An employee classified as an “operations officer […] with driving duties” tested “positive […] in a screening test for the use of narcotic/psychotropic substances” whilst his driving licence was suspended pending renewal in July 2022. In September 2022, the occupational health doctor “offered him a detoxification programme, to which he agreed”. Subsequently, the same employee [...]
In its judgment No. 144 of 13–15 January 2026, the Court of Milan ruled that the recruitment policy adopted by a well-known multinational employment agency was discriminatory. In particular, the Agency was penalised for adopting a rule that excluded non-EU nationals holding a residence permit with a remaining validity period shorter than the duration of [...]
An employee of a cooperative, who had been assigned to carry out a contract at a client company, was transferred following the client’s withdrawal of its ‘approval’. Following an appeal, the trial judges had ruled that the transfer was unlawful, holding that such a measure could only have been lawfully adopted on the basis of [...]
It is worth noting, as it applies general principles regarding ‘just cause’ under Article 2119 of the Civil Code, as established in the case law of the Supreme Court, Order No. 3146, published on 12 February 2026, in which the Court of Cassation held that a telephone altercation between an employee – a manual worker [...]
In Newsletter No. 542, dated 29 January 2026, the Data Protection Authority reported on a recent decision concerning access to an employee’s email address. In particular, the Authority stated that the content of an employee’s emails and related attachments, as well as the contact details in such communications, fall within the concept of correspondence and [...]
Lack of objective reason for dismissal of banking manager: retaliation of employer's measure
Collective dismissal which restricts the pool of employees to be made redundant to certain company locations is deemed lawful.
Dismissing an employee who refuses to agree to a proposed novation of contract with reduced pay is to be considered retaliation, and is therefore unlawful.
A state employee who clocks in at work and then absents himself temporarily to protest against his employer cannot be considered a "clock-in/clock-out wise guy".