National Collective Agreement for Domestic Work

1. This national collective labor contract, stipulated between:

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• FIDALDO, Italian Federation of Domestic Employers, affiliated with Confedilizia, composed of NUOVA COLLABORAZIONE, ASSINDATCOLF, ADLD, ADLC,
• DOMINA, National Association of Domestic Employers' Families

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on one side,

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and Filcams-CGIL, Fisascat-CISL, UILTuCS and Federcolf

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on the other side,

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regulates, in a unified manner throughout the national territory, the domestic labor relationship. The contract applies to family assistants (housekeepers, caregivers, babysitters, and other professional profiles as outlined in this CCNL), whether of non-Italian nationality or stateless, in any case, remunerated, involved in the functioning of family life and family-structured living arrangements, taking into account some fundamental characteristics of the relationship.

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2. For the recipients, the regulation concerning au pair placement remains unchanged by the Agreement of November 24, 1969, no. 68, ratified by Law 304 of May 18, 1973.

1. The rules of this national collective regulation are, within each of their respective frameworks, inseparable and correlated with each other, and therefore not cumulative with other treatments. They are considered by the parties to be overall more favorable compared to those of previous collective agreements.

1. Any more favorable treatments will be maintained in the form of 'ad personam'.

1. At the time of hiring, the employee must provide the employer with the necessary documents in accordance with the regulations in force and present for inspection the insurance and social security documents, as well as any other updated health documents with all certifications required by current laws, a valid personal identification document, and any specific diplomas or professional certificates. The non-EU worker may be hired if in possession of a residence permit valid for the performance of subordinate work.

1. The hiring of the worker takes place in accordance with the law.

1. The parties shall enter into an employment contract (letter of hiring), which shall specify, in addition to any specific clauses:

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a) start date of the employment relationship;

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b) level of classification, duties;

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c) duration of the probationary period;

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d) existence or not of cohabitation;

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e) the worker's residence, as well as any different domicile valid for the employment relationship. For cohabitation relationships, the worker must indicate any other domicile different from the cohabitation one, which will be valid in case of absence from the latter, or validate the cohabitation address for all purposes, even in case of absence as long as the employment relationship is ongoing;

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f) duration of working hours and their distribution;

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g) any work attire that must be provided by the employer;

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h) for live-in workers, the allocation of the half a day of weekly rest in addition to the weekly rest day on Sunday, or another day in the case referred to in art. 13, last paragraph;

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i) agreed remuneration;

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j) place of work performance as well as the provision for any temporary transfers for vacation or other family reasons (business trips);

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k) agreed period for taking annual leave;

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l) indication of adequate space where the worker has the right to store and safeguard their personal belongings;

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m) mandatory payment of contractual assistance contributions, as indicated in art. 53;

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n) possible presence of audiovisual installations inside the house;

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o) application of all other provisions set out in the present contract.

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2. The letter of hiring, signed by the worker and the employer, must be exchanged between the parties. Changes to the contractual conditions, which are not merely occasional, must be agreed upon.

1. The hiring may be on a fixed-term basis, in compliance with the current legislation, mandatorily in written form, with the exchange between the parties of the relevant letter, in which the justifying cases must be specified.

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2. The written form is not necessary when the duration of the employment relationship, purely occasional, does not exceed twelve calendar days.

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3. The term of the fixed-term contract may be extended with the worker's consent only when the initial duration of the contract is less than 24 months. In these cases, up to four extensions can be carried out provided that it is requested for objective reasons and refers to the same work activity for which the fixed-term contract was stipulated; the total duration of the fixed-term relationship cannot, in any case, exceed 24 months, including any extensions. In fixed-term contracts lasting more than 12 months, it is necessary to include the reason.

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4. By way of example, a term can be set for the duration of the employment contract in the following cases:
- for the execution of a defined or predetermined service in time, even if repetitive;
- to partially replace workers who have obtained the suspension of the relationship for family reasons, including the need to reach their family residing abroad;
- to replace sick, injured workers, those on maternity leave or enjoying rights established by the legal provisions for the protection of minors and disabled people, even beyond the mandatory period of job retention;
- to replace workers on vacation;
- for extra-home care of non-self-sufficient persons hospitalized in hospitals, nursing homes, health care residences, and retirement homes.

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5. For the reasons justifying the fixed-term recruitment, employers may also resort to fixed-term temporary work placement.

1. The hiring of two workers who jointly assume a single work obligation is permitted, in compliance with the regulation attached to this contract.

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2. Without prejudice to the principle of joint liability and unless otherwise agreed between the contracting parties, each of the two workers remains personally and directly responsible for fulfilling the entire work obligation.

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3. The shared employment contract must be drawn up in writing. The employment letter must indicate the economic and regulatory treatment due to each worker under this collective agreement, as well as the percentage measure and the temporal allocation of daily, weekly, monthly, or annual work that is expected to be performed by each of the two workers.

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4. Without prejudice to any different agreements between the contracting parties, the two workers have the right to determine, at their discretion and at any time, substitutions between them, as well as to consensually modify the temporal allocation of their respective working hours; in which case the risk of the impossibility of work performance, due to events concerning one of the jointly obligated parties, is assigned to the other obligated party. The economic and regulatory treatment of each of the two workers is adjusted in proportion to the work performance actually carried out by each worker.

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5. Any substitutions by third parties, in the event of the impossibility of one or both of the jointly obligated workers, are prohibited.

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6. Unless otherwise agreed between the parties, the resignation or dismissal of one of the jointly obligated workers results in the termination of the entire contractual obligation. This provision does not apply if, at the request of the employer or at the proposal of the other worker provider, the latter makes themselves available to fulfill the work obligation, entirely or partially; in such cases, the shared employment contract is converted into a normal subordinate employment contract pursuant to art. 2094 of the Civil Code. Similarly, the worker is given the right to indicate the person with whom, with the prior consent of the employer, they can jointly assume the work obligation. In any case, the absence of agreement between the parties will result in the termination of the entire contractual obligation.

1. Family assistants are classified into four levels, each of which corresponds to two remuneration parameters, the higher of which is defined as “super”:

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Level A

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Belonging to this level are family assistants, not assigned to the care of people, who perform their duties with competence, related to the indicated job profiles, at an executive level and under the direct control of the employer.

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Profiles:

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a) Cleaning staff. Exclusively performs tasks related to house cleaning;
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b) Laundry staff. Exclusively performs tasks related to laundry;
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c) Kitchen assistant. Performs exclusively support tasks to the cook;
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d) Stableman. Performs normal stable cleaning and generic care of the horse(s);
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e) Pet assistant. Exclusively performs tasks of domestic animal care;
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f) Cleaners and waterers of green areas;
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g) Common laborer. Exclusively performs manual, laborious tasks, both for major cleanings and in the context of small maintenance interventions.

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Level A super

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Profiles:

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a) Companion. Exclusively performs tasks of mere company to self-sufficient adults, without performing any other work service;

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Level B

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Belonging to this level are family assistants who perform their duties with specific competence, albeit at the executive level.

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Profiles:

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a) General multifunctional household collaborator. Performs multiple tasks related to the normal course of family life, performing, interchangeably, duties of cleaning and tidying the house, kitchen work, laundry, pet care, as well as other tasks within the level of belonging;
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b) Private residence caretaker. Performs duties of overseeing the employer's residence and its relevant areas, as well as, if provided with housing on the property, custodial tasks;
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c) Ironing staff. Performs tasks related to ironing;
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d) Waiter. Performs table and room service;
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e) Gardener. Attends to the care of green areas and related maintenance interventions;
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f) Qualified worker. Performs manual tasks in the context of maintenance interventions, even complex ones;
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g) Driver. Performs tasks of driving vehicles used for the transport of people and household goods, also carrying out related ordinary maintenance and cleaning;
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h) Staff for room tidying and breakfast service also for guests of the employer. Performs regular duties expected of the general multifunctional assistant, in addition to dealing with room arrangement and breakfast table service for the employer's guests.

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Level B super

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Profile:

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a) Family assistant assisting self-sufficient people, including, if requested, activities related to dietary needs and house cleaning where the assisted live;
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b) Family assistant assisting children (babysitter), including, if requested, activities related to dietary needs and house cleaning where the assisted live.

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Level C

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Belonging to this level are family assistants who, possessing specific theoretical and technical base knowledge related to the assigned tasks, operate with full autonomy and responsibility.

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Profile:

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a) Cook. Performs duties of meal preparation and related kitchen tasks, as well as procuring raw materials.

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Level C super

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Profile:

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a) Family assistant assisting non-self-sufficient (untrained) people, including, if requested, activities related to dietary needs and house cleaning where the assisted live.

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Level D

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Belonging to this level are family assistants who, possessing the necessary professional requirements, hold specific job positions characterized by responsibility, decision-making autonomy, and/or coordination.

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Profiles:

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a) Family wealth manager. Performs tasks related to family wealth administration;
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b) Butler. Performs management and coordination tasks related to all needs connected to family life services;
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c) Housekeeper. Performs coordination tasks related to room service, ironing, laundry, wardrobe, and similar activities;
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d) Head cook. Performs management and coordination tasks related to all needs connected to food preparation and, in general, kitchen and pantry duties;
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e) Head gardener. Performs management and coordination tasks related to all needs connected to the care of green areas and related maintenance interventions;
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f) Educator. Performs tasks of educating and/or teaching family members.

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Level D super

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Profiles:

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a) Family assistant assisting non-self-sufficient (trained) people, including, if requested, activities related to dietary needs and house cleaning where the assisted live;
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b) House director. Performs management and coordination tasks related to all needs connected to the running of the house;
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c) Trained family assistant educator. A worker who, as part of educational and rehabilitative projects developed by professionals identified by the employer, carries out specific interventions aimed at facilitating the insertion or reinsertion into social relationships in autonomy for persons in difficulty due to mental disability or learning or relational disorders.

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Minutes notes:

1. The worker assigned to performing mixed duties is entitled to classification in the level corresponding to the predominant duties.
2. A self-sufficient person is understood to be someone capable of performing the most important activities related to personal care and social life.
3. Training for personnel assisting non-self-sufficient people, when required for qualification attribution, is considered achieved when the worker holds a diploma in the specific field relating to their duties, obtained in Italy or abroad, provided it is equivalent, even with training courses having the minimum duration prescribed by regional legislation and, in any case, not less than 500 hours.
4. For entitlement to classification in Level D Super, it is the worker's responsibility to communicate in writing to the employer the attainment, even during the course of employment, of said diploma and to provide a copy.
5. The signatory parties, regarding profile c) <> in Level D Super, clarify that for the indicated profile, it is not intended as the professional figure of the educator as governed by the so-called <> (art. 1, paragraphs 594 et seq., L. no. 205 of 2017).

1. Non-nursing staff specifically hired for intermittent nighttime assistance services for self-sufficient individuals (children, the elderly, those with disabilities, or the sick), and consequently classified at level B super, or for intermittent nighttime assistance services for non-self-sufficient individuals, and consequently classified at level C super (if not trained) or at level D super (if trained), if the timing of the service is between 8:00 PM and 8:00 AM, will receive the compensation provided by table D attached to this contract, related to the classification level, subject to the provisions of the subsequent art. 14. For non-residential staff, breakfast, dinner, and suitable nighttime accommodations must be provided.

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2. Co-residential staff, as per this article, must in any case be guaranteed eleven consecutive hours of rest every twenty-four hours.

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3. Without prejudice to the time slot indicated in paragraph 1, solely for the purpose of fulfilling the contribution obligation referred to in art. 53, the conventional working time is equal to eight hours per day. 4. Employment according to this article must be documented by a specific act signed by the parties; this document must indicate the start and end times of the assistance and its nature as intermittent service.

1. Staff employed exclusively to ensure overnight presence will receive the remuneration provided for in table E attached to this contract, provided that the duration of the presence is entirely between 9:00 PM and 8:00 AM, with the obligation remaining to allow the worker complete night rest in suitable accommodations.

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2. If tasks other than presence are required from the worker, these will not be considered overtime, but rather paid additionally based on the wages provided for non-resident workers, as per table C attached to this contract, with any contractual increases and limited to the actual time spent.

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3. Without prejudice to the time slot indicated in paragraph 1, for the sole purpose of fulfilling the contribution obligation referred to in art.53, the conventional working hours are five hours per day, in addition to any services eventually paid under paragraph 2.

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4. The hiring must be documented by a specific deed signed and exchanged between the parties.

1. Workers classified under levels D) and D super) and those working under a live-in arrangement, regardless of their classification level, are subject to a regularly paid probationary period of 30 actual working days. For all other employment relationships, the probationary period is 8 actual working days.

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2. A worker who has passed the probationary period without receiving a notice of termination is automatically deemed confirmed. The service rendered during the probationary period is counted for all purposes of seniority.

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3. During the probationary period, the employment relationship can be terminated at any time by either party, without notice, but with payment to the worker of wages and any accessory compensation for the work performed.

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4. If the worker was hired from another Region without transferring their residence, and if the termination does not occur for just cause, the employer must give a 3-day notice or provide the corresponding wages in lieu thereof.

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5. The stipulation of the probationary period must be documented in writing.

1. The weekly rest period for live-in workers is 36 hours, and it must be taken for 24 hours on Sunday, while the remaining 12 hours can be taken on any other day of the week, agreed upon by the parties. On that day, the worker will perform their duties for no more than half of the normal daily working hours.

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2. If work is performed during the 12 non-Sunday rest hours, it will be paid with the actual total pay increased by 40%, unless that rest is taken on another day of the same week different from the one agreed upon in the previous paragraph.

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3. The weekly rest period for non-live-in workers is 24 hours and must be taken on Sunday.

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4. The Sunday weekly rest is non-negotiable. If work is requested for unforeseen needs that cannot be otherwise met, an equal number of unpaid rest hours will be granted on the immediately following day, and the hours worked will be paid with a 60% increase on the actual total pay.

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5. If the worker practices a religion that requires observance on a day other than Sunday, the parties may agree on the replacement of Sunday with another day for all contractual purposes; in the absence of an agreement, full application of the preceding paragraphs will apply.

1. The normal duration of working hours is as agreed upon by the parties and, in any case, subject to the provisions of paragraph 2, with a maximum of:

a) 10 hours per day, non-consecutive, totaling 54 hours per week, for live-in workers;

b) 8 hours per day, non-consecutive, totaling 40 hours per week, distributed over 5 days or 6 days, for non-live-in workers.

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2. Live-in workers classified in levels C, B, and B super, as well as students aged between 16 and 40 years attending courses leading to a qualification recognized by the State or by Public Entities, can be employed in residency arrangements even with working hours up to 30 hours per week; their working hours must be organized in one of the following ways:

a) entirely between 6:00 AM and 2:00 PM;

b) entirely between 2:00 PM and 10:00 PM;

c) entirely placed, up to a maximum of 10 non-consecutive hours per day, on no more than three days a week.

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These workers must be paid, regardless of the work hours observed within the maximum limit of 30 hours per week, a salary equal to that provided for in table B attached to this contract, without prejudice to the obligation to provide full compensation in kind. Any work performed beyond the actual working hours agreed upon in the written agreement mentioned in the following paragraph 3 will be paid with the actual global hourly wage, if scheduled within the type of time arrangement adopted; work scheduled outside of such arrangement will in any case be paid with the actual global hourly wage with the increases provided for by art. 15.3. Employment under paragraph 2 must be documented by a written agreement, drafted and signed by the employer and the worker, showing the agreed actual working hours and their placement within the time arrangements specified in paragraph 2; all the provisions regulated by this contract apply entirely to workers employed in this way. By means of a written agreement, drafted and signed by the employer and the worker, containing the same elements, the residency arrangement with the normal working hours agreed upon pursuant to paragraph 1 may be transformed into the residency relationship referred to in paragraph 2 and vice versa.

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4. Live-in workers are entitled to a rest period of at least 11 consecutive hours within the same day and, if their daily hours are not entirely between 6:00 AM and 2:00 PM or between 2:00 PM and 10:00 PM, to an unpaid intermediate rest, usually in the afternoon hours, not less than 2 actual rest hours per day. During this rest, the worker may leave the employer's residence, always ensuring that this break is used for the effective recovery of psychophysical energy. Consensual recovery and under normal conditions of any non-worked hours is permitted, up to a maximum of 2 hours per day.

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5. The scheduling of working hours is determined by the employer, within the duration set in paragraph 1, for full-time live-in staff; for live-in staff with reduced hours or non-live-in staff, it is agreed upon by the parties.

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6. Except as provided for the relationships in the previous articles 10 and 11, night work is considered to be that performed between 10:00 PM and 6:00 AM, and is compensated, if ordinary, with a 20% increase on the actual global hourly wage, if overtime, as it is performed beyond the normal working hours, as provided by art. 15.

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7. Personal care and maintenance of personal belongings, apart from those of service, will be performed by the worker outside working hours.

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8. A worker who is required to observe a daily schedule equal to or exceeding 6 hours, if continuous presence at the workplace is agreed upon, is entitled to a meal, or if not provided, an allowance equal to its conventional value. The time needed to have the meal, since it is time spent without performing work tasks, will be agreed upon by the parties and unpaid.

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9. An employer who has one or more full-time employees assisting non-self-sufficient individuals classified in levels CS or DS can hire one or more workers, whether live-in or not, to be classified in levels CS or DS, with tasks limited to covering the daily and weekly rest hours of the workers responsible for the care. Such work will be paid based on table “G” and table “F” concerning board and lodging allowances as per art. 36, where applicable.

1. An employee may be asked to work beyond the established hours, both day and night, unless there is a justified reason for not doing so. In no case should overtime work compromise the right to daily rest.

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2. Overtime is considered to be that which exceeds the daily or weekly maximum duration set in art. 14, paragraph 1, letters a) and b), unless the extension has been previously agreed for the recovery of unworked hours.

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3. Overtime is compensated with the actual hourly gross pay increased as follows:

- by 25% if worked from 6:00 a.m. to 10:00 p.m.;

- by 50% if worked from 10:00 p.m. to 6:00 a.m.;

- by 60% on one of the holidays indicated in art. 16 or on Sundays; in the case of a religion that observes a different holy day, this day will be subject to Sunday work regulations.

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4. Working hours performed by non-resident workers, exceeding 40 and up to 44 hours per week, provided they are executed between 6:00 a.m. and 10:00 p.m., are compensated with actual hourly gross pay increased by 10%.

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5. Overtime work must be requested with at least one day's notice, except in cases of emergency or unforeseen special needs.

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6. In case of emergency, work performed during night and day rest periods is considered normal and will only result in an extension of the rest period; such work must be absolutely sporadic and unforeseeable.

1. The days considered holidays are those recognized as such by the current legislation; they currently are:
- January 1st,
- January 6th,
- Easter Monday,
- April 25th,
- May 1st,
- June 2nd,
- August 15th,
- November 1st,
- December 8th,
- December 25th,
- December 26th,
- Patron Saint's Day.

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On these days, complete rest will be observed, while maintaining the obligation to pay the normal wages.

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2. For hourly contracts, holidays referred to in paragraph 1 will be paid based on the normal hourly wage calculated to 1/6 of the weekly schedule. The holidays to be paid are those falling within the relevant period, regardless of whether work was scheduled on those days or not.

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3. In case of work performance, in addition to the normal daily wages, payment for the hours worked is due with a 60% increase in the total actual pay.

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4. If a weekday holiday coincides with Sunday, the worker will be entitled to recover the rest on another day or, alternatively, to payment of 1/26 of the monthly total actual salary.

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5. The days that ceased to be considered holidays for civil purposes, under the law of March 5, 1977, n. 54, were compensated by granting the worker the entire day off on the holidays referred to in paragraph 1.

1. Regardless of the duration and distribution of the working hours, for each year of service with the same employer, the worker is entitled to a leave period of 26 working days.

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2. Workers with a monthly salary will receive their regular pay without any deductions; those with pay calculated based on hours worked will receive remuneration equivalent to 1/6 of the weekly hours for each day of leave taken.

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3. The employer, taking into account their own needs and those of the worker, must set the leave period, without prejudice to any different agreement between the parties, from June to September.

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4. The right to enjoyment of leave is non-negotiable. According to Article 10 of Legislative Decree April 8, 2003, no. 66, a minimum period of 4 weeks for each year of service cannot be replaced by the corresponding allowance, except in the case provided for in paragraph 8.

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5. Leave is generally continuous. It may be divided into no more than two periods per year, provided an agreement is reached between the parties. Leave must be taken, except in the case provided for in paragraph 8, for at least two weeks within the year of accrual and for at least another two weeks within the 18 months following the year of accrual.

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6. During the leave period, the worker is entitled for each day to a salary equal to 1/26 of the actual monthly global salary.

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7. Workers who receive board and lodging are entitled, for the leave period, to the conventional substitute compensation if they do not receive these benefits during such period.

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8. In the case of a non-Italian citizen worker who needs a longer leave period for a non-definitive return to their home country, upon their request and with the employer's agreement, it is possible to accumulate leave over a maximum of two years, even in derogation of what is specified in paragraph 4.

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9. In case of dismissal or resignation, or if at the beginning of the leave period the worker has not completed one year of service, the worker is entitled to as many twelfths of the leave period they are entitled to, as the months of actual service rendered.

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10. Leave cannot be taken during the notice and termination period, nor during periods of illness or injury.

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11. The enjoyment of leave does not interrupt the accrual of all contractual institutions.

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12. A medical condition contracted by the worker during the leave period that results in hospitalization, if duly certified, interrupts the enjoyment of leave for its entire duration. Clarification in the minutes. Workers are entitled to an annual leave period of 26 working days, considering that the working week—whatever the distribution of weekly working hours—is nonetheless considered as six working days from Monday to Saturday for the purpose of calculating leave.

1. During the suspensions of extra-holiday work, for the employer's needs, the employee will be paid the full actual salary, including, in the case of an employee who enjoys board and lodging, the conventional substitute compensation, provided that the employee does not benefit from such payments during this period.

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2. For serious and documented reasons, the employee may request a period of extra-holiday suspension without accruing any salary elements for a maximum of 12 months. The employer may or may not agree to the request.

1. Employees are entitled to paid individual leave for documented medical appointments, tasks related to the renewal of the residence permit, and family reunification procedures, as long as they coincide, even partially, with working hours. The amounts of leave are as follows:

- live-in workers: 16 hours per year reduced to 12 for workers referred to in Article 14, paragraph 2;

- non-live-in workers with working hours not less than 30 hours per week: 12 hours per year. For non-live-in workers with weekly hours of less than 30, the 12 hours will be proportionally adjusted based on the work hours provided.

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2. Employees may also take unpaid leave by mutual agreement.

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3. An employee affected by a proven tragedy of cohabiting family members or relatives up to the 2nd degree is entitled to three working days of paid leave.

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4. The employee who is a father is entitled to paid leave days and optional leave in case of the birth of a child, as provided by current legislation.

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5. If requested by the employee, short unpaid leave may be granted for justified reasons.

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6. In case of unpaid leave, no substitute allowance for meals and accommodation is due.

1. Full-time, permanent employees with at least 6 months of service with the employer can use an annual quota of 40 paid leave hours to attend professional training courses specific to collaborators or family assistants.

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2. Subject to the above-mentioned requirements, for courses funded or otherwise recognized by the bilateral entity Ebincolf as per art. 48, the annual quota of paid leave amounts to 64 hours.

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3. The annual quota mentioned in paragraph 1 can also be used for any training activities required by the regulations and necessary for the renewal of residence permits. In this regard, employers will encourage workers to attend specific training courses, managed by public bodies or organized or recognized by bilateral bodies, also aimed at renewing residence permits. The use of the quota for the purposes indicated in this paragraph must be documented, with details of the hours of training activities undertaken.

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4. In any case, it is not possible to carry over these permits from year to year, as they must be used within the annual accrual period.

1. Pursuant to the provisions and for the purposes of Art. 24 of Legislative Decree 80/2015 and subsequent amendments and additions, a female worker included in protection programs related to gender-based violence, duly certified by the social services of her municipality of residence or by anti-violence centers or shelters, has the right to abstain from work for reasons related to the protection program for a maximum period of three months.

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2. For the purpose of exercising the right under this article, the female worker, except in cases of objective impossibility, is required to notify her employer with a notice of no less than seven days, indicating the start and end of the leave period and providing certification of participation in the programs mentioned in the previous paragraph.

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3. The leave period is counted for all purposes related to service seniority, as well as for the purposes of accruing annual leave, the thirteenth salary, and severance pay.

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4. During the leave period, aside from what is provided in paragraph 3, the female worker is entitled to receive an allowance corresponding to her last salary, and this period is covered by notional contributions. The allowance is paid directly by INPS, following a request submitted to the Institute by the entitled person, according to the procedures provided for the payment of maternity benefits.

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5. The leave may be taken on an hourly or daily basis over a period of three years, as agreed between the parties. In the absence of an agreement, the female worker can choose between daily and hourly use, provided that hourly leave is allowed up to half of the daily average hours of the pay period immediately preceding the one in which the leave begins.

1. Employee absences must in all cases be promptly justified to the employer. For those due to illness, art. 27 applies, and for those due to accidents or occupational illness, art. 29 applies.

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2. Unjustified absences beyond the fifth day, barring cases of force majeure, are to be considered just cause for dismissal. To this end, the relevant letter of dispute and any subsequent dismissal notice will be sent to the address indicated in the hiring letter, as provided by art. 6, letter e) of this contract.

1. Considering the functionality of family life, the employer will encourage the worker's attendance at school courses to obtain the compulsory school diploma or a specific professional title; an attendance certificate must be presented monthly to the employer.

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2. The hours not worked for such reasons are not paid, but they may be made up at regular times; the hours related to annual exams, within the daily schedule, will be compensated within the limits of the time required for the exams themselves.

1. In the event of marriage, the employee is entitled to a paid leave of 15 calendar days.

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2. An employee who is provided with board and lodging is entitled, for the period of leave, to a conventional substitute allowance if such benefits are not used during this period.

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3. The leave pay will be given upon presentation of documentation proving the marriage has taken place.

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4. The employee may choose to take the marriage leave not coinciding with the date of the wedding, provided it is taken within one year thereof and as long as the marriage is contracted while the same employment relationship is ongoing. The failure to take the leave due to the employee's resignation will not entitle the employee to any substitute allowance.

1. The legal rules on the protection of working mothers apply, with the limitations indicated therein, except as provided in the following paragraphs.

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2. It is forbidden to employ women:

a) during the 2 months before the expected date of childbirth, unless otherwise anticipated or deferred as provided by law;

b) for the period possibly occurring between this date and the actual date of childbirth;

c) during the 3 months after childbirth, unless authorized deferrals. These periods must be counted in the seniority of service for all purposes, including those related to the Christmas bonus and leave.

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3. From the beginning of pregnancy, as long as it occurs during the course of the employment relationship, and until the end of maternity leave, the worker cannot be dismissed except for just cause. Resignations made by the worker in this period are ineffective and do not produce effects if not communicated in writing or if they are not made in the places referred to in art. 2113, 4th paragraph, of the civil code. Unjustified absences within five days, unless force majeure occurs, are to be considered just cause for dismissal of the worker.

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4. In the case of voluntary resignation submitted during the period for which the prohibition of dismissal is provided, pursuant to paragraph 3, the worker is not required to give notice.

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5. The legal rules on the protection of paternity as well as on adoptions and pre-adoptive foster care, with the indicated limitations, apply.

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Joint Declaration

The Social Partners signing this CCNL, in order to extend the protections for working mothers, will promote every useful initiative towards bodies, organs, and institutions, taking into account the particular conditions existing within the families employing domestic workers.

1. Employment of individuals under 16 years of age is not permitted.

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2. Employment of adolescents who have fulfilled the school obligation according to Law of October 17, 1967, No. 977, as amended and supplemented by Legislative Decree August 4, 1999, No. 345, is permitted provided it is compatible with specific health protection needs and does not involve a breach of the school obligation.

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3. Minors are prohibited from night work, except in cases of force majeure.

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4. The provisions of Article 4 of Law of April 2, 1958, No. 339 must also be observed, according to which the employer who intends to employ and have a minor live with their family must obtain a written consent statement, with the signature validated by the Mayor of the minor's residence municipality, from the person exercising parental authority, who will then be given prior notice of dismissal; the employer is committed to special care for the minor, for the development and respect of their physical, moral, and professional personality.

1. In case of illness, the employee must promptly notify the employer, except in cases of force majeure or objective impediments, before the contractually scheduled start time of their work shift.

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2. The employee must subsequently provide the employer with the related medical certificate, issued within a day of the onset of the illness. The certificate, indicating the prognosis of inability to work, must be delivered or sent by registered mail to the employer within two days of its issuance.

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3. For live-in workers, sending the medical certificate is not necessary unless expressly requested by the employer. However, live-in workers are obliged to send the medical certificate if the illness occurs during vacation periods or when they are not present at the employer's residence.

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4. In case of illness, both live-in and non-live-in workers are entitled to job retention for the following periods:

a) for service length up to 6 months, after the probation period, 10 calendar days;
b) for service length from more than 6 months to 2 years, 45 calendar days;
c) for service length over 2 years, 180 calendar days.

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5. The periods related to job retention are calculated on a calendar year basis, meaning a period of 365 days starting from the event.

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6. The periods mentioned in paragraph 4 will be increased by 50% in cases of oncology illness, documented by the competent local health authority.

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7. During the periods indicated in the previous paragraphs 4 and 6, due to illness, the global actual salary is due for a maximum of 8, 10, 15 cumulative days within the year for the service lengths referred to in letters a), b), and c) of the same paragraph 4, as follows:

- up to the 3rd consecutive day, 50% of the global actual salary;
- from the 4th day onward, 100% of the global actual salary.

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8. More favorable local conditions in place remain unaffected, referring to legal regulations concerning live-in workers.

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9. The addition of the conventional allowance replacing board and lodging, for personnel who normally benefit from it, is only due if the sick worker is not hospitalized or staying at the employer's domicile.

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10. Illness during the probation or notice period suspends their progression.

1. Every worker has the right to a safe and healthy working environment, based on current legislation, regarding domestic environments. To this end, the employer will be required to ensure the presence of an adequate circuit breaker, the so-called salvavita, on the electrical system.

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2. The employer must inform the worker about any existing risks in the working environment, including the use of equipment, telecommunication and robotic tools, and exposure to particular chemical, physical, and biological agents.

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3. Information will be provided at the time of assignment or subsequent change of duties, through the delivery of a specific document that will be prepared by the sector-specific bilateral body – Ebincolf.

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4. The employer has the right to install audiovisual systems within the home.

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5. The existence or installation of these systems must be communicated in writing to the worker beforehand and are in any case prohibited in the accommodation reserved for the worker under Article 36, paragraph 2, as well as in sanitary facilities.

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6. The images and information collected by audiovisual systems must be handled in compliance with the current legislation on personal data processing. Joint declaration Since violence and even sexual harassment in domestic workplaces constitute abuse and violation of human rights, the Social Partners signing this CCNL agree to promote initiatives, also through bilateral bodies, in order to prevent and combat such unacceptable and incompatible conduct with respect for the human person, whether directed against the worker or towards the employer or his/her family members, as provided for by the ILO Convention No. 190 of 2019 and the ILO Recommendation No. 206 of 2019.

1. In the event of a work-related injury or occupational illness, the worker, whether cohabiting or not, is entitled to job retention for the following periods:

a) for seniority up to six months, beyond the probationary period, 10 calendar days;
b) for seniority from more than six months to two years, 45 calendar days;
c) for seniority over two years, 180 calendar days.

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2. The periods relating to job retention are calculated in the calendar year, meaning a period of 365 days from the event.

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3. The worker, in the case of a work-related injury or occupational illness, is entitled to the benefits provided for by the D.P.R. June 30, 1965, no. 1124, and subsequent amendments and additions.

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4. The benefits are delivered by INAIL, to which the employer must report all injuries or occupational illnesses within the following terms:

- within 24 hours and by telegraph for fatal or presumed fatal cases;
- within two days from the receipt of the relevant injury or occupational illness certificate, for events prognosed not curable within three days;
- within two days from the receipt of the relevant follow-up certificate, for events initially prognosed as curable within three days but not cured within this period.

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5. The report to INAIL must be drawn up on a specific form prepared by that institution and accompanied by the medical certificate. Another report must be sent within the same terms to the Public Security authority in cases required by law.

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6. The employer must pay the full wage for the first three days of absence due to injury or occupational illness.

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7. The additional conventional allowance substituting for board and lodging, for staff who normally benefit from it, is due only if the worker is not hospitalized or at the employer's domicile.

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8. An injury or occupational illness during the probationary period or notice period suspends their progression.

1. The worker must be subject to the insurance and social security forms provided by law, both in the case of cohabiting and non-cohabiting employment relationships.

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2. In the event of a plurality of relationships involving the same worker, the insurance and social security forms must be applied by each employer.

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3. Any agreement to the contrary is null

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1. Reference is made to the laws governing the matter.

1. In the event of a transfer to another city, the worker must be notified in writing at least 15 days in advance.

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2. The transferred worker will be paid a daily allowance equal to 20% of the total actual salary for the first 15 days of the assignment to the new workplace.

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3. In addition, the transferred worker will be reimbursed for travel and transportation expenses for themselves and their personal belongings, unless these are directly covered by the employer. 4. The worker who does not accept the transfer is entitled to the substitute notice indemnity, if the time limit referred to in point 1 has not been respected.

1. The live-in worker referred to in art.14, paragraph 1, is required, if requested by the employer, to travel on assignment, meaning to accompany the employer or the person in their care, on temporary stays in another municipality and/or in secondary residences. In such locations, the worker will enjoy weekly rest periods.

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2. In the cases of travel indicated in paragraph 1, any travel expenses directly incurred by the worker on such occasions will be reimbursed. Additionally, the worker will receive a daily allowance, equal to 20% of the daily minimum wage as per table A, for all the days in which they are on assignment or have traveled for temporary stays, as indicated in paragraph 1, unless the obligation was contractually stipulated in the hiring letter.

1. The employer, concurrently with the periodic payment of wages, must prepare a pay slip in duplicate, one for the employee, signed by the employer, and the other for the employer, signed by the employee.

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2. The employee's remuneration consists of the following components:

a) minimum contractual remuneration as per art. 35, inclusive for levels D) and D super) of a specific element called function allowance;
b) any seniority increments as per art. 37;
c) any substitute compensation for board and lodging;
d) any additional compensation.

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3. Until each assisted child reaches the age of six, the family assistant classified under profile B Super), lett. b) (baby sitter) will be entitled to receive, in addition to the minimum remuneration as per art. 35, also the monthly allowance as per the subsequent Table H). This allowance is absorbable by any individual additional compensations of better terms received by the employee.

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4. An employee classified at level C Super) or D Super) assigned to assist more than one non-self-sufficient person is also entitled to a monthly allowance in the amount specified in Table I). This allowance is absorbable by any individual additional compensations of better terms received by the employee.

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5. The pay slip must indicate whether any remuneration treatment under letter d) of paragraph 2 is a non-absorbable 'ad personam' better condition; it must also show, in addition to the items listed in paragraph 2, the compensations for overtime worked and public holidays as well as deductions for social security contributions.

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6. The employer must issue a certificate indicating the total amount of sums paid during the year; the certificate must be issued at least 30 days before the deadlines for submitting the tax return, or at the end of the employment relationship.

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7. An employee classified at levels B), B super), C super), and D super) holding a valid quality certification as per technical standard UNI 11766:2019 is entitled to the monthly allowance as per Table L). This allowance is absorbable by any overall better remuneration treatments received by the employee.

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8. For live-in employees classified under profile D super), this allowance is absorbed by the function allowance as per Table A).

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Note on record

1. Upon the expiry of the quality certification as per technical standard UNI 11766:2019, the allowance as per Table L) will no longer be due. For the right to said allowance, it is the employee's responsibility to deliver a copy of the quality certification to the employer, even if obtained during the employment relationship.
2. This allowance will be due 12 months after the start of the current contract.

1. The minimum wages are set in tables A, B, C, D, E, G, H, I, and L attached to this contract and are re-evaluated annually according to the following art. 38.

1. The meals owed to the worker must ensure a healthy and sufficient diet; the working environment must not be harmful to their physical and moral integrity.

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2. The employer must provide the live-in worker with accommodation suitable for safeguarding their dignity and privacy.

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3. The conventional values of meals and accommodation are set out in Table F attached to this contract and are re-evaluated annually in accordance with the subsequent art. 38.

1. Effective from May 22, 1972, the worker is entitled to a 4% increase on the contractual minimum wage for every two years of service with the same employer.

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2. Starting from August 1, 1992, the increments cannot be absorbed by any potential additional pay.

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3. The maximum number of increments is set at 7.

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Note to the minutes

The first seniority increment is accrued from the month following the completion of each two-year period of service.

1. The minimum contractual wages and the conventional values for board and lodging, determined by the present contract, have been varied by the National Commission for wage updating as provided by art. 45, according to the cost of living changes for employee and worker families recorded by ISTAT as of November 30th each year.

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2. To this end, the Commission shall be convened by the Ministry of Labor and Social Security, by December 20th of each year at the latest, for the first call, and, in any subsequent calls, every 15 days. After the third call, in case of no agreement or absence of the parties, the Ministry of Labor and Social Security is delegated by the signing Organizations and Associations to determine the periodic change of the minimum wage, according to what established in paragraph 1, equal to 80% of the cost of living change for employee and worker families recorded by ISTAT regarding the minimum contractual wages and equal to 100% for the conventional values of board and lodging.

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3. The minimum contractual wages and the conventional values for board and lodging, determined in accordance with the previous paragraphs, take effect from January 1st of each year, unless otherwise established by the Parties.

1. At Christmas time, and in any case by the month of December, the employee is entitled to an additional monthly payment equal to the actual overall salary, which includes the allowances in lieu of board and lodging, as clarified in the footnotes appended to this contract.

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2. For those whose service does not reach one year, as many twelfths of this monthly payment will be paid as there are months of the employment relationship.

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3. The thirteenth month's salary also accrues during absences due to illness, work-related injury, occupational disease, and maternity, within the limits of job retention period and for the part not settled by the responsible bodies.

1. The employment relationship can be terminated by either party with the following notice periods:

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A. for relationships of no less than 25 hours per week:

- up to 5 years of service with the same employer: 15 calendar days;

- over 5 years of service with the same employer: 30 calendar days. The aforementioned terms will be reduced by 50% in the case of resignation by the employee.

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B. for relationships of less than 25 hours per week:

- up to 2 years of service with the same employer: 8 calendar days;

- over 2 years of service with the same employer: 15 calendar days.

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2. The notice periods referred to in the preceding paragraph will be doubled if the employer dismisses the employee within thirty-one days following the end of maternity leave.

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3. For private caretakers, villa custodians, and other employees who, with their family, benefit from independent housing owned by the employer, and/or made available by the employer, the notice period is:

- 30 calendar days, up to one year of service,

- 60 calendar days for longer service. Upon the expiration of the notice period, the accommodation must be vacated, free of people and belongings not owned by the employer.

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4. In case of no or insufficient notice, the withdrawing party owes compensation equivalent to the salary for the notice period not given.

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5. Dismissal without notice may result from misconduct so severe that it does not allow even the temporary continuation of the employment relationship. The dismissal does not exclude any liabilities the employee may have incurred.

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6. An employee who resigns for just cause is entitled to compensation for missed notice.

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7. In the event of the employer's death, the relationship may be terminated with the respect of the notice periods indicated in this article.

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8. Cohabiting family members, spouses, persons united by a civil union or stable de facto cohabitation according to the L. n. 76/2016 and subsequent amendments and additions, whose family status is certified by historical registry entry, are jointly liable for the work credits accrued by the worker. In any case, the jointly liable party is only responsible within the time limits resulting from the aforementioned historical registry entry.

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9. If the employment relationship is terminated by dismissal, the employer, upon written request from the employee, must provide a written statement confirming the dismissal.

1. In any case of termination of employment, the worker is entitled to severance pay (T.F.R.) determined, according to the law of 29 May 1982, n. 297, on the amount of the salaries received during the year, including the conventional value of board and lodging: the total is divided by 13.5. The annual amounts set aside are increased according to art. 1, paragraph 4, of the aforementioned law, by 1.5% per year, monthly adjusted, and by 75% of the increase in the cost of living, ascertained by ISTAT, excluding the quota accrued during the current year.

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2. Employers, upon employee request and no more than once a year, will advance the T.F.R. up to a maximum of 70% of the amount accrued.

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3. The amount of T.F.R. accrued yearly from 29 May 1982 to 31 December 1989 must be proportionally adjusted by 20/26 for workers then classified in the second and third category.

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4. For service periods prior to 29 May 1982, the seniority indemnity is determined as follows:

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A. For the employment relationship in a live-in regime, or non-live-in regime with weekly hours exceeding 24:

1) for seniority accrued before 1 May 1958:

a) for personnel previously considered employees: 15 days per year for each year of seniority;
b) for personnel previously considered workers: 8 days per year for each year of seniority;

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2) for seniority accrued after 1 May 1958 and up to 21 May 1974:

a) for personnel previously considered employees: 1 month per year for each year of seniority;
b) for personnel previously considered workers: 15 days per year for each year of seniority;

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3) for seniority accrued from 22 May 1974 to 28 May 1982:

a) for personnel previously considered employees: 1 month per year for each year of seniority

b) for personnel previously considered workers: 20 days per year for each year of seniority.

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B. For the employment relationship of less than 24 weekly hours:

1) for seniority accrued before 22 May 1974: 8 days per year for each year of seniority;

2) for seniority accrued from 22 May 1974 to 31 December 1978: 10 days per year for each year of seniority;

3) for seniority accrued from 1 January 1979 to 31 December 1979: 15 days per year for each year of seniority;

4) for seniority accrued from 1 January 1980 to 29 May 1982: 20 days per year for each year of seniority. The indemnities, determined as above, are calculated based on the last salary and set aside in the T.F.R.

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5. For the computation referred to in paragraph 4, the value of the working day is obtained by dividing the amount of the average weekly salary by 6 or by dividing the amount of the average monthly salary in effect on 29 May 1982 by 26. These amounts must be increased by the share of the Christmas bonus or thirteenth month pay.

1. In the event of the worker's death, the notice allowances and the T.F.R. must be paid to the spouse, children, or, if they were dependent on the worker, relatives up to the 3rd degree and relatives by marriage up to the 2nd degree.

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2. The distribution of the allowances and the T.F.R., if there is no agreement among the entitled parties, must be done according to legal regulations.

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3. In the absence of the aforementioned survivors, the allowances are allocated according to the rules of testamentary and legitimate succession.

1. The members of the territorial and national governing bodies of the Trade Union Organizations signing this contract, whose position is certified by a specific attestation from the affiliated Trade Union Organization, issued at the time of appointment and to be presented to the employer, are entitled to paid leave for documented participation in the meetings of the aforementioned bodies, up to 6 working days per year.

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2. Workers who intend to exercise this right must normally notify the employer 3 days in advance, submitting the leave request issued by their affiliated Trade Union Organizations.

1. Individual and collective disputes that may arise in relation to the employment relationship, concerning the authentic interpretation of the rules of this contract, may be referred to the National Joint Commission as per art. 46.

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2. The Commission will issue its decision within 60 days from the receipt of the request.

1. A National Commission is established at the Ministry of Labor and Social Security, composed of representatives from the Trade Unions of workers and the Employers' Associations signing this contract.

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2. Each trade union of workers and each employers' association designates its representative in the Commission, which decides unanimously.

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3. The National Commission has the functions referred to in articles 35, 36 and 38.

1. Within the Bilateral Body referred to in art. 48, a National Joint Commission is established, consisting of one representative for each of the workers' trade unions and an equal number of representatives from the employers' associations, signatories to this contract.

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2. The Commission is assigned the following tasks, in addition to the one indicated in art. 44:

a) to express opinions and make proposals concerning the application of this employment contract and for the functioning of the territorial conciliation commissions;
b) to examine the parties' requests for the possible identification of new professional figures;
c) to attempt conciliation for disputes arising between the territorial employers' associations and the territorial trade unions of workers, affiliated with the national associations and organizations that are signatories to this contract.

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3. The National Commission will be convened whenever deemed necessary or upon written and motivated request by one of the parties signing this contract.

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4. The Parties commit to convening the Commission at least twice a year, coinciding with the meetings of the Commission referred to in art. 45.

1. For all individual labor disputes related to the application of this contract, the parties may, before legal action, attempt conciliation, as per article 410 and following of the Code of Civil Procedure, at a location of the territorial Associations of employers or the territorial Trade Union Organizations affiliated with the National Associations and Organizations that signed this contract.

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2. The worker must be assisted by a representative of a trade union organization party to this contract. In case of absence of an employer association representative, the conciliation report must state that the employer was informed of the possibility of being assisted by an employer association and expressly waived it.

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3. The conciliation, which produces effects between the parties as per art. 2113, paragraph 4, of the civil code, must be documented in a specific report.

1. The Bilateral Body is a joint organization composed as follows: 50% by FIDALDO (currently constituted as indicated in the preface) and DOMINA, and the other 50% by FilcamsCGIL, Fisascat-CISL, UILTuCS and Federcolf.

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2. The national Bilateral Body has the following functions:

a) establishes the observatory that is responsible for conducting analyses and studies in order to capture the specific aspects of the different realities present in our country. For this purpose, the observatory shall survey:

- the employment situation of the category;

- the actual average wages;

- the level of application of the CCNL in the territories;

- the degree of uniformity in the application of the CCNL and legal regulations to immigrant workers;

- the social security and welfare situation of the category;

- the training needs;

- analyses and proposals on safety matters;

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b) promotes initiatives at various levels in the areas of training, professional qualification, and certification of skills, also in collaboration with the Regions and other competent Bodies, as well as information on safety matters.

1. The second-level negotiation between the trade unions and the employer associations signatory to this collective national labor agreement (CCNL) may normally relate to the regional level, or provincial level for the autonomous provinces of Trento and Bolzano. In derogation of the above provisions, the territorial scope of the second-level negotiation may also refer to the metropolitan cities.

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2. The negotiation referred to in the previous paragraph will take place at Ebincolf, with the presence and agreement of all the signatory parties to this CCNL.

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3. It will concern exclusively the following matters: i. meal and lodging allowance; ii. hours of leave for study and/or professional training.

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4. The agreements drawn up in accordance with this article will be filed, for their effectiveness, at the bilateral entity Ebincolf.

1. Cas.sa.Colf is a joint body composed of 50% by FIDALDO and DOMINA, and the other 50% by FilcamsCGIL, Fisascat-CISL, UILTuCS, and Federcolf.

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2. The purpose of Cas.sa.Colf is to provide benefits and services for workers and employers, including supplementary and additional health, insurance, and welfare treatments to public services.

1. The Fondo Colf is a joint body composed of 50% by FIDALDO and DOMINA, and the other 50% by FilcamsCGIL, Fisascat-CISL, UILTuCS and Federcolf.

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2. Its institutional purpose is to receive the contribution paid in accordance with the subsequent art. 53 and allocate it for the functioning of the contractual instruments referred to in the previous articles 45 and following.

1. The Parties agree to establish a form of supplementary pension for workers in the sector, with terms to be agreed within three months from the signing of this contract.

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2. For the practical implementation of what is provided for in the previous paragraph, the Parties agree that the employer's contribution will amount to 1 percent of the salary used to calculate the severance pay and the worker's contribution will amount to 0.55 percent of the salary used to calculate the severance pay.

1. For the practical implementation of the provisions in arts. 44, 45, 46, 47, 48, 50 and 51 of this contract and for the operation of the joint bodies serving workers and employers, the Organizations and Associations signing the contract will proceed with the collection of contractual assistance contributions through a social security or welfare institution, pursuant to the law of June 4, 1973, no. 311, with collection by means of the instruments provided for by the legislation for the payment of mandatory social security contributions or with the different method agreed between the Parties.

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2. The contributions referred to in paragraph 1 are mandatory. Both the employers and their respective employees are required to pay them, in the hourly amount of euro 0.06 of which 0.02 is borne by the employee.

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3. The Parties acknowledge that in the evaluations for determining the cost of the contract renewal, the impact of the contributions referred to in this article has been taken into account, which, consequently, for the portion borne by the employer, are of a remunerative nature, with effect from July 1, 2007.

1. This contract takes effect from October 1, 2020, and will expire on December 31, 2022; it will remain in force until it is replaced by the subsequent contract.

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2. In the absence of termination by either party, to be communicated at least 3 months before the expiration date via registered letter with acknowledgment of receipt, the contract will be considered tacitly renewed for another three years.

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3. The Parties will meet at the end of the first two-year term of this contract to assess the opportunity for making any modifications.

1) The calculation of the daily wage is obtained by determining 1/26 of the monthly salary. Example: hourly wage multiplied by the number of hours worked in the week times 52:12:26=1/26 of the monthly salary.

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2) When the term "calendar days" is used in the contract, the thirtieths of the monthly payment are considered (example: illness).

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3) When the term "working days" is used in the contract, the twenty-sixths of the monthly payment are considered (example: vacation).

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4) Fractions of a year are computed in whole months, and fractions of a month, when they reach or exceed 15 calendar days, are computed as a whole month.

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5) "Overall actual remuneration" is understood to mean that it includes all allowances listed in the attached tables, including board and lodging allowances.

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6) The Social Partners agree to update the current minimum wages by 12.00 euros effective from January 1, 2021, for live-in workers classified in level BS of table A), and proportionally for other levels/tables. The wage update referred to in Article 38 of this CCNL will be made on the minimum wages including agreed increases, as per the agreement.

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7) The contractual assistance contributions as provided in art. 53, paragraph 2, are due from 01/01/2021; provided that until that date, contributions are due in the amount provided by the previous CCNL of 01/07/2013.