 May 2025 and the ii) abrogative referendum scheduled for 8 and 9 June 2025, this note briefly outlines the rules governing paid leave granted to employees serving at polling stations.
Memorandum 08/2025
READ
Unused Holidays: Contribution Obligations and Deadlines
By 16 July 2025, the employer is required to pay mandatory social security and welfare contributions in relation to the minimum annual paid leave accrued in 2023 and not actually used by the employee by 30 June 2025. This note provides a summary of the legal, procedural and administrative aspects – now well-established – governing the holiday entitlement.
Memorandum 10/2025
READ
AGpill – Referendum 8 e 9 June 2025: an analysis of labour-related questions
By Amedeo Mastromarino Horn
The referendum of 8 and 9 June 2025, promoted by the CGIL, aims at a substantial reorganisation of labour law. But what are the practical implications for companies? In this edition of AGPill Amedeo Mastromarino Horn, Labour Consultant at ArlatiGhislandi, explores the referendum questions regarding the repeal of provisions on labour law, analysing the potential legal and social consequences should the referendum be approved.
WATCH VIDEO
AGApm – The Salone del Risparmio & APM
By Gianluca Primavera and Camilla Salmoiraghi
Gianluca Primavera – ESG & Finance Partner at AG and leader of the APM project – speaks to AG about the insights from the latest edition of the Salone del Risparmio.
The central theme of the event was financial education: projects and tools for training and advisory services.
Active Portfolio Management, one year after its launch, keeps pace with the future of wealth management and financial planning..
WATCH INTERVIEW
AGpill – 730 Tax Return Form
By Giovanna Caivano
From next May 15th until September 30th, employees, will be able to modify and send the 730/2025 form prepared by the Revenue Agency. Giovanna Caivano explains how it works. If you want to know more
WATCH VIDEO
AG Insights – Bonus for the hiring of young employees and women – Application procedure
By Matteo Raglio
On Radio Magistra, Matteo Raglio – coordinator of the AG Studi e Ricerche research centre – analyses the regulations concerning the hiring incentives for young people under 35 and for women, with a focus on the procedures and formalities for submitting applications to access the benefits..
LISTEN TO THE PODCAST
AGpill – Employment and social networks
By Rosamaria Bevante
The use of social media in the workplace raises new questions: what are the boundaries of “inappropriate” social media use in a professional context? In this episode of #AGPill – “Employment relationships and social networks”, Rosamaria Bevante, Employment Lawyer and Privacy Law expert at ArlatiGhislandi, explores the delicate balance between digital innovation and the protection of employment relationships, with a focus on the legal implications for both employees and employers.
WATCH VIDEO
Sustainable procurement – guidelines for a substainable procurement system
17 June 2025, Palazzo Chiesa
On Tuesday, 17 June at 2:30 p.m., ArlatiGhislandi will host the conference “Sustainable Procurement. Guidelines for the Governance of a Sustainable Supply System” at Palazzo Chiesa.
The implementation of strategies and a governance system for sustainable procurement requires an integrated approach that combines organisational, economic and socio-environmental dimensions.
The event will explore key topics such as the role of large companies and SMEs as drivers of change, the management of economic risks within the supply chain, and the ethical dimension as a regulatory factor in the acquisition of goods and services.