In Italian law, the principle of non-discrimination between workers hired under different types of contracts applies. Based on this principle:
- if you have a part-time employment contract, you should not receive less favourable treatment than a comparable full-time worker and you are entitled to the same rights as a comparable full-time worker. Your financial and regulatory treatment will be scaled down due to the reduced amount of work performed;
- if you have a fixed-term employment contract, you are entitled to the same financial and regulatory treatment, in proportion to the period of work performed, that the company guarantees to workers with a comparable permanent employment contract, meaning workers graded at the same level under the classification criteria established by collective bargaining;
- If you have an intermittent employment contract, you should not receive less favourable financial and regulatory treatment overall than a worker of the same grade, for the periods worked and for the same tasks performed. Your financial, regulatory and social security treatment will be scaled down based on the work you actually performed, particularly as regards the amount of pay, the length of holidays, arrangements for sickness and accidents, and maternity and paternity leave;
- If you are a supply worker, throughout the duration of the mission with the user, you are entitled to financial and regulatory conditions that are no lower overall than those received by the user’s employees working at the same level. While you are working for the user, you are also specifically granted the trade union rights provided for in the Workers’ Statute.
Relevant legislation
- Legislative Decree No 81 of 15 June 2015 - Article 7;
- Legislative Decree No 81 of 15 June 2015 - Article 25;
- Legislative Decree No 81 of 15 June 2015 - Article 17;
- Legislative Decree No 81 of 15 June 2015 - Article 35;
- Law No 300 of 20 May 1970 (Legislative Decree No 81 of 15 June 2015 – Articles 35 and 36).