On 26 July 2024, a draft agreement was signed for the renewal of the Confcommercio national collective labour agreement for employees of travel and tourism companies. The agreement will enter into force on 1 July 2024 and will expire on 31 December 2027.
MINIMUM CONTRACTUAL PAY
On 1 July 2024, and for 4 further tranches in September 2025, September 2026, June 2027 and December 2027, there will be an increase in the minimum contractual pay calculated as shown in the table below
This increase is to be considered as absorbable, up to capacity, in the presence of advances on future contractual increases.
- Bonus: The parties agree to establish a performance bonus for employees of companies that are not covered by a company-level or territorial collective agreement.
If a performance bonus agreement is not reached by 31/10/2026, the employer will pay the following amounts with the November 2027 payroll:
| LEVEL | Euro |
|---|---|
| Manager A, B | 186,00 |
| 1, 2, 3 | 158,00 |
| 4, 5 | 140,00 |
| 6S, 6, 7 | 112,00 |
The bonus will be fully offset by any additional individual or collective economic benefits granted after 1 July 2024 that go beyond what is provided for in the relevant national collective labour agreement.
Alternatively, the company will allocate the amount to social tools in accordance with current regulations, following a company/territory agreement.
The amount is recalculated proportionally for part-time employees.
- Hourly Reduction (ROL): Periods of absence due to maternity leave, paternity leave, and parental leave count towards the accrual of time-off allowances.
- Vacation Leave: Periods of absence due to maternity leave, paternity leave, and parental leave count towards the accrual of vacation days.
- Thirteenth Month Salary: Periods of absence due to maternity leave, paternity leave, and parental leave count towards the accrual of the thirteenth month salary.
- Fourteenth Month Salary: Starting from 1 December 2027, periods of absence due to parental leave will count towards the accrual of the fourteenth month salary.
- QUAS: Currently, supplementary healthcare for middle managers is funded by a company contribution of €340 and an individual contribution of €50 from each manager. From 1 January 2025, the employer’s contribution will increase by €20. From 1 January 2026, the employer’s contribution will increase by a further €20
- Est Fund: Currently, supplementary healthcare for employees is funded by a monthly contribution of €12 for 12 monthly salaries, with €10 paid by the company and €2 by each employee. From 1 January 2027, the employer’s contribution will increase by €3 per month.
- Leave for female victims of violence: According to the law (article 24 of Legislative Decree no. 80/2015), female employees involved in certified protection programmes related to gender-based violence, verified by the social services of their municipality, anti-violence centres or women’s shelters, are entitled to take leave from work for reasons related to their protection path for up to 90 working days.
During the period of leave, the employee is entitled to an allowance equal to her last salary, and this period is covered by notional contributions. The allowance is advanced by the employer and then offset against the contributions due to INPS in accordance with the procedures laid down for maternity benefits.
In addition to the above legislation, the renewal of the collective labour agreement provides that this leave may be extended by a further 90 days, during which the employee is entitled to an allowance equal to 100% of her actual salary, paid by the employer
