{"id":29506,"date":"2025-09-09T14:19:39","date_gmt":"2025-09-09T12:19:39","guid":{"rendered":"https:\/\/it.andersen.com\/?p=29506"},"modified":"2025-09-19T14:35:40","modified_gmt":"2025-09-19T12:35:40","slug":"european-employment-insights-august-2025","status":"publish","type":"post","link":"https:\/\/it.andersen.com\/en\/european-employment-insights-august-2025\/","title":{"rendered":"European Employment Insights \u2013 August 2025"},"content":{"rendered":"

European professionals from Andersen, representing more than 18 different jurisdictions, have published the latest Employment Insights Newsletter featuring the most important updates in the field of Employment Law.<\/p>\n

In a constantly evolving European context, understanding the rules that govern employment relationships is essential. This article brings together key information on over eighteen European countries in a single resource: from the appointment of managing directors to dismissal procedures, including formal requirements and the role of employee representatives. A clear and straightforward overview that helps companies navigate the ever-changing landscape of labor law.<\/p>\n

The Labour Law Reform in Slovakia<\/h2>\n

In this issue, Magdalena Patryas, Partner at Andersen Poland, interviewed Vladim\u00edr Gr\u00e1c, Partner at CLS \u010cavojsk\u00fd & Partners (an Andersen Global collaborating firm), on the recent developments in labor law regulations and their impact on workplace practices.<\/p>\n

The most significant changes to labor regulations include the introduction of a mandatory contribution for children\u2019s sports activities, the extension of recreational vouchers to employee-parents, and adjustments to the rules on seasonal work. In addition, the conditions for granting work permits to foreigners and temporary residence permits for work and business purposes have been revised.<\/p>\n

The recent reform also amended the mechanisms for determining the minimum wage and the provisions related to collective bargaining. The primary aim of these measures has been to ensure decent working conditions and fair remuneration for workers, for example, by adjusting the minimum wage calculation method and introducing an automatic annual adjustment system.<\/p>\n

The Government has set a target of achieving a monthly minimum wage of \u20ac1,000 by 2027. Slovakia has also reintroduced the provision extending the binding effect of a higher-level collective agreement to employers who are not members of the employer association that signed the agreement.<\/p>\n

Vladim\u00edr Gr\u00e1c emphasizes that it will become increasingly important for employers and HR departments to monitor legislative changes to verify whether a collective agreement has been declared representative of a particular sector, and, above all, to participate actively in social dialogue.<\/p>\n

You can find the full article on page 6 of the newsletter<\/a>.<\/p>\n

Updates on Employment Law in Italy<\/h2>\n

Regarding Italy, Uberto Percivalle<\/a>, Partner at Andersen Italy and head of our country\u2019s Employment and Labor Service Line, has explored the latest legislative and case law developments in employment law, including reimbursements for travel expenses incurred by employees abroad, leave for employees with cancer or disabilities, unfair dismissals in small companies, and the recognition of parental leave for the second parent in same-sex couples<\/p>\n

Reimbursement of Expenses Incurred by Employees Abroad<\/h3>\n

From 1 January 2025, travel, meal, and accommodation reimbursements are not considered taxable income only if paid through traceable methods. As of 1 August 2025, Law No. 108\/2025 converted this provision, limiting its applicability to traceable expenses incurred within Italy. With Decision No. 188 of 10 July 2025, the Italian Revenue Agency confirmed the distinction between expenses incurred in Italy, which must meet the traceability requirement, and expenses incurred abroad, for which strict traceability is not required.<\/p>\n

Leave for Employees with Cancer, Disabilities, or Chronic Illnesses<\/h3>\n

Law No. 106 of 2025 introduced the possibility of long-term unpaid leave to support employees with cancer, disabilities, or chronic illnesses, in addition to the already existing 10 hours per year of paid leave for medical visits, tests, or treatments.<\/p>\n

Unconstitutional Limit on Compensation for Unfair Dismissals in Small Companies<\/h3>\n

With Judgment No. 118, published on 21 July 2025, the Constitutional Court examined the legal limits on economic protection in cases of unfair dismissal for companies with no more than 15 employees. Employees of small companies who are unfairly dismissed can now receive compensation ranging from 3 to 18 months\u2019 salary.<\/p>\n

Parental Leave Recognized for the Intentional Parent in Same-Sex Couples<\/h3>\n

With judgment no. 115, published on 21 July 2025, the Constitutional Court held that, despite the absence of an explicit regulation on parenthood in same-sex couples, denying paternity leave to an intended mother violates the principle of equality enshrined in the Constitution.
\nThe Court emphasized that the position of a father and that of an intended parent must be regarded as equivalent and cannot be treated differently. For this reason, requests for paternity leave submitted by the intended mother are legitimate.<\/p>\n

The 60-Day Deadline to Challenge Dismissals Does Not Apply in Cases of Mental Incapacity<\/h3>\n

With Judgment No. 111, published on 18 July 2025, the Constitutional Court examined the deadlines for challenging dismissals and ruled that in cases of mental incapacity, employees may challenge a dismissal and file a claim with the court within a total period of 240 days.<\/p>\n","protected":false},"excerpt":{"rendered":"

European professionals from Andersen, representing more than 18 different jurisdictions, have published the latest Employment Insights Newsletter featuring the most important updates in the field of Employment Law. In a constantly evolving European context, understanding the rules that govern employment relationships is essential. This article brings together key information on over eighteen European countries in […]<\/p>\n","protected":false},"author":125,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[50],"tags":[],"_links":{"self":[{"href":"https:\/\/it.andersen.com\/en\/wp-json\/wp\/v2\/posts\/29506"}],"collection":[{"href":"https:\/\/it.andersen.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/it.andersen.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/it.andersen.com\/en\/wp-json\/wp\/v2\/users\/125"}],"replies":[{"embeddable":true,"href":"https:\/\/it.andersen.com\/en\/wp-json\/wp\/v2\/comments?post=29506"}],"version-history":[{"count":2,"href":"https:\/\/it.andersen.com\/en\/wp-json\/wp\/v2\/posts\/29506\/revisions"}],"predecessor-version":[{"id":29509,"href":"https:\/\/it.andersen.com\/en\/wp-json\/wp\/v2\/posts\/29506\/revisions\/29509"}],"wp:attachment":[{"href":"https:\/\/it.andersen.com\/en\/wp-json\/wp\/v2\/media?parent=29506"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/it.andersen.com\/en\/wp-json\/wp\/v2\/categories?post=29506"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/it.andersen.com\/en\/wp-json\/wp\/v2\/tags?post=29506"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}