On 13 June 2025, the national collective labour agreement (CCNL) for cleaning, integrated and multiservice companies was renewed. The agreement will apply from 1 June 2025 through 31 December 2028.
Below is a summary of the key changes in terms of pay and employment conditions.
- Base Pay
The agreement provides for a total increase of €215 in base pay, calculated on level 2 of the pay scale. Increases will be phased in as follows:
- July 2025: €40.00
- May 2026: €35.00
- October 2026: €35.00
- May 2027: €30.00
- December 2027: €20.00
- July 2028: €25.00
- October 2028: €20.00
- March 2029: €10.00.
NB: the July 2025 increase includes an additional €10 set out in the previous agreement. All increases can be absorbed by other contractual pay elements.
- Part-time work
For new hires from 13 June 2025, the minimum weekly working hours are set at 15, with no fewer than 2 hours per working day. For vertical or mixed part-time contracts, the working hours are recalculated as 65 hours per month and 640 hours per year.
A notable change concerns the consolidation of hours worked in excess of the contractually agreed hours (called “supplementary hours”).
If requested in writing by the employee union representatives (RSU/RSA) or local trade unions, the employer must start a joint review within 20 days to assess the consolidation of the supplementary hours.
If an agreement is reached, the contractual working hours will be increased by at least 15% of the hours worked in the previous year. If not, the employee is automatically entitled to an increase of no less than 30%, effective from the month following the request.
- Leave for women victims of violence
Female workers enrolled in a protection programme pursuant to Art. 24 of Legislative Decree 80/2015 are entitled to up to 90 working days of paid leave, extendable by a further 90 days. Leave may also be taken on an hourly basis and must be within a three-year period. During the leave, the employee receives 100% of her salary. The period counts towards calculations of annual leave, additional monthly salaries, severance (TFR) and seniority.
The following can also be requested:
- Switch between full-time and part-time contracts (and vice versa)
- Transfer to a different site or affiliated company
- Exemption from difficult shifts for one year after the protection programme ends.
- Sick leave and job protected period
The protected period for a job ends if the employee accumulates more than 12 months of absence within any consecutive 36-month period, even across multiple contracts or periods of illness or injury, provided these occur in the same industry.
