Now that vaccination is finally underway, one of the major topics debated in Italy during this challenging time is whether an employer can make the COVID-19 vaccination mandatory for its employees.

With message No. 3653 of October 9, 2020, the Italian National Social Security Institute (INPS) clarified several particularly critical issues relating to the management of employees in quarantine and the relevant social security.

After a temporary recovery that lasted from July to November, employment began to decline once again due to the second wave

By means of Law Decree No. 137/2020 (the “Law Decree”), known as the “Decreto Ristori,” the Italian government is extending the emergency measures adopted via the August Decree in order to contain the negative effects of the second wave of infection on the employment marketplace.

By means of Legislative Decree No. 111/2020 (“Legislative Decree”), Italy has enacted new regulations intended to help workers achieve work-life balance and manage childcare.

This article has been written in collaboration with Jessica X. Rothenberg, Associate at Troutman Pepper, and it has been first published on the EACCNY website on September 23, 2020.

By means of Law Decree No. 34 of May 19, 2020, known as the “Decreto Rilancio” (the “19 May Decree”), and the new provisions on health and safety protocol (the “H&S Protocol”) executed on April 24, 2020, new measures have been put in place that deal with the reopening phase (commonly known as Phase 2) and the effects of the lockdown on business over the next few months.

Employers need to do their part during the COVID-19 outbreak in order to preserve the psychological and physical wellbeing of employees.

Employers can carry out temperature screenings of employees and conduct health surveys regarding their most recent instances of “close contact” as preventive measures against the COVID-19 outbreak.

Emergency decrees has been issued to tackle the spread of Coronavirus in “red zones” and other risk areas: “smart working”, allowing employees to work remotely, may be implemented even absent previous agreement between the parties (which is, generally, instead a prerequisite). In compliance with the general obligation to preserve employees’ health, employers must identify alternative measures to minimize risk of infection and preserve the earning capacity of employees not working “smartly”.