Employment: templates and forms

For a pregnant employee, or a mother or father in the child's first three years (adoptive or foster children included), resigning in Italy. These resignations do not go through the online procedure: they are given in writing to the employer and take effect only once confirmed, free of charge, by the territorial labour inspectorate (Ispettorato territoriale del lavoro). The letter states the notice or, within the child's first year, that none is due, and the last working day. Sent by hand, registered post or PEC. In Italian.

For a domestic helper, carer or nanny leaving a job with a family in Italy. Domestic work is excluded from Italy's online resignation procedure: here resignation is given in writing, and this letter gives it, with the notice set by the collective agreement for domestic work and the last working day, and asks for unused holiday, the accrued thirteenth-month pay, severance pay (TFR), the last payslip and the end-of-job report to INPS. Hand it over and have the copy signed, or send it by registered post with proof of receipt. In Italian.

A private-sector employee in Italy resigns free of charge online, on the Ministry of Labour's form, alone with SPID or CIE or through a patronato or a union: that procedure ends the job, and no letter replaces it. This letter accompanies it: it tells the employer the date it was sent, the notice and the last working day, and asks for the final payments, the last payslip, the severance (TFR) calculation and the Certificazione Unica tax statement. It also fits a resignation during the trial period. In Italian.

For an employee of an Italian ministry, region, municipality, health authority or other public body who is resigning. Public administrations are excluded from Italy's online resignation procedure: the employee writes to the administration, giving the notice set by the sector's collective agreement. School staff instead use the free application on the Istanze online portal. Sent by PEC, registered post or through the body's registry office. In the province of Bolzano the body must also accept German, in Valle d'Aosta French. In Italian.

For someone who has left or is leaving a job in Italy and asks the employer for the final documents: the certificate of employment under art. 2124 of the Italian Civil Code, giving the period and the duties, which the employer must issue whatever the reason the job ended; the last payslip and the severance (TFR) statement; the Certificazione Unica tax statement, due within twelve days of the request when the job ends during the year. Sent by registered post, PEC or by hand. In Italian.

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.

For a domestic helper, carer or nanny in Italy who asks the employing family for the payslips of certain months and for the statement of wages paid in the year, which the collective agreement for domestic work provides instead of the Certificazione Unica, as the family does not withhold tax. They are needed for a tax return, renewing a residence permit, renting a home, the NASpI unemployment benefit or checking contributions. Hand it over and have the copy signed, or send it by registered post. In Italian.

For an employer in Italy ending a job during the trial period. If the trial clause is valid, that is written before work began and naming the duties, the contract may be ended freely, without notice or compensation (art. 2096 of the Italian Civil Code). The letter states the end date and the final payments. It is not for a dismissal after the trial, which follows the rules on dismissal. Hand it over against a signed receipt, or send it by registered post with proof of receipt. In Italian.

For an employee in Italy asking the employer for unpaid time off: leave for serious family reasons under Italian Law 53/2000, up to two years over a working life, with the job kept, or the unpaid leave (aspettativa) provided by the collective agreement. The letter states the kind of leave and the dates, encloses the supporting documents without describing health data, and asks for a written reply. Sent by registered post, PEC or by hand. In Italian.

For a household in Italy hiring a domestic helper, carer or nanny on an open-ended contract. It follows the Italian national collective agreement for domestic work (CCNL lavoro domestico) renewed on 28 October 2025: grade, duties, live-in or not, hours, pay, board and lodging, trial, holidays, notice and severance pay (TFR), with the CCNL figures the employer fills in. The hiring must be reported free of charge to INPS by the day before work starts. Domestic workers do not use the online resignation procedure. In Italian.

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.

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.

For a family that, as a domestic employer in Italy, ends the job of its domestic helper, carer or nanny. In domestic work a dismissal needs no reason (art. 2118 of the Italian Civil Code; art. 4 of Italian Law 108/1990), but the notice of the collective agreement for domestic work must be given or paid in lieu. The letter states the dismissal, the notice, the last day and the final payments. It is not for a dismissal for just cause, nor during pregnancy or the leave that follows the birth. The end of the job is then reported to INPS, free of charge. Hand it over against a signed receipt, or send it by registered post. In Italian.

An Italian letter, in Italian, from a current or former employee to an employer who does not appear to have paid INPS contributions for some periods: it gives the periods missing from the contributions statement, asks for the position to be put right within a deadline with proof of payment, and announces a report to INPS and the labour inspectorate. The statement can be checked free online on the INPS website or at a patronato (free help office). Send it by PEC to the company’s certified address or by registered post with proof of receipt.

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.

For a business or professional hiring an employee in Italy on an open-ended contract, full-time or part-time. It sets out the national collective agreement (CCNL) applied, grade, duties, place of work, trial period (six months at most), hours, pay, holidays, notice and severance pay (TFR), and contains the written information required by Italian Legislative Decree 152/1997 as amended by the transparency decree. Signed in two copies before work starts. In Italian. Household staff have their own domestic-work contract.

For a worker in Italy, still employed or not, who has not received wages, the thirteenth-month pay, overtime or other items. The letter lists the gross sums owed month by month, puts the employer formally in default with a deadline to pay, claims interest and revaluation, and interrupts the five-year limitation period. It announces the next step: the free request for intervention to the territorial labour inspectorate, for conciliation or a compliance order (diffida accertativa). Sent by registered post or PEC. In Italian.

For an employed parent in Italy giving the employer written notice of the days of parental leave or compulsory paternity leave, at least five days ahead. Parental leave can be taken until the child is fourteen, also by the hour; the allowance is claimed separately, free of charge, with the online application to INPS or through a patronato. Paternity leave is ten working days paid at 100%. Hand it over, send it by PEC or by e-mail. In Italian.

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.

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.

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.

For an employee in Italy asking in writing for a period of paid holiday, with the dates and the number of days, and for confirmation that it is granted. The letter recalls the statutory rules: the employer sets the period, taking account of the employee's interests (art. 2109 of the Italian Civil Code), and at least four weeks a year are due, two of them in the year they accrue, consecutive on request (art. 10 of Legislative Decree 66/2003). Hand it in, e-mail it or send it by PEC; if the company uses a leave portal, use that. In Italian.

For an employee in Italy asking the employer for smart working, stating how much and from when, and, where it applies, the priority under art. 18(3-bis) of Italian Law 81/2017: parents of children up to twelve or with a disability, workers with a serious disability, carers. Smart working is not an automatic right: it is agreed in a written individual agreement. The letter asks for a written reply. Hand it over, send it by PEC or by e-mail. In Italian.

For an employee in Italy with at least eight years of service with the same employer who asks for an advance on the end-of-service allowance (TFR). Art. 2120 of the Italian Civil Code allows it once during the employment, up to 70% of the TFR accrued, for exceptional medical costs or for buying a first home for oneself or a child; art. 7 of Italian Law 53/2000 adds costs during parental or training leave. The letter states the reason and encloses the documents. If the TFR goes to a pension fund, the advance is asked of the fund. Send it by registered post, PEC or by hand. In Italian.