In Italy, the vacation leave policy for employees is quite generous. These entitlements are primarily determined by national legislation but can be further enhanced by collective bargaining agreements or company policies.

Legal Minimum

According to the Italian Civil Code, all employees are entitled to a minimum of four weeks of paid annual leave, irrespective of their length of service.

Accrual and Calculation

Vacation leave is accrued on a monthly basis. For each month worked, employees earn approximately 2-3 days of leave, depending on their work schedule. It's important to note that part-time workers are entitled to the same vacation leave as full-time employees, but this is prorated in line with their working hours.

Additional Entitlements

Collective Bargaining Agreements (CBAs) may provide for additional vacation days beyond the mandated minimum. Some of these agreements offer extra vacation days based on an employee's length of service with the company.

Key Considerations

When employment is terminated, employees are entitled to compensation for any unused vacation days that have been accrued. Employers are generally not allowed to substitute monetary compensation for the minimum four-week vacation entitlement. Italian law and collective agreements often include specific rules that govern how and when employees can take their vacation leave.

Italy's public holidays are a blend of religious observances, historical commemorations, and national celebrations. Here are the major holidays observed throughout the country:

National Holidays

• New Year's Day (Capodanno): Celebrated on January 1st.
• Epiphany (Epifania): Celebrated on January 6th.
• Easter Monday (Lunedì dell'Angelo): Celebrated the day after Easter Sunday.
• Liberation Day (Festa della Liberazione): Celebrated on April 25th, this day commemorates the liberation of Italy from the Nazi occupation.
• Labor Day (Festa del Lavoro): Celebrated on May 1st.
• Republic Day (Festa della Repubblica): Celebrated on June 2nd, this day celebrates the birth of the Italian Republic.
• Ferragosto (Assumption Day): Celebrated on August 15th.
• All Saints' Day (Ognissanti): Celebrated on November 1st.
• Immaculate Conception Day (Immacolata Concezione): Celebrated on December 8th.
• Christmas Day (Natale): Celebrated on December 25th.
• St. Stephen's Day (Santo Stefano): Celebrated on December 26th.

Regional and Patron Saint Holidays

In addition to national holidays, several Italian cities and towns celebrate public holidays dedicated to their patron saints. Some of these include:

• Saint Ambrose Day (Milan): Celebrated on December 7th.
• Saint Mark's Day (Venice): Celebrated on April 25th.
• Feast of Saint John the Baptist (Florence): Celebrated on June 24th.

Italian labor law provides a range of leave options for employees, encompassing both personal and family needs. The primary categories of leave available are as follows:

Mandatory Leave

• Annual Vacation Leave: All employees are entitled to a minimum mandatory period of four weeks of paid annual leave each year.

• Sick Leave: In the case of illness or injury, employees are entitled to sick leave. The specific compensation and duration vary depending on the collective bargaining agreement covering the employee.

• Maternity Leave: Female employees are entitled to mandatory paid maternity leave, generally covering two months before and three months after childbirth.

• Paternity Leave: Fathers are entitled to mandatory paid paternity leave of 10 days, which can be taken either consecutively or throughout a 5-month period after the child's birth.

• Parental Leave: Parents have the right to a period of optional parental leave of up to 11 months total between them. Parental leave up to 6 months is paid at 30% of the parent's salary, while the remaining portion is unpaid.

Non-Mandatory Leave

• Personal Leave: Collective bargaining agreements may provide for additional paid or unpaid leave for personal reasons, such as family emergencies or religious observances.

• Study Leave: Some collective agreements include provisions for paid or unpaid study leave, allowing employees to pursue further education or professional development.

• Extraordinary Leave: Employees may be entitled to unpaid leave for exceptional circumstances, such as caring for a family member with a serious illness.