When faced with delicate family situations, employees have the right to use permissions for serious reasons, Below we will take a closer look at the operational details of these permits, highlighting who is entitled to them and what the conditions of use are and the different methods of use.
What do they include?
Permits for serious reasons are for all employees (fixed-term or permanent, full-time or part-time), regardless of their length of service with the employer.
They may be requested in case of Death a documented serious illness,
- of spouse (even if legally separated) or cohabitant (Continued cohabitation must be confirmed by registry certification)
- of an inside relative second degree Even if you don’t live together (grandparents and grandchildren, brothers and sisters)
- Or of any person belonging to the registered family.
workers are entitled to maximum 3 days payment per year, even in the event of multiple bereavements or serious illnesses. However, public holidays and non-working days are not considered in the 3 days.
In addition, this type of permit can also be combined with a permit payable for assistance to disabled people.
However, collective agreements or individual employment contracts may provide more favorable application conditions than those described above.
The employer must be informed in advance about the use of permits and they must be used within 7 days from the triggering event. This will then follow Presentation of appropriate documentation To justify absence.
In case of serious illness, the employee who wishes to use the permit must present it to the employer Certificate from NHS specialist doctor (or affiliated), general practitioner, pediatrician of free choice or health facility in case of hospitalization or surgery. Medical certification must be presented in 5 days From resumption of work.
In the event of death, the worker must submit death certificate If permitted, the relative or substitute can submit the declaration.
change in performance
As an alternative to using paid leave, the employee and employer can agree on different working arrangements for a period equal to 3 days. lack of hours,
Example 1: Full-time worker
- Daily time: 8 hours
- Total duration of permit to be used: 8 hours per day x 3 days of permit = 24 hours
- It is possible to agree on 3 hours of leave (or other combinations of time reduction up to a maximum of 24 hours) for 8 working days.
Example 2: Part-time worker
- Daily time: 6 hours
- Total duration of permit to be used: 6 hours per day x 3 days of permit = 18 hours
- It is possible to agree on 2 hours off (or other combinations of reduced time off up to a maximum of 18 hours) for 9 working days.
The agreement must be formalized between the parties involved in writing, according to the proposal put forward by the worker. The days on which the permit is replaced by different methods of carrying out the activity should be clearly specified in the agreement, along with the criteria that regulate any periodic checks by the employer on the persistence of the serious illness. Are.
The reduction in working hours must begin within a maximum period 7 Days From the moment serious illness occurs.
In the event that the serious illness resolves, the employee is required to resume normal work. If the leave period remains unused, it represents a residue that the employee can use to deal with other incidents that arise during the year.
Salary, Contribution and Tax Aspects
despite of being 100% paid The period of leave for serious reasons, paid by the employer, extends the general accrual of holidays, permits and additional monthly payments (thirteenth, fourteenth). They are also useful for calculating severance pay.
The relative remuneration paid contributes to forming taxable income for the purposes of calculating INPS and ENEL contributions and for the purposes of determining income tax (IRPEF) according to ordinary taxation.
The information is of general nature and refers to the private sector. It is always advisable to check based on the specific situation, the area you belong to and the CCNL you have applied for.