DECRETO Flussi 2025: outlines Italy’s planning for the influx of foreign workers in 2025

Detailing the opportunities and procedures involved. 

Overview of the Flussi 2025 Decree

The Decreto Flussi 2025 establishes quotas for the entry of foreign workers into Italy, addressing various labor needs across sectors:

• 70,720 entries for non-seasonal subordinate work.
• 730 entries for self-employment.
• 110,000 entries for seasonal subordinate work.

These quotas aim to meet the rising demand for labor in sectors such as agriculture, tourism, and family assistance.

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Key Dates

The management of these quotas will utilize a digital platform for pre-filling applications and conducting “click days”:

Pre-filling period: November 1-30, 2024.

Click days:

• February 5, 2025: Non-seasonal subordinate workers.
• February 7, 2025: Family and social health care workers.
• February 12, 2025: Seasonal workers in agriculture and tourism.

Additional pre-filling for the October click day will occur from July 1-31, 2025.

Application Process

Employers must prepare applications during the pre-filling period to ensure they can submit them on the click days. The system will be available daily from 8 AM to 8 PM.

Types of Work and Eligible Sectors

The decree covers several employment types:

1. Non-Seasonal Subordinate Work: Continuous employment in sectors like construction, logistics, manufacturing, and social assistance.
2. Seasonal Work: Primarily in agriculture and tourism, characterized by limited duration tied to seasonal activities.
3. Self-Employment: For professionals and entrepreneurs with specific skills or investments.

Employer Requirements

Employers wishing to sponsor foreign workers must meet specific criteria:

• Possess a registered PEC (Certified Email) address.
• Comply with national collective labor agreements.
• Demonstrate economic solvency and a genuine need for additional labor.

Click Day Significance

The click day is critical as it determines how quotas are allocated based on the order of applications received. Employers must be ready to submit their applications immediately when the system opens.

Special Measures for 2025

Certain categories of workers are exempt from quota limits:

• Up to 10,000 positions outside quotas for family and social health care assistance.
• Long-term EU residents can apply without being subject to quotas.
• Conversions from study or seasonal permits to non-seasonal work permits are not limited by quotas.

Simplified Contract Signing

From 2025 onwards, contracts between employers and workers can be signed directly using digital signatures, streamlining the process and reducing bureaucratic delays.

This decree reflects Italy’s strategy to balance labor supply with economic demands while facilitating the entry of foreign workers through structured processes.

Specificity for Workers from Bangladesh, Pakistan, and Sri Lanka

Which countries are included in the 2024 flow decree?

For workers coming from Bangladesh, Pakistan, and Sri Lanka, stricter control measures are planned. In particular, the work permit for these workers is contingent upon a favorable opinion from the local police headquarters and preliminary checks by the National Labor Inspectorate in collaboration with the Revenue Agency.

Out of Quota for Family and Social Health Assistance

Starting from February 7, 2025, on an experimental basis, it will be possible to request up to 10,000 out-of-quota permits for hiring workers dedicated to family and social health assistance. This measure aims to meet the growing demand for caregivers for people with disabilities and the elderly while ensuring that such workers can perform only the activities for which they were hired during their first 12 months of work in Italy.

Concluding Considerations: Opportunities and Challenges for 2025

The 2025 Flow Decree represents a significant opportunity for both Italian employers and foreign workers seeking new prospects in Italy. 

The quotas defined for various sectors align with market demand, but the process remains highly competitive. To succeed, it is essential for employers to prepare well in advance, ensuring that all documentation is in order and deadlines are met, such as those for the click day. 

Additionally, the introduction of digital signatures for signing residence contracts and the use of digital domicile for communications marks important steps toward modernizing and simplifying procedures.

On the other hand, the introduction of out-of-quota permits for family and social health assistance demonstrates the Italian government’s commitment to addressing demographic and social challenges in the country by ensuring access to qualified labor where it is most needed.

Thus, the new rules offer a more flexible framework but simultaneously require greater commitment from employers and intermediaries to ensure that all procedures are followed correctly. For those who can successfully navigate this complex bureaucratic system, the rewards can be significant, both in terms of qualified labor and job stability for foreign workers. 

Employers wishing to apply for work permits for foreign workers in 2025 can pre-fill applications by November 30, 2024.

This is established by Decree Law No. 145 of October 11, 2024, titled “Urgent provisions regarding the entry of foreign workers into Italy, protection and assistance for victims of labor exploitation, management of migration flows, and international protection, as well as related judicial proceedings.”

The decree not only provides specific provisions for the entry of foreign workers into Italy in 2025 but also introduces several amendments to the Consolidated Immigration Act concerning the protection of victims of labor exploitation, management of migration flows, and protections for foreign workers. 

The goal is to make migration flow management more effective and improve integration of foreign workers while ensuring greater protection for vulnerable individuals.

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For an extra-EU citizen wishing to work in Italy, a specific procedure must be followed involving both the Italian employer and the competent authorities. Here are the main steps:

Flow Decree: Entry for work purposes is regulated annually by the “Flow Decree,” which sets maximum quotas for foreign workers admitted to Italy for subordinate, seasonal, and self-employed work. It is essential to verify the publication of the decree and the relevant quotas available for the current year.

Request for a Nulla Osta: The Italian employer, or a foreign employer legally residing in Italy, must submit a named request for a nulla osta (work permit) to the Single Immigration Office (SUI) of the province where the work activity will take place.

Verification of Availability of Resident Workers: Before submitting the nulla osta request, the employer must verify with the competent Employment Center that there are no workers already present on the national territory available to fill the position offered. This verification is carried out by sending a request for personnel to the Employment Center using a prepared form. If no suitable candidate is reported within 15 working days, or if the candidate does not attend the interview, the employer can proceed with a self-certification of unavailability to be attached to the nulla osta application.

Certification: The nulla osta application must include a certification, a document through which qualified professionals or employer organizations certify that the employer meets the contractual and regulatory requirements for hiring foreign workers. This step ensures compliance with current labor laws.

Issuance of the Nulla Osta: Once the application has been submitted, the SUI verifies that the request falls within the established quotas and that there are no reasons for refusal on the part of the Police Headquarters. If all conditions are met, the nulla osta is issued, which is valid for 180 days.

Entry Visa: The foreign worker, informed by the employer of the issuance of the nulla osta, must go to the Italian diplomatic or consular representation in their country of residence to obtain an entry visa for work purposes.

Entry into Italy and Residence Permit: Within 8 working days of entering Italy, the worker must report to the SUI to sign the contract of stay and request a residence permit for work purposes. This permit is necessary to legally reside and work in Italy.

What must an employer do if they need to hire an extra-EU employee?

An Italian employer who intends to hire an extra-EU worker must follow a complex but well-defined procedure that requires compliance with a series of bureaucratic steps and specific requirements.

Key steps:

1. Verification of Entry Quotas – Flow Decree: Check the annual Flow Decree to ensure that the type of work and sector requested are included in the available quotas.
2. Pre-verification of the Availability of Resident Workers: Verify with the Employment Center that there are no available Italian workers for the position.
3. Request for a Nulla Osta: Submit a request to the SUI, providing necessary documentation.
4. Required Documentation: Prepare all the required documents, including proof of solvency, employment contract, and certification.
5. Certification: Obtain a certification confirming the compliance of the employment conditions with the law.

Note: This is a simplified overview. For a comprehensive understanding, it is advisable to consult with an immigration lawyer or a specialist in Italian labor law.

Improvements:

• Clarity: The translation aims to be clear and concise, avoiding overly technical language where possible.
• Completeness: All essential steps in the process are included.
• Accuracy: The translation adheres closely to the original meaning, ensuring that the key points are conveyed effectively.
• Structure: The information is presented in a logical and easy-to-follow order.

Additional Considerations:

• Contextualization: For a more tailored translation, it would be helpful to know the specific context in which the information will be used (e.g., for a website, a brochure, or a legal document).
• Target Audience: The level of technical detail can be adjusted based on the target audience’s knowledge of immigration law.
• Updates: Immigration laws and procedures can change frequently, so it’s important to verify the information with the latest regulations.

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Issuance of the Work Permit

Once the employer has submitted the application through the Ministry of the Interior portal, the Single Immigration Office (SUI) at the Police Headquarters is responsible for analyzing the application and issuing the work permit.

Timeline:

• Maximum 180 days: The work permit must be issued within 180 days from the date the application is submitted, unless there are complications or requests for additional documentation.

Process Phases:

• Document Verification: The SUI analyzes the documents sent by the employer, ensuring that:
  • The contractual conditions comply with Italian regulations.
  • The foreign worker meets the required qualifications.
  • There are no obstacles related to public safety (verification carried out by the Police Headquarters).
• Request to the Police Headquarters: The Police Headquarters collaborates with the SUI by verifying the absence of any impediments (e.g., criminal records or violations of immigration laws).
• Issuance of the Work Permit: If the application is approved, the SUI issues the work permit. This document is valid for six months and allows the worker to apply for a visa at the Italian consulate in their country of residence.
• Communication to the Italian Consulate: The work permit is sent electronically to the competent Italian consulate, which will issue the entry visa to the worker.
• Cases of Rejection: The work permit may be refused if the documentation is incomplete or if obstacles arise during the checks. In case of rejection, it is possible to appeal to the competent authorities. The issuance of the work permit is a crucial step to ensure the legality of the hiring and the regular entry of the foreign worker into Italy.

Request for an Entry Visa for the Worker

After the issuance of the work permit, the employer must inform the worker of the approval. The non-EU worker, in turn, must start the procedure to obtain a work visa at the competent Italian Consulate or Embassy in their country of residence.

Procedure for Visa Request:

• Communication of the Work Permit: The work permit is transmitted electronically from the SUI to the competent Italian Consulate. The employer informs the worker of the issuance.
• Documents Required for the Visa: The worker must submit the following documents to the Consulate or Embassy:
  • Copy of the work permit.
  • Valid passport with a validity of at least six months beyond the duration of the requested visa.
  • Recent passport-sized photo conforming to the standards for travel documents.
  • Any certifications requested by the Consulate (e.g., health or criminal certificates, if required).
• Issuance of the Visa: Once the documentation and the validity of the work permit have been verified, the Consulate issues a work visa. The visa allows the worker to enter Italy within a specified period (usually within 6 months from the date of issuance of the work permit).
• Departure for Italy: Once the visa has been obtained, the worker can enter Italy and must comply with the deadline for signing the residence contract at the Single Immigration Office, which must take place within 8 working days of arrival.
• Importance of the Phase: This phase is essential to formalize the worker’s legal entry into Italy. The close collaboration between the employer, the worker, and the consular authorities ensures compliance with the regulations and the established timelines.

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Signing the Residence Contract Within 8 working days of arriving in Italy, the foreign worker and the employer must sign the residence contract. 

With recent legislative changes, this procedure has been digitalized, allowing for electronic signatures. The employer must affix a digital signature or another type of qualified electronic signature to the contract, while the worker can sign both digitally or in handwritten form. 

Once signed, the contract must be transmitted electronically to the Single Immigration Office (SUI). This step is essential to regularize the worker’s position in Italy and guarantee the legality of their employment. 

Furthermore, after signing, INPS registers the worker in the SIISL platform, facilitating access to social security services. The digitalization of these procedures aims to simplify and speed up the entire process, reducing the need for physical visits and making administrative management more efficient.

Requesting a Residence Permit After signing the residence contract, the worker must submit a request to obtain a residence permit at the competent Police Headquarters.

Registration in the Tax and Social Security System The employer is also responsible for registering the worker in the tax and social security system. This includes:

• Assigning a Tax Code: the employer must ensure that the worker obtains a tax code from the Revenue Agency, if they do not already have one.
• Registration with INPS: register the worker with the National Institute for Social Security (INPS) to guarantee access to social security, pensions, and other social benefits.
• Registration with INAIL: the worker must be registered with the National Institute for Insurance against Accidents at Work (INAIL) for coverage against work-related accidents.
• Communication of Hiring: send the mandatory notification of hiring to the Employment Center using the Unilav form. These steps are essential to regularize the worker’s tax and social security position, guaranteeing them access to the services and rights provided by Italian law.

Considerations on Quotas and Click Day The entry quotas for foreign workers in Italy are limited and are established annually by the Flow Decree. These quotas are distributed based on specific categories of workers and economic sectors.

• Click Day: The assignment of quotas follows a first-come, first-served principle, based on the speed with which applications are submitted on the designated day for opening the dedicated portal. This event is known as Click Day.
• Preparation of the Application: It is essential to prepare all the necessary documentation in advance to avoid delays during the uploading of information.
• Access to the Portal: The Ministry of the Interior’s online portal is the official channel for submitting requests. Access requires a digital identity (SPID).
• Timing: Applications must be submitted promptly, as quotas are quickly exhausted. The Click Day system makes the procedure highly competitive, and speed in completing the process is crucial to ensure the possibility of obtaining a work permit for the foreign worker.

Out-of-Quota Hiring There are some cases where hiring can take place outside of the quota, meaning without being subject to the numerical limit established annually by the Flow Decree. These cases concern specific categories of workers or particular conditions.

• Examples of out-of-quota hiring:
  • Highly qualified workers: such as managers, university professors, or highly specialized professionals, regulated by the European Blue Card Directive.
  • Researchers and scholars: engaged in research projects at academic institutions or Italian research organizations.
  • Workers transferred within the same corporate group: for example, foreign personnel employed by multinationals operating in Italy.
  • Domestic staff: in some cases, for family reunification, it is possible to hire workers as domestic help or caregivers without going through the ordinary quotas.
  • Family reunification: family members who enter Italy for family reunification can work without the need to fall within the quotas established by the Flow Decree.
• Procedure: Even for out-of-quota hiring, it is necessary to:
  • Request a work permit from the Single Immigration Office (SUI).
  • Sign a residence contract.
  • Regularize the worker’s tax and social security position. These methods allow for a more flexible channel for the entry of specific work profiles, helping to meet the needs of the Italian labor market.

Priority Economic Sectors For 2025, the Flow Decree has identified specific economic sectors as priorities for the entry of foreign workers, in response to the growing demand for labor and the needs of the Italian labor market.

• Agriculture and Tourism: These sectors benefit from a significant quota of entries for seasonal employment, with 110,000 positions available. In particular, the agricultural sector has 41,000 units available, while the tourism and hospitality sector has 31,000.
• Family Care: There are 9,500 quotas available for the family care and social health sector, open to all nationalities. Additionally, as a pilot project for 2025, 10,000 out-of-quota entries are authorized for workers destined for the care of people with disabilities or the elderly (over 80), through employment agencies or employer associations that have signed the National Collective Labor Agreement for the domestic sector.
• Manufacturing and Construction: For non-seasonal employment, 70,720 entries are authorized, with particular attention to the sectors of road haulage, construction, mechanics, telecommunications, food industry, shipbuilding, fishing, and services such as hairdressers, electricians, and plumbers. These sectors have been identified as priorities to meet the needs of the Italian labor market and promote the country’s economic development.

Solvency Requirements and Contractual Guarantees

The employer must meet specific economic solvency requirements and provide contractual guarantees to hire a foreign worker in Italy, ensuring that the employment relationship complies with Italian regulations.

Economic Solvency

The employer must demonstrate that they have the necessary resources to:

• Pay wages: guarantee a wage that is not lower than the minimum established by the National Collective Labor Agreement (CCNL) applicable to the sector.
• Pay social security and insurance contributions: ensure compliance with obligations to INPS and INAIL.
• Offer a safe working environment: comply with the safety regulations provided by Legislative Decree 81/2008.

Required Documentation:

Contractual Guarantees

The employment contract offered to the worker must:

• Comply with the CCNL of the specific sector.
• Specify:
  • Place of work.
  • Contract duration (fixed-term or permanent).
  • Gross salary and working hours.
  • Comply with Italian labor law: including holidays, sick leave, maternity/paternity leave, and other benefits provided for by the CCNL.

Importance

Verifying economic solvency and contractual guarantees is essential to:

• Prevent the risk of worker exploitation.
• Demonstrate the employer’s ability to fulfill their obligations towards the worker and the state.

Additional Notes:

• Clarity and conciseness: The translation aims to be clear and concise while maintaining accuracy.
• Technical terms: Terms like “CCNL,” “DURC,” and “INPS” have been explained in plain language or provided with their English equivalents.
• Legal context: The translation reflects the legal and regulatory framework in Italy.

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Possible additional questions you might have:

• Can you provide more context for specific terms like “CCNL” or “DURC”?
• How does the process of verifying economic solvency work in practice?
• Are there any specific industries or sectors that have additional requirements?
• What happens if an employer fails to meet these requirements?

Post-Hiring Obligations

After hiring a foreign worker, the employer must comply with a series of obligations to ensure conformity with Italian regulations:

• Notify the Employment Center: The employer must submit a notification of hiring using the Unilav form to the competent Employment Center within 24 hours of the start of the employment relationship.
• Guarantee the contractual treatment established by law: Ensure that the worker receives working conditions in accordance with the applicable National Collective Labor Agreements (CCNL), including wages, working hours, holidays, and other rights.
• Ensure that the worker receives all mandatory insurance coverage:
  • Enrollment in INPS: for social security coverage (pension, sickness, maternity, unemployment).
  • Enrollment in INAIL: for insurance against accidents at work and occupational diseases.
• Support the worker in their request for a residence permit: Provide all necessary documentation and assist the worker in completing the procedure at the Police Headquarters.
• Monitor compliance with residence obligations: Verify that the worker complies with the regulations on residence and work, renewing the necessary documents when required.

These obligations are essential to ensure that the employment relationship is regular and that the worker’s rights are fully respected.

Hiring a non-EU worker in Italy is a complex process that requires strict adherence to specific regulations and timelines. Preparation and accuracy in the various phases, from verifying available quotas to respecting the deadlines of the Click Day, are fundamental to ensure the successful hiring of the worker. 

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