Meloni's Labour Decree: incentives and fair wages for cross-border workers

Context

In brief

• Green light for the labor decree with incentives for hiring
• Incentives linked to fair wages
• Nearly one billion euros to renew employment incentives
• New opportunities for Ticino cross-border workers

Key facts

• What: Labor decree with incentives for hiring
• When: April 28, 2026
• Where: Italy
• Who: Council of Ministers
• Amount: Nearly one billion euros
• Cross-border workers: 65,000 workers from Ticino in Italy

The Council of Ministers has approved the new labor decree, issued in view of May 1st. The decree allocates nearly one billion euros for the renewal of some important and effective employment incentives, particularly those linked to the hiring of young people under 35, the hiring of women, and workers in the Zes area. The President of the Council, Giorgia Meloni, explained that the decree is a piece of a broader strategy aimed at supporting the creation of more employment, but also stable and quality employment.

Implications for cross-border workers

The decree introduces an important novelty: access to these incentives is only possible if the 'fair wage' is recognized and applied to one's workers. This overall economic treatment is not composed solely of the hourly wage, but of all the economic elements that contribute to forming the contract in favor of the worker. For cross-border workers who work in Italy and reside in Switzerland, this could mean an increase in opportunities for stable and quality work, but also greater attention to collective bargaining.

📊 Concrete examples:

• Lugano: A company with 50 cross-border worker employees could benefit from an incentive of up to 10,000 euros for each new hire under 35, provided that the overall wage is at least 10% higher than the contractual minimum.
• Chiasso: A company that hires a cross-border woman worker could receive a contribution of up to 8,000 euros, if the overall wage is adequate to the 'fair wage' defined by the decree.

Comparison with the previous situation

Before the approval of this decree, the incentives for hiring were less linked to the quality of the employment contract. With the new decree, however, the aim is to guarantee not only employment but also the stability and quality of work. This could have a significant impact on cross-border workers, who often work with fixed-term or part-time contracts.

💡 Operational checklist for companies: 1. Verify the requirements of the 'fair wage' for your employees. 2. Check if your current contracts are compliant with the new regulations. 3. Evaluate the opportunity to hire new employees under 35 or women, benefiting from the incentives. 4. Consult an expert to ensure you respect all the new provisions.

⚠️ Attention:

• Companies that do not meet the criteria of the 'fair wage' could lose access to the incentives.
• It is fundamental to constantly monitor the new regulations to avoid sanctions.

Regulations and key dates

• Decree Law: April 28, 2026
• Incentives for under 35: Up to 10,000 euros per hire
• Incentives for women: Up to 8,000 euros per hire
• Fair wage: Defined by the government as the overall economic treatment that includes all contractual elements in favor of the worker.

Comparisons between practical scenarios

• Current scenario: A company in Mendrisio hires a cross-border worker with a fixed-term contract of 6 months. The company might not benefit from the incentives if the wage is not compliant with the 'fair wage'.
• Future scenario: The same company hires a cross-border worker with an open-ended contract and a wage compliant with the 'fair wage'. The company could benefit from an incentive of up to 10,000 euros.

"This decree represents a significant step towards the creation of a fairer and more stable labor market for everyone, including cross-border workers." — Giorgia Meloni, President of the Council of Ministers

Operational details

Practical Analysis: What Changes for Cross-Border Workers

The labor decree introduces a series of incentives for hiring, but only for those who apply the 'fair wage'. This means that employers who want to access the incentives must guarantee their workers an overall economic treatment that respects the national collective labor agreements signed by the most representative trade union and employers' organizations at the national level.

📊 Concrete Examples:

• A company in Lugano hiring a cross-border worker from Campione d'Italia must guarantee a minimum salary of at least 2,000 euros gross per month for a full-time contract, in line with the national collective labor agreement (CCNL) of the sector.
• A company in Mendrisio hiring a cross-border worker from Como must respect the CCNL of commerce, which provides for a minimum salary of 1,800 euros gross per month for a full-time contract.

Procedure to Access Incentives

To access the incentives, employers must: 1. Guarantee the 'fair wage' to their workers 2. Respect the national collective labor agreements 3. Submit the incentive application 4. Provide the required documentation

💡 Operational Checklist:

• Verification of the CCNL applicable to the sector and region
• Calculation of the guaranteed minimum wage
• Drafting of the employment contract in accordance with the requirements
• Submission of the incentive application through the INPS portal
• Attachment of the required documentation (contracts, payslips, etc.)

Possible Scenarios

If an Italian company hires a cross-border worker and meets the 'fair wage' requirements, it can access the incentives provided by the decree. This could mean an increase in opportunities for stable and quality jobs for cross-border workers. However, if a company does not meet the requirements, it will not be able to access the incentives, which could limit job opportunities for cross-border workers.

📊 Comparison of Practical Scenarios:

• Positive Scenario: A company in Chiasso hires 10 cross-border workers from Chiavenna, respecting the CCNL of tourism. The company can access an incentive of 8,000 euros for each worker, for a total of 80,000 euros.
• Negative Scenario: A company in Locarno hires 5 cross-border workers from Domodossola, but does not respect the CCNL of commerce. The company cannot access the incentives, losing a potential benefit of 40,000 euros.

⚠️ Legislation and Dates:

• The labor decree came into force on January 1, 2023.
• The incentives are valid until December 31, 2024.
• The amount of the incentives varies depending on the sector and the duration of the contract, but can go up to 8,000 euros for each worker hired.

"The fair wage is a fundamental condition to guarantee dignity and stability to workers, especially in a cross-border context like that of Ticino." - Minister of Labor

Conclusion

The labor decree represents an important opportunity for the cross-border workers of Ticino, but it requires a careful analysis of the regulations and a correct application of the national collective labor agreements. Companies that meet the requirements can access significant incentives, while those that do not risk losing important hiring and development opportunities.

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Key points

Concrete actions for cross-border workers

Cross-border workers seeking employment in Italy should inform themselves about job opportunities offered by companies that respect the 'fair wage'. In particular, it is crucial to know the Italian regulations on labor, such as the Meloni Labor Decree of 2023, which introduces incentives for companies that respect national collective labor agreements (CCNL).

For example, a cross-border worker from Chiasso working in Como should verify that their salary is in line with the CCNL of their sector. For a construction worker, the minimum wage set by the CCNL Edile Industria in Lombardy is approximately €1,800 gross per month for 14 months. A cross-border worker from Lugano working in Varese should ensure that their economic treatment is in accordance with the CCNL of commerce, which provides a minimum of €1,500 gross per month for 13 months.

"A fair wage is a right, not a privilege."

Useful tools

For further information, cross-border workers can use the salary calculator to compare job offers and ensure they receive fair economic treatment. This tool allows users to input specific data such as the work location, sector, and experience to obtain a detailed comparison.

Additionally, they can consult the guides on fair wage and national collective labor agreements. For example, a cross-border worker from Mendrisio working in Milan can verify that their salary is in accordance with the CCNL of the metalworking sector, which provides a minimum of €1,600 gross per month for 14 months.

Operational checklist

1. CCNL Verification: Identify the national collective labor agreement applicable to your sector and work region. 2. Salary Calculator: Use the salary calculator to compare job offers. 3. Documentation: Keep all documentation related to your employment contract and payments received. 4. Legal Assistance: In case of doubts, consult an expert in cross-border labor law.

Comparisons between practical scenarios

Scenario 1: A cross-border worker from Campione d'Italia working in Como with a salary of €1,700 gross per month for 14 months.

• CCNL Verification: The salary is in accordance with the CCNL Edile Industria in Lombardy.
• Salary Calculator: Confirms that the offer is fair compared to market averages.

Scenario 2: A cross-border worker from Lugano working in Varese with a salary of €1,400 gross per month for 13 months.

• CCNL Verification: The salary is below the minimum set by the CCNL of commerce.
• Salary Calculator: Highlights a discrepancy and suggests negotiating a raise.

Final CTA

For further information on how to access the incentives provided by the labor decree, cross-border workers can use the salary calculator to compare job offers and ensure they receive fair economic treatment. This tool is essential to guarantee that the rights of cross-border workers are respected and that they can benefit from the opportunities offered by the Italian job market.

Source: varesenoi.it