The limits of social scoring under Regulation (EU) No. 1689/2024
23 July 2025
The European legislation prohibits the use of artificial intelligence systems for evaluating individuals based on social behaviour or personal characteristics, where this involves processing that is prejudicial or discriminatory. Regulation (EU) 2024/1689 of 13 June 2024 (commonly referred to as the “AI Act”) recognised the potential ability of artificial intelligence systems to assign social scores […]
Law No. 76/2025 on workers’ participation in company management and profits
27 June 2025
Law No. 76 of May 15th, 2025, has come into force on June 10th, 2025. The latter concerns workers’ participation in the management and organisation of companies, as well as profits and consultation activities prior to employer decisions; it also defines a normative system aimed at promoting collaboration, occupational safety, and socio-economic valorisation of national […]ALERT | News 2025 on parental leave
25 June 2025
With Circular No. 95 of May 26, 2025, INPS provided practical instructions on parental leave, for which the allowance was increased by the 2025 Budget Law from 60% to 80% for the second month and from 30% to 80% for the third month of leave. The circular clarifies the objective, subjective, and temporal scope of […]When does the employer’s obligation to remunerate the so-called ‘Changing Time’ arise?
2 June 2025
The Court of Trento issued a decision rejecting the remuneration claims brought by an employee concerning the time spent donning and doffing the work uniform—despite the fact that said uniform qualified as mandatory personal protective equipment (PPE)—as well as the time allegedly required to shift handover with the outgoing colleague and for showering at the […]Equality and pay transparency in the European context
27 May 2025
Three years after it entered into force, by June 7, 2026, EU member states will be required to transpose the provisions of the Pay Transparency Directive, which introduces the principle of gender pay equality. With EU Directive 2023/970 of May 10, 2023, the European Union took action to ensure gender pay equality through transparency in […]Processing of employees’ personal data: the ECJ on company agreements that limit the scope of the protection granted by the GDPR
28 March 2025
The discretion granted to national law and collective agreements, pursuant to section 88, paragraph 1 of Regulation No. 679/2016, in determining “more specific rules” that ensure the protection of rights and freedoms with regard to the processing of employees’ personal data, does not prohibit the national judge hearing the case from carrying out a full […]Indirect discrimination in case of determining the same grace period for disabled workers
28 February 2025
The Supreme Court’s decision no. 170/2025 recognises the indirect discrimination in applying a uniform protected period to disabled and non-disabled workers. With decision no. 170 of January 7th, 2025, the Italian Supreme Court reiterated that applying a uniform grace period to all employees, without considering the specific condition of disabled workers, constitutes indirect discrimination against […]In case of a non-complete risk-assessment document, the liability for injuries rests with the employer and not the safety delegate
29 November 2024
In the case of a worker’s injury, the criminal section of the Italian Supreme Court stated, through its judgement no. 39168/2024, the liability lies with the employer and not with the executive delegated to safety if said event was not foreseen and evaluated in the Risk Assessment Document. With Judgment no. 39168 of October 25th, […]New European Directive on work organised through digital platforms
19 November 2024
On December 1st 2024, the EU Directive 2831 of 23rd October 2024 will come into force, which aims to improve the working conditions of individuals performing organised work using digital platforms. The EU Directive 2831/2024, which the Member States must implement by 2 December 2026, aims to guarantee increasing levels of protection for workers who […]When can a rude employee be dismissed?
31 October 2024
It is lawful to dismiss an employee who addresses customers in a rude and aggressive manner. The case stems from an appeal made by an employee, a butcher counter clerk at a supermarket, who was dismissed for just cause by his employer. The dismissal was due to the employee addressing a customer in an aggressive […]