In Italy, employees are entitled to a statutory minimum of four weeks of paid annual leave (ferie) per year under Legislative Decree 66/2003, implementing the EU Working Time Directive. Most national collective bargaining agreements (CCNL) grant additional days, with 26–28 working days being typical.

Statutory entitlement

Four weeks per year (typically 20 working days on a five-day week or 24 on a six-day week). Pro-rated for partial years.

Eligibility

All employees accrue annual leave from the first day of work, with no minimum service requirement.

Employer obligations

  • Provide at least four weeks of paid leave per year, with at least two weeks taken in the year of accrual.
  • Allow the remaining two weeks to be taken within 18 months of the end of the year of accrual.
  • Pay leave at the employee's normal salary including regular bonuses and allowances (the 'retribuzione globale di fatto').
  • Grant continuous leave of at least two weeks during the year of accrual where the employee requests it.
  • Pay accrued, untaken leave on termination — but not as a substitute for time off during employment.

Employee rights

  • Right to a continuous block of at least two weeks within the year of accrual.
  • Right to take the remaining statutory leave within 18 months of the end of the accrual year.
  • Right to recover holiday that overlapped with certified sick leave.
  • Right to be paid normal salary during leave, not a reduced rate.

Common pitfalls

  • Buying out statutory leave with cash payments during employment — prohibited under article 10, except on termination.
  • Failing to honour the two-week continuous block requirement.
  • Letting more than 18 months pass after the year-end without ensuring leave is taken or scheduling enforcement.
  • Treating CCNL-additional days the same as statutory days — many CCNLs allow them to be paid out, but statutory four weeks cannot.

The four-week structure

Of the four-week statutory minimum, at least two weeks must be taken within the year they accrue. The remaining two weeks may be taken within 18 months of the end of that year. Leave beyond the four-week statutory minimum (granted by CCNL or contract) follows the rules of the relevant collective agreement.

Holiday pay (retribuzione globale di fatto)

Holiday pay is calculated on the employee's full normal remuneration, including regular bonuses, productivity payments, and shift premia. Italian case law has repeatedly confirmed that occasional and non-structural payments may be excluded but regular ones must be included.

Carry-over and forfeiture

Following Italian Constitutional Court and ECJ jurisprudence, statutory leave does not automatically lapse if the employer has not actively enabled the employee to take it. Employers should issue written reminders and schedule outstanding leave before the 18-month window closes.

Frequently asked questions

How many holiday days do employees get in Italy?

The statutory minimum is four weeks per year. Most Italian CCNLs grant 26–28 working days depending on the sector and seniority.

Can I be paid in lieu of holiday in Italy?

No, not for the four-week statutory minimum during employment. Cash payment in lieu is only allowed on termination. CCNL-additional days may have different rules.

How long can I carry over Italian holiday?

At least two weeks must be taken in the year of accrual. The remaining two weeks may be carried for up to 18 months after the year-end.

Sources

This page is provided for general guidance and does not constitute legal advice. Always check the cited primary source for current law before making employment decisions.