Yes but leave taken during the notice period postpones the end date of the notice period itself and, therefore, of the termination of the employment contract.

Yes, but the assignment of the car to the employee for mixed use results in the employee receiving compensation in kind to be shown in the paycheck and subject to contribution and taxation. The fringe benefit is exempt if it does not exceed in the tax year the value of €258. The budget law has provided, also for the year 2025, that this exemption amount is raised to €1000 (€2000 for those with dependent children).

Yes, because the limits imposed by the regulations on remote control of employees, do not apply to the tools used by the employee to render work performance (e.g., computer). However, the employer is not allowed to carry out indiscriminate and preventive controls on the generality of employees, it is always necessary to comply with certain rules:

1. the check on the employee's computer cannot be carried out to see how the employee is working but whether working is harming the company;
2. the check on the employee's computer must not violate privacy regulations;
3. the employer is obliged to indicate, by means of clearly and specifically drafted and adequately publicized internal regulations, what are considered proper ways of using work tools and whether, how and to what extent controls are carried out.

Yes, the relief can apply also to workers who are recipients of NASpI, i.e., persons who (having filed for the grant) are entitled to the benefit but have not yet received it. The incentive may apply with reference to workers who have already received notice of the acceptance of the application for unemployment benefits and hired no earlier than the effective date of the benefit awarded to the worker.

Yes, it is mandatory to communicate the posting electronically, using the Unilav Form, Transformation framework. This communication is a requirement for the posting employer and must be made within 5 days, even in case of partial posting. Failure to do so will result in an administrative penalty of €100 to €500.

No, the law stipulates that the worker is entitled to such paid leave in the event of the death of a spouse, relative within the second degree, or cohabitant (provided that stable cohabitation with the worker is evidenced by registry certification). No entitlement, therefore, in the case where the death affects relatives-in-law.
It is advisable to check that the collective bargaining agreement applied in the company does not provide for better terms.

In any case, since they are company-paid leave, the employer can always decide to grant such leave to the employee equally, with the understanding that it sets a precedent.