Employer of Record (EOR) in Italy
Employer of Record (EOR) in Italy allows companies to hire employees without establishing a local entity. With a workforce of nearly 23 million, Italy provides skilled professionals in industries like fashion, automotive, manufacturing, finance, and technology. The country’s employment system is heavily regulated with complex tax rules, collective bargaining agreements, and mandatory contributions. Businesses choose EOR services in Italy to manage payroll, benefits, compliance, and labor contracts while avoiding the administrative challenges of opening a subsidiary. EOR solutions give companies faster access to Italian talent while ensuring full compliance with national labor laws.
About Italy
Italy, located in Southern Europe, is the third-largest economy in the Eurozone and a member of the European Union. Known for its history, culture, and industrial strength, Italy is a global leader in fashion, automotive, luxury goods, food, and tourism. Major cities like Milan, Rome, and Turin act as business hubs with international connectivity.
The Italian economy is characterized by a mix of large multinational corporations and small to medium-sized enterprises (SMEs), which make up over 90% of businesses. Italy’s workforce is highly educated, with strong expertise in engineering, design, IT, finance, and healthcare. While bureaucracy and complex regulations can be challenging for foreign employers, EOR services provide a practical solution.
The country’s strategic location in the Mediterranean provides access to European, African, and Middle Eastern markets. Combined with its advanced infrastructure, skilled workforce, and cultural influence, Italy remains a top choice for international companies expanding in Europe.
Employment Terms and Regulations
Types of Contracts:
Permanent, fixed-term, apprenticeship, project-based, and temporary agency contracts.
Working Hours:
Standard 40 hours per week (maximum 48 including overtime).
Minimum Wage:
No national minimum wage, but set by collective bargaining agreements (usually €1,000–€1,200/month).
Probation Period:
Generally 6 months for permanent contracts.
Taxation and Contributions
Employers contribute significantly to social security, including pensions, healthcare, unemployment, maternity, and injury insurance. Rates vary based on sector and contract type.
Types of Leave
Annual Leave:
Minimum 20 days per year, plus public holidays.
Sick Leave:
Paid leave, covered by employer and social security depending on duration.
Maternity Leave:
5 months (2 before and 3 after childbirth) with up to 80% salary.
Paternity Leave:
10 working days.
Public Holidays:
11 national holidays.
Employee Benefits
Mandatory pension and healthcare, severance pay (TFR – Trattamento di Fine Rapporto), holiday bonuses, and benefits set by collective bargaining agreements.
Termination Process
Termination in Italy requires valid reasons (economic or disciplinary). Notice periods depend on the employee’s role and seniority. Wrongful termination can result in reinstatement or compensation.
Employer Taxes
Employer contributions in Italy range from 30% to 35% of gross salary, covering pensions, unemployment, healthcare, and other benefits.
EMPLOYER TAXES
30% to 35% (Estimated)
FAQ's
How STM Manages Employment in India
Establishing an entity in every hiring location can be cost-prohibitive. STM simplifies the process by employing and paying your Indian talent on your behalf. We handle the intricate HR procedures and employment contracts in compliance with local laws. You can conveniently approve invoices through our platform. By partnering with an Employer of Record (EOR), you can efficiently and compliantly hire top talent globally.
Payment Processes for Indian Employees
We streamline payroll management for your Indian workforce. Employee hours, leaves, holidays, bonuses, and commissions are meticulously calculated. STM invoices you around the 15th of each month in your preferred currency, including US Dollars (USD), Euros (EUR), British Pounds (GBP), Canadian Dollars (CAD), or Singapore Dollars (SGD). This ensures your Indian employees receive their salaries promptly in Indian Rupees (INR). Simplify further by consolidating your global team’s salaries into a single payment.
Full-time Employees vs. Global Contractors
Contractors engage with multiple companies and are self-employed, while full-time employees focus solely on their employer and receive additional benefits like health insurance, equity, and time off. While hiring international contractors can be cost-effective, it comes with misclassification risks. Partnering with an EOR for contractor onboarding and payments ensures compliant and timely compensation.
Reliable Employee Support
Our platform offers accessible support for employees and employers with inquiries about benefits, visas, and global employment in India. Utilize the chat function to connect with our expert team. Additionally, every STM client is assigned a dedicated account manager, serving as the primary contact for global HR assistance.
