Work permits and visas in Italy

Italy is Europe’s third-largest economy and a leading market for industries like manufacturing, fashion, automotive, food, and tourism. It boasts a highly skilled workforce and a network of small and medium-sized enterprises, making it an attractive destination for international employers. Approximately 8.9% of Italy’s population is now foreign-born, reflecting the country's transition from a historic land of emigration to one of net immigration. This creates strong demand for international talent, particularly in sectors facing labor shortages, such as hospitality, healthcare, construction, and agriculture.

At the same time, Italy’s immigration laws are strict. Employers must secure government work authorizations (nulla osta) and adhere to annual quotas (Decreto Flussi) before a non-EU worker can legally enter and work. This guide walks employers through Italy’s key visa categories, sponsorship steps, and compliance obligations. Throughout, we emphasize the importance of careful planning and legal compliance under Italian and EU rules; proper preparation will ultimately ensure a smooth hiring or relocation process.

Who Needs an Italian Visa or Work Permit?

A cornerstone of the European Union is the free movement of workers. As a result, any citizen of the EU or European Economic Area (EEA), including Iceland, Liechtenstein, and Norway, or Switzerland, can enter, live, and work in Italy without a visa or work permit. Employers hiring EU/EEA/Swiss nationals do not need to obtain special immigration clearances for them.

However, all other (third-country) nationals must secure authorization to work. In practice, this means a non-EU job candidate needs two main permits to work in Italy: (1) a national long-stay work visa (a Type D visa) issued by an Italian consulate abroad, and (2) after arrival, an Italian residence permit (permesso di soggiorno) authorizing employment. Both steps are employer-dependent.

Typically, an Italian or Italy-based foreign employer must first apply for a work authorization (nulla osta) at the local One-Stop Immigration Desk (Sportello Unico per l’Immigrazione), which is a prerequisite before a visa can be granted. In short, if the candidate is not an EU/EEA/Swiss citizen, the employer must navigate Italy’s work permit system on their behalf.

It’s worth noting that certain highly specialized categories can sometimes bypass regular quotas. For example, Italian law lists exemptions (Art. 27 of Legislative Decree No. 286/1998) for visiting researchers, intra-company transfers, and certain managers or scientists who may qualify for expedited entry. But for most hires outside the EU, the standard path involves obtaining the nulla osta within the annual Decreto Flussi quotas.

Key Italian Work Visa Types for Employers

Italy offers several long-stay visas for employment. Below, we provide an overview of the main categories that employers will encounter:

National Work Visa (Type D) for Italy

This is the standard long-term visa for employment in Italy. Every non-EU/EEA/Swiss worker intending to stay in Italy over 90 days must first obtain a Type D national visa for work. In practice, an employer must request a work authorization (nulla osta) through the quota system (Decreto Flussi), and then the employee applies for the visa at an Italian consulate.

The Type D visa is the entry ticket to Italy, and once the holder arrives, they must promptly apply for a residence permit (permesso di soggiorno) to be allowed to legally live and work. Employment visas usually coincide with an employment contract; for salaried work, this is called the visto per lavoro subordinato. There are also Type D visas for self-employment, but those require evidence of a business plan and appropriate licensing.

Nulla Osta Authorization & Decreto Flussi Quotas in Italy

Under Italian law, employers of non-EU workers must obtain a nulla osta al lavoro (work clearance) before a work visa can be issued. To do this, the employer submits a request to the local Prefecture’s Sportello Unico per l’Immigrazione with proof of the job offer, a signed contract, and compliance with labor laws, including pay and conditions.

These applications are governed by the yearly Decreto Flussi quota system. Recent rules (for 2023–2025) set multi-year quotas, but applications are still processed “first-come, first-served” on designated "click days." This means employers must monitor official announcements, usually early each year, and be ready to apply immediately. The quotas cover both seasonal and non-seasonal work.

Once the employer’s nulla osta request is approved, the immigration office issues the clearance, and the employer sends it to the employee for their visa application.

EU Blue Card (Carta Blu UE) for Italy

Italy participates in the EU Blue Card program for highly qualified workers. The Blue Card is a high-skill residence and work permit that falls outside the quota system. It requires a higher-education degree (or equivalent experience) and a binding job offer for at least 6 months at a salary above the national threshold.

In Italy, the minimum gross annual pay required for a Blue Card was €33,500 in 2024, roughly 1–1.6 times the average wage as per EU rules. The employer still must apply for a nulla osta, but Blue Cards are not limited by Decreto Flussi quotas. Additionally, under Italian law, the employer typically must pass a local labor market test first, certifying that no local/EU candidate filled the role.

A Blue Card is initially valid for up to two years (or the length of the contract plus three months) and is renewable. Crucially, it provides a clear path to long-term residency after five years total for the employee. In summary, the Blue Card is suited to highly skilled roles with top salaries, and it avoids the caps, making it very attractive if the candidate meets the criteria.

Intra-Company Transfer (ICT) Visa for Italy

This permit applies when a multinational company transfers one of its own non-EU employees to an Italian branch or subsidiary. Italy’s ICT permit comes in two flavors (a “national” ICT and an EU ICT), but both require a valid work authorization from the SUI. A key advantage is that ICT transfers are exempt from the annual quotas.

This means long-term assignments of executives, managers, or specialists from a foreign affiliate can be arranged without waiting for a Decreto Flussi allocation. The employee must have been with the company abroad for a set period, typically at least 3 months for the EU ICT and 6 months for the national ICT, and the job in Italy must match their skills. The employer still needs to submit documentation, such as proof of relationship between companies, a secondment agreement, and the employment contract, to the Prefecture.

The ICT permit is granted for the duration of the assignment (2 years maximum for executives, 1 year for specialists, renewable up to a total of 3 years for managers and 3 years for specialists under EU ICT rules). In practice, ICT visas allow companies to quickly mobilize their own global talent with fewer quota restrictions, but the process still involves securing a nulla osta and meeting certain conditions.

Seasonal Work Permits for Italy

Italy has a specific visa for short-term, seasonal employment, primarily in agriculture, tourism, and hospitality. To hire a seasonal worker, the employer must first apply for a seasonal work authorization (nulla osta stagionale) under the seasonal quotas. Seasonal visas are valid for a maximum of 9 months and are tied to the season’s length. They do not lead to permanent residency.

Employers should note that seasonal quotas are also limited and announced annually; for example, there are 93,550 slots in 2025. In practice, if you need workers for harvests or summer tourism, the seasonal permit is the route, but it is subject to its own flow decree limits.

Each of these Italian visa paths involves multiple steps, including pre-authorizations and consular procedures, and specific conditions. In the next sections, we discuss what the employer must do at each stage and how to stay compliant.

Employer Sponsorship Process and Responsibilities in Italy

As the employer, you are essentially the sponsor of the foreign hire’s visa in Italy. Italian law places several obligations on you during the sponsorship:

Confirming Eligibility and Notifying Authorities in Italy

Before anything else, verify that the role qualifies under Italian rules. For most hires, this means it must fit within the occupations allowed by the Decreto Flussi quotas, or in one of the quota-exempt categories. Also, ensure your company meets local requirements; for example, Italy now mandates that companies have a codice fiscale (tax ID) and even a certified electronic address (PEC) to handle immigration paperwork.

You must notify the local employment center of the vacancy and undergo an eight-day labor market test. This ensures no qualified Italian or EU worker is available before filling the position with a non-EU candidate.

Submitting the Nulla Osta Application in Italy

Use the designated online portal for the Sportello Unico per l’Immigrazione to apply for the work authorization (nulla osta). The application packet should include the employment contract (or letter of intent to hire), proof of sufficient company funds, and details on the offered salary and accommodation.

Italian authorities carefully ensure compliance with labor laws at this stage: you must offer at least the minimum conditions (hours, pay rates from the applicable national collective agreement, insurance coverage) that an Italian worker would receive. Employers must also sign a “stay contract” (contratto di soggiorno) declaring the intent to hire the employee at the agreed terms, and upload a certified housing suitability certificate for the employee’s intended residence. Recent digital reforms require using your PEC account and digital signature for these submissions.

Waiting for and Relaying the Nulla Osta in Italy

The Italian immigration office (prefecture) will process your application. Quota-based work permits are issued first-come, first-served, so quick action is essential. If your application is approved, the SUI will issue the nulla osta work permit. You must then forward this clearance document to the prospective employee (or consulate), often by email, so it can be included in their visa application.

Recent Italian regulations hold employers strictly to their commitments. For example, once the visa is approved, you may receive an email asking you to reconfirm your hire within 7 days; failing to do so voids the authorization. Non-compliant employers risk sanctions and even temporary bans on sponsoring new hires.

Coordinating the Italian Visa Application

Though the visa itself is issued to the employee, you must assist with the process. After sending the nulla osta, ensure the candidate has everything needed for the consular interview: a valid passport, the nulla osta, the completed visa application, proof of accommodation, and health insurance. You may help schedule the consulate appointment or provide translations of the employment contract if needed.

In some cases (e.g., Blue Card or ICT), you will ensure extra conditions are met, such as a higher salary or proof of prior employment.

Supporting Arrival and Residency Formalities in Italy

Once the visa is granted and the employee travels to Italy, you must help them apply for a residence permit within 8 days of arrival. Typically, the employee submits an application at the local immigration office (Questura) with your assistance. Many employers facilitate this by allowing the worker time off for appointments or by liaising with a local immigration lawyer.

You should also help the employee obtain a Codice Fiscale (tax code) and enroll in the national health system, as these are prerequisites for full employment rights.

Maintaining Compliance Throughout Italian Employment

Remember that sponsorship doesn’t end once the employee starts work. Italian labor law imposes all standard employer duties: registering them with social security (INPS) and accident insurance (INAIL), withholding income tax, following workplace health/safety rules, and honoring the terms of the employment contract.

If the hired position is on a renewable contract, you must submit any contract extensions to the authorities as needed. If the employee’s role or contract terms change, you must notify the immigration office; failure to do so can invalidate the permit. In essence, you become the legal “anchor” for the foreign worker in Italy, so you must ensure all obligations—payroll, insurance, tax withholding, and labor standards—are strictly met throughout their stay.

Step-by-Step: Hiring or Relocating a Foreign Worker to Italy

Below is a simplified sequence of steps to follow when bringing a foreign employee to Italy. In practice, the exact order may vary slightly, and some steps may be handled in parallel with the employee. However, this outline covers the main legal actions you and the worker must complete:

Verifying Eligibility for Italy

Confirm whether your candidate is an EU/EEA/Swiss citizen or a third-country national. If non-EU, decide which visa route fits (e.g., quota-based work visa, Blue Card, or ICT). Check that the job qualifies under Italian regulations and, if applying through Decreto Flussi, ensure the position is on the authorized occupation list or within the announced quota.

Advertising and Labor Market Test in Italy

Notify the local employment office of the vacancy and wait the mandated period (usually 8 working days). If no suitable Italian/EU candidate emerges, proceed with the foreign hire. Keep proof, such as posting ads or communications with the employment center, in case you need to demonstrate compliance. This step must precede the work permit application.

Applying for the Nulla Osta (Work Permit) in Italy

Gather required documents, including the employment contract and company financials, and submit a request to the Sportello Unico per l’Immigrazione during the designated application window. Italy often uses “click days” for filing permits, so be ready, as applications are processed on a first-come, first-served basis. If the quota for your category is not yet open, you must wait for the next announcement.

Waiting for Authorization in Italy

Once you submit the nulla osta application, wait for the SUI/Prefecture to process it. Processing times can vary, typically a few weeks, and authorities may request additional information. If approved, you will receive the nulla osta work permit by email or through the portal.

Sending the Nulla Osta to the Employee for Italy

Immediately forward the approved nulla osta to the prospective employee or their visa agent. The employee needs this document to apply for the Italian National Visa at the local consulate.

Employee Applies for the Visa for Italy

The employee submits the visa application at the Italian consulate/embassy in their home country. They must include the nulla osta, their passport, the completed application form, and other standard documents, such as passport photos, proof of accommodation in Italy, and health insurance. The employer’s role here is mostly supportive, ensuring the employee has everything needed and attends any required interview.

Consular Interview and Issuance for Italy

The employee attends a visa appointment, provides biometric data, and answers any questions. Once processed, the consulate issues the Type D work visa and returns it in the employee’s passport. Processing can take from a few weeks to several months, depending on the workload. After visa approval, some consulates notify the employer via email to confirm the hire and allow final checks.

Travel to Italy

With the visa in hand, the employee travels to Italy. It’s best if the employer has already prepared for their arrival, for example, by arranging temporary housing.

Applying for the Residence Permit (Permesso di Soggiorno) in Italy

Within 8 days of arrival, the employee must apply for a permesso di soggiorno at the local Questura (immigration office). Typically, the employee files a kit (kit postale) available at a post office, or directly at the Questura, submitting copies of the passport, visa, employment contract, rental agreement, and health insurance enrollment. The employer can assist by providing necessary documentation, such as a copy of the contract and company certifying employment. This step formalizes the employee’s right to reside and work in Italy; without it, the visa alone does not allow continued stay.

Beginning Employment and Ongoing Compliance in Italy

After the residence permit arrives (usually mailed a few weeks later), the employee may legally work. The employer should complete any final registrations: enroll the worker in INPS (social security), obtain their tax code if not yet done, and ensure all payroll deductions start. The worker should register their address with the local municipality (anagrafe) as required by law. From this point on, treat the worker as any Italian employee in terms of labor protections, while also tracking any permit expiry. Residence permits for work can typically be renewed in Italy before expiration if the employment continues.

Employer Legal Compliance and Documentation Duties in Italy

Once your foreign hire is in Italy and working, additional compliance duties kick in. Here are the main legal obligations and documentation tasks for the employer:

Registering with Italian Authorities

To pay employment taxes and contributions, your company must be registered with the Italian authorities. In practice, this means you hold a valid Italian fiscal code or VAT number and have set up a certified email (PEC) for official communications. For social security, you must register with the National Social Security Institute (INPS) before submitting contributions. Each employee, including foreign hires, also needs a codice fiscale (tax ID), which you can obtain through the tax office (Agenzia delle Entrate). This code is essential for payroll, healthcare, and pension registrations.

Wages and Salary Thresholds in Italy

Italy has no single statutory minimum wage; instead, wages are set by national collective bargaining agreements (CCNL) for each sector. As an employer, you must pay the foreign worker at least the minimum wage (or higher) specified for your industry. For special visas like the EU Blue Card, Italian law imposes a minimum annual salary, which for 2024 was €33,500. If your hire qualifies for a Blue Card, ensure the offered salary meets or exceeds this threshold. For all employment visas, the contract should reflect the salary and working hours clearly in Italian. Always document the agreed compensation and maintain copies of signed contracts, as authorities may audit them.

Social Security Contributions in Italy

Both the employer and employee must pay into Italy’s social security system. In practice, this is done by the employer withholding a portion from the employee’s gross pay (about 9-10%) and adding an employer’s contribution (roughly 29-32% of gross salary). The exact rates depend on the sector and the employee’s role, but total social contributions can reach around 40% of salary, with about 30% borne by the employer. Contributions cover pensions, unemployment insurance, and other welfare programs. Employers make these payments monthly via the INPS UNIEMENS portal or through the F24 tax form, which your payroll or accounting team should handle.

Income Tax and Other Payroll Taxes in Italy

Italian employers are withholding agents for employee income tax (IRPEF). You must calculate and deduct each employee’s income tax (which runs 23–43% progressive) from each paycheck, along with regional (up to 2.03%) and municipal (up to 0.9%) tax surcharges. These withholdings also must be paid monthly via the F24 form. Ensure payroll is set up in compliance with Italian rules; many companies use a local payroll bureau or an Employer-of-Record service to manage these obligations.

Employment Insurance (INAIL) in Italy

Beyond INPS contributions, employers in Italy must insure workers against workplace accidents. This insurance is managed by INAIL, and costs vary by industry hazard. Your company should register with INAIL and pay the required premium, which is typically a small additional percentage of wages. Check INAIL’s current rates for your sector.

Labor Law Protections in Italy

Foreign employees in Italy enjoy the same statutory and contractual protections as Italian workers. This includes rules on maximum working hours (usually 40 hours/week), paid holidays (at least 4 weeks per year under most contracts), sick leave, and termination notice periods. You must ensure their contract and conditions mirror what local laws and collective agreements require for that job category. Do not ask the employee to waive any rights; that would invalidate the visa. Keep thorough records (time sheets, payslips, tax filings) just as you would for any hire.

Documentation and Recordkeeping in Italy

Maintain an immigration file for each foreign employee. This should include the employee’s passport copy, visa, entry stamp, Nulla Osta, Permesso di Soggiorno, employment contract, and any correspondence with immigration authorities. You should also keep records of the candidate’s qualifications and the wage offer to demonstrate compliance if asked. Italy’s labor inspectors or immigration officials may audit these files, so having everything organized (and translated into Italian if necessary) is crucial.

Renewals and Extensions in Italy

Track permit expiration dates. For most Type D work visas, the initial residence permit is valid one to two years, renewable if employment continues. File renewals with the Questura in advance (usually 60 days before expiry) if you plan to continue the worker’s contract. Also note that any significant change in role, salary, or employer should be reported to the Prefecture; failing to do so could breach the permit conditions.

Common Challenges in Italian Immigration for International Employees and How to Overcome Them

Employers often face a few recurring challenges when dealing with Italy’s immigration system. Understanding these pitfalls can help you plan effectively:

Quota Constraints and Timing in Italy

Most non-EU employment visas in Italy fall under the Decreto Flussi, meaning vacancies are limited by annual quotas. These quotas are released on predetermined “click days,” and spots can fill up quickly. Employers frequently encounter issues if they are late or unprepared when the application window opens. Tip: Begin preparing documents early and monitor official announcements. If quotas are unavailable in your category, consider alternatives like the EU Blue Card (no quotas) or transferring a candidate via ICT if eligible.

Lengthy Bureaucratic Process in Italy

Applying for a nulla osta and a work visa in Italy involves multiple steps and agencies, which can be slow. Prefectures and consulates may take several weeks or longer to process applications. Delays can occur due to missing paperwork, background checks, or simply backlogs. Tip: Start the process well in advance of the planned start date (several months ahead if possible). Double-check all forms and translations to avoid rejections. Consider engaging local specialists who know current processing times and documentation requirements.

Language and Documentation in Italy

Almost all official documents and applications in Italy must be in Italian or translated by a certified translator. If you or your employee do not speak Italian fluently, misinterpretations can occur. Tip: Hire a professional translator or immigration consultant to prepare applications. Prepare a clear checklist of required documents (passport, CV, degree certificates, etc.) to submit fully the first time.

Labour Market Test (LMT) in Italy

Italy requires a notified job vacancy and an 8-day wait to see if local candidates apply. Some employers view this as an extra hurdle. Tip: Treat this as a formality. Inform the local job center promptly with a clear job description. Only proceed with the nulla osta once you have documentary proof of the passing LMT period. This step must precede the work permit application.

Integration Agreement in Italy

New hires must sign an accordo di integrazione, committing to learn Italian and understand civic norms. This can be unfamiliar to employers and employees. Tip: Explain to the employee that basic Italian language study is required (often through a free government program) and keep a record of the signed agreement. You may even support them by offering language lessons, which helps meet this requirement.

Inconsistent Local Practices in Italy

Italy’s system is known for regional variations. Prefectures and consulates can interpret rules slightly differently. Tip: If possible, deal with the same contacts or offices to build rapport. Use local legal counsel or EOR companies that have experience with specific provinces or consulates. They can often anticipate local requirements.

Non-Compliance Risks in Italy

Failing to follow procedures in Italy can have serious consequences. For example, if you agree to hire someone and then fail to finalize their contract or don’t reconfirm the hire via PEC, the permit can be revoked, and you may be barred from sponsoring for years. Similarly, not paying mandatory contributions or reporting a false salary can trigger fines. Tip: Treat visa sponsorship as critical as any regulatory compliance. Keep records of every communication, meeting all deadlines strictly. Use digital tools, such as a PEC account and e-signatures, to meet new regulatory standards.

Best Practices for Relocating and Onboarding International Employees in Italy

Successfully hiring a foreign national goes beyond the visa paperwork. To make your new international employee productive and happy, consider these best practices:

Personalized Relocation Support in Italy

Assist the employee with practical needs: finding housing, setting up utilities, and addressing family issues, such as schooling for children, if applicable. Share guides on Italian culture and everyday matters. Some companies offer a relocation allowance or engage relocation agents who help employees navigate their first few weeks in Italy. This demonstrates your commitment and eases the stress of the move.

Orientation and Training in Italy

Organize an orientation program covering the company’s local policies, organizational culture, and workplace expectations. Provide any mandatory training (safety, compliance) promptly. Since the integration agreement requires them to study Italian, you could subsidize an Italian language course; this not only meets legal obligations but also helps the employee integrate socially and professionally.

Mentorship and Social Integration in Italy

Pair the new hire with a local “buddy” at work who can answer questions and help them network internally. Encourage team introductions and informal gatherings to make them feel welcome. Navigating a new language and bureaucracy can be isolating; having a go-to colleague can make all the difference. Also, ensure the employee knows about support services (embassies, expat communities, employee assistance programs) in case of personal or cultural adjustment issues.

Clear Expectations and Communication in Italy

Given possible language barriers, be very clear in setting job expectations, deliverables, and communication channels. Provide written summaries of meetings if needed, and use simple language. Check in regularly on their onboarding experience, both on tasks and on settling into Italy. Encourage them to ask questions early, as issues caught on time are easier to resolve.

Legal & Administrative Follow-Up in Italy

Maintain a checklist for all ongoing legal requirements. Remind them in advance of permit renewals, ensure they apply for the healthcare card (Tessera Sanitaria) linked to their tax code, and review their contract well before expiration. It’s good practice to have an HR representative (or external partner) review all immigration deadlines periodically to avoid lapses.

Cultural Sensitivity in Italy

Italy’s workplace culture may differ from what the employee is used to. Italian business often values personal relationships and can have different hierarchies. Brief your local staff on cultural differences so they are patient and welcoming. Encourage mutual cultural exchanges, such as language exchange, shared lunches, or Italian cultural classes, to build understanding and camaraderie.

Get Help with Visas for Employees in Italia

Italy offers a dynamic, high-quality environment for skilled foreign employees, but it demands diligence from employers. The country’s rich business ecosystem and EU market access make it an appealing destination, yet each foreign hire must pass through a multi-step immigration process. Careful planning, attention to detail, and legal compliance are key. Start early, document everything, and respect all requirements, from annual quotas and labor tests to social security registrations. When done right, you’ll welcome valuable international talent into your company and into Italian society, turning potential bureaucracy into a seamless transition.

Given the complexities of Italian immigration law and the stakes of non-compliance, many companies engage professional assistance. For example, an expert immigration support provider like Rivermate can help handle the paperwork, monitor deadlines, and simplify the process. By combining the right strategy with knowledgeable guidance, employers can confidently expand their workforce to Italy and tap into its vibrant market.