While the legal language is hard to explain this section provides a short overview of contracts that exist in the private sector and some of the relevant regulations.
As dependent employment, is considered the employment in which the employee is economically dependent on a single employer for his income.
Flexible forms of work employment include fixed-term contracts, part-time, short-time (rotation) employment contracts, contracts through temporary employment agencies, remote working), contracts of seasonally employed hotel workers, termination of the employment relationship (distinction of employed persons into employees and labourers and technicians, calculation of severance pay, payment of reduced severance, limitation periods, harmful change to employment terms, validity-invalidity of termination, probationary period, termination of contract by the employed person, etc.), protection of employees in the event of a transfer of the business, posting of workers, availability of employed persons, work for employed persons away from usual place of work, impediment in the provision of the work without fault, force majeure, protection of minors during employment, protection of employed conscripts, labour regulations under Legislative Decree 3789/1957. These matters fall under the responsibility of the Individual Employment Contracts Unit of the Directorate for Individual Regulations.
The employer is obliged to communicate in writing the main terms of employment to the employee within two months after they have started work. In general, an employment contract should include (among others details):