Disciplinary charge letter to an employee (Italy)
Published byDocMuse
This document is in Italian
The PDF you download is in Italian — that is the language it has to be filed in, so it is not translated. Everything on this page is here to tell you what it says.
For an employer in Italy who must put a charge to an employee in writing before imposing any disciplinary penalty beyond a verbal warning (art. 7 of the Italian Workers' Statute). The letter describes the facts with date and place, names the rule breached and gives the five days, or the longer period of the collective agreement, for a written explanation or a hearing with union assistance. Hand it over against a signed receipt, or send it by registered post with proof of receipt. In Italian.
- Made for use in Italy
- Last updated October 14, 2026
Fill out the form
Your answers stay on this device for 7 days, or until you clear them.
Your answers appear in place as you type. The full wording is in the PDF you download.
When to use this document
- An employee of yours in Italy keeps arriving late and you want to start disciplinary action properly.
- A member of your staff was absent without explanation and you want to ask for an explanation in writing.
- You have found a breach of the company rules and want to impose a penalty without getting the procedure wrong.
- You need a disciplinary charge letter to an employee in Italy with the right period for the defence.
What you fill in
The details the document asks for.
- Employer
- Employer's registered address
- Employer's codice fiscale or partita IVA (Italian tax or VAT number)
- How the letter is sent (printed above the recipient)
- Employee
- Employee's postal address (street and number, postcode and town on separate lines)
- City
- Date
- Facts charged (date, place and precise description)
- Rule breached (article of the collective agreement or disciplinary code)
Common questions
- How is a disciplinary charge made in Italy?
- In writing, describing specific facts so that the worker can defend themselves (art. 7 of the Italian Workers' Statute). The disciplinary code must be posted where everyone can see it; the worker has at least five days for an explanation, written or oral, with union assistance if wished, and before then no penalty beyond a verbal warning may be imposed. Employers' associations often give their members free guidance on the collective agreement.
- In Italy, by when must a disciplinary charge be sent?
- Without delay once the employer knows of the facts, allowing only the time strictly needed to establish them: case law requires the charge to be timely, and an unjustified delay can make the penalty unlawful. The final measure must also follow within a reasonable time after the explanation. The collective agreement applied may set precise time limits.
- In Italy, how is a disciplinary charge delivered to an employee?
- In a way that proves receipt: by hand, having the copy signed and dated, or by registered post with proof of receipt, from which the five days run; an uncollected registered letter counts from the day of the collection notice. PEC is valid only if the employee has a PEC address or a digital domicile registered in INAD. This form has space at the end for the receipt signature.
How you can sign this document
- Print it and sign by hand. The signature lines in the document are left blank on purpose — sign on them in ink.
- Sign it yourself with a qualified electronic signature. If you already hold a QES — Evrotrust, B-Trust, StampIT, ZealiD or any qualified provider on the EU Trusted List, on a card, a USB token, in a mobile app or in the cloud — our signing guide explains step by step how to sign this exact file without invalidating it. Step-by-step help, and a way to check it worked
DocMuse sells documents, not legal advice. Acceptance always depends on the recipient's rules and your local law.
Related documents
- Proposal to end employment by mutual agreement (Italy)
For a private-sector employee in Italy proposing to the employer that the job end by mutual agreement, on a date and on the terms asked for. The letter is only the proposal: the agreement takes effect if it is then made, free of charge, through the Ministry of Labour's online procedure or signed in a protected setting such as the labour inspectorate or a union office. After a termination by agreement, NASpI unemployment benefit is due only in special cases. Sent by registered post, PEC or by hand. In Italian.
- Individual agile (smart) working agreement (Italy)
For an employer and employee in Italy agreeing smart working within an existing job. The written agreement required by articles 18–23 of Italian Law 81/2017 sets the days and places of agile work, equipment provided, disconnection hours, monitoring, disciplinary conduct, the risk notice, duration and withdrawal on thirty days' notice (ninety for a disabled worker). A private employer then reports it online to the Ministry of Labour, free of charge, within five days of the start. In Italian.
- Employee confidentiality agreement (Italy)
For an employer and employee in Italy who want confidential information protected after the job ends, when the duty of loyalty under art. 2105 of the Italian Civil Code lapses. The agreement defines the confidential information, how long the duty lasts after the job ends, the exceptions (public information, legal duties, whistleblowing reports) and the return of documents. It is not a non-compete clause: it does not restrict future work and sets no penalty. In Italian.
- Notice of sick leave to the employer (Italy)
An Italian letter, in Italian, from an employee telling the employer of an absence for illness: the start date, the end of the doctor’s prognosis, the protocol number (PUC) of the electronic certificate the doctor sent to INPS, and the address where the employee can be reached for the medical check. It is for cases where the collective agreement or the company asks for written notice and offers no portal of its own. Send it by PEC to the company’s certified address, by registered post with proof of receipt, or by hand. It holds health data, so it is sold blank and filled in by hand.
- Fixed-term employment contract (Italy)
For an employer in Italy hiring on a fixed-term contract, full-time or part-time. The form covers three cases: a contract of up to twelve months with no stated ground, replacing other workers, and technical, organisational or production needs identified by the parties, allowed for contracts signed by 31 December 2026; grounds set by a collective agreement are not included. It states term, duties, the statutory trial-period formula, pay and the right of precedence. The term counts only if written; the copy is due within five working days. In Italian.
- Notice to the employer of leave under Law 104 (Italy)
For a private-sector employee in Italy whom INPS has granted the paid leave of art. 33 of Italian Law 104/1992, to care for a relative with a severe disability or for themselves. The application goes first to INPS, online and free, or through a patronato; this letter then gives the employer the details of the authorisation, with a copy enclosed, and the monthly schedule of days or hours, which the employer may ask for. The letter does not describe the disability. Send it by registered post, PEC or by hand. In Italian.