Decree-Law no. 62 of 30 April 2026 (the “Labour Decree”) was converted into Law no. 112 of 25 June 2026, in force from 28 June 2026. The conversion law substantially expands the original text. It covers the fair wage framework, CCNL renewal rules, experimental secondment, protections for gig workers (rider), supplementary pension changes, and more. Below are the key changes for employers and HR professionals.
Fair wage: defining the overall economic treatment
The decree assigns collective bargaining the task of setting the “fair wage”. This is defined as the overall economic treatment (TEC) appropriate to the quantity and quality of work performed. Specifically, the TEC includes all fixed and continuous pay items under the CCNL. It also covers contractual welfare benefits available to all employees. Discretionary or variable pay assigned to individual workers is, however, excluded. Moreover, the TEC set by the most representative national collective agreements serves as a mandatory floor for less representative contracts and uncovered sectors.
CCNL renewals: 50% IPCA-NEI advance after 9 months
If a collective agreement is not renewed within 9 months of its natural expiry (previously 12), wages must be adjusted. The advance is set at 50% of the IPCA-NEI variation — the consumer price index net of imported energy products. This replaces the previous 30% of the harmonised IPCA index. Furthermore, the parties must establish procedures to ensure timely renewals and interim pay coverage. These rules apply to agreements expiring from 1 May 2026 and, for already-expired contracts, from 1 January 2027.
CCNL identification: new obligations for employers
Private employers must now notify each employee of the unique alphanumeric code assigned to the applicable CCNL within one month of the start of employment. In addition, the same code must appear on every payslip. As a result, workers can immediately verify which collective agreement governs their contract.
Worker secondment: experimental derogatory rule until 31 December 2029
On an experimental basis from 28 June 2026 to 31 December 2029, and subject to a trade union agreement, secondment is now permitted even without the seconding employer’s own interest. It may also occur between companies in different sectors. However, this is only allowed where the secondment aims to protect employment levels, preserve professional skills, or avoid recourse to social safety nets. The seconding employer nonetheless remains responsible for the worker’s pay and employment conditions. Implementing rules will be set by ministerial decree.
Agency workers: 36-month cap for open-ended staffing contracts
Workers hired by a staffing agency on an open-ended basis may carry out assignment periods with the same end-user for a total of no more than 36 months. A different limit may apply if the end-user’s CCNL so provides. This cap takes effect from 28 June 2026. Previous assignment periods do not count towards the limit. Additionally, any clause restricting the end-user’s ability to hire the worker — directly or indirectly — during or after the assignment is expressly null and void.
Digital labour exploitation: stronger protections for gig delivery workers
The decree introduces measures against so-called “caporalato digitale” (digital labour exploitation). These apply to self-employed delivery riders working via digital platforms. The actual working conditions determine the legal classification of the relationship. This is true regardless of the label the parties have assigned to it. Where automated monitoring or decision-making systems indicate direction and control by the platform, an employment relationship is presumed. Consequently, platforms must inform workers clearly about all automated systems used to assign tasks, set pay, and evaluate performance. Workers are also entitled to a human review of any automated decision that restricts their account or withholds pay. Furthermore, platforms may not issue more than one account per tax identification number. Finally, the obligation to provide riders with the Libro unico del lavoro (LUL) is deferred by 90 days for the period running at 28 June 2026.
Contribution exemption for work-family conciliation (2026–2028)
Companies holding certifications that demonstrate corporate welfare measures and parental support programmes benefit from an exemption from employer social security contributions. This applies for the years 2026, 2027 and 2028, with effect from 28 June 2026. Operational procedures will be established by ministerial decree.
Supplementary pension: capital limit stays at 50%, fractional payout deferred to 31 October 2026
The 2026 Budget Law had raised the capital liquidation limit for supplementary pension benefits from 50% to 60% of the accumulated amount. However, the conversion of DL 62/2026 reverses this change. The limit therefore remains at 50%. On the other hand, the option to receive the accumulated amount in fractional instalments over a minimum period of five years is confirmed. Its effective date is nevertheless deferred to 31 October 2026.
Further changes at a glance
Extracurricular internships are capped at a maximum of 12 months in total per corporate group. Workers with disabilities retain their position on targeted employment lists even when hired on apprenticeship or fixed-term contracts. For proximity collective agreements, contracts must be filed with the Ministry of Labour and CNEL. Moreover, agreements that derogate from statutory or CCNL provisions in a less favourable manner must be signed before the Labour Inspectorate (for employers with up to 15 staff) and communicated to workers within 3 days.
To review how these provisions affect your organisation and receive support with compliance, contact Studio RCG.