Labour Law Att­or­neys in Rome, Flo­rence, Tre­quan­da, and Frankfurt am Main

Our labour law att­or­neys based in Rome, Frankfurt am Main, Flo­rence and Tre­quan­da pro­vi­de com­pre­hen­si­ve legal advice and repre­sen­ta­ti­on in both Ger­man and Ita­li­an employ­ment law, assis­ting com­pa­nies and employees ali­ke. When advi­sing Ita­li­an com­pa­nies, we adopt a com­pa­ra­ti­ve legal approach that high­lights­the key dif­fe­ren­ces bet­ween the Ger­man and Ita­li­an labour law sys­tems. Ger­man labour law is nota­b­ly more fle­xi­ble regar­ding the ter­mi­na­ti­on of employ­ment rela­ti­onships. For this reason, our legal gui­dance beg­ins as ear­ly as the con­tract draf­ting stage, with the objec­ti­ve of mini­mi­zing poten­ti­al risks or dama­ge rela­ted to future dis­mis­sals. Thanks to our exper­ti­se in inter­na­tio­nal employ­ment law, we also sup­port cli­ents in cross-bor­der labour rela­ti­ons, ensu­ring com­pli­ance with both EU and natio­nal regu­la­ti­ons.

Our Legal Ser­vices in Ger­man and Ita­li­an Labour Law Include:

  • Draf­ting and revie­w­ing fixed-term employ­ment con­tracts
  • Sever­ance nego­tia­ti­ons
  • Draf­ting new con­trac­tu­al pro­vi­si­ons
  • Eva­lua­ti­on of disci­pli­na­ry actions such as war­nings, alle­ga­ti­ons, and repri­man­ds
  • Dis­mis­sal pro­ce­du­res: ter­mi­na­ti­on for per­so­nal or busi­ness-rela­ted reasons
  • Legal repre­sen­ta­ti­on in dis­mis­sal pro­ce­du­res, also pri­or to the expiry of the employ­ment con­tract

Dif­fe­ren­ces bet­ween Ita­li­an and Ger­man Employ­ment Law

Effec­ti­ve legal advice requi­res a in-depth know­ledge of both labour law sys­tems. We gui­de our cli­ents through the decis­i­on-making pro­cess – for exam­p­le choo­sing whe­ther to draft a Ger­man employ­ment con­tract with second­ment to Ita­ly, or to estab­lish a direct Ita­li­an employ­ment con­tract. Ita­li­an employ­ment law dif­fers signi­fi­cant­ly from Ger­man law, par­ti­cu­lar­ly in the struc­tu­re of employ­ment con­tracts and the rules gover­ning dis­mis­sal. Under Ita­li­an law, the­re are three types of employ­ment rela­ti­onships: Sub­or­di­na­te employ­ment (Artic­le 2094 of the Ita­li­an Civil Code) Self-employ­ment (Artic­le 2222 of the Ita­li­an Civil Code) Qua­si-sub­or­di­na­te (para-sub­or­di­na­te) employ­ment (Artic­le 409(3) of the Ita­li­an Code of Civil Pro­ce­du­re) Each of the­se cate­go­ries ent­ails dif­fe­rent legal rules regar­ding employ­ment pro­tec­tions, dis­mis­sal rights, and con­trac­tu­al obli­ga­ti­ons. In our legal con­sul­ta­ti­ons, we cle­ar­ly explain the main dif­fe­ren­ces bet­ween the two legal sys­tems, and out­line poten­ti­al legal risks, hel­ping cli­ents making infor­med decis­i­ons.

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