ITA 
The criminal significance of the conduct is irrelevant for the purposes of just cause for dismissal.
Published on: Il Sole24Ore – Nt Lavoro – 02/04/2025
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For mitigated reinstatement, the analogous extension of the provisions of the National Collective Labour Agreements is legitimate.
Pubblicato su: Il Sole24Ore – Nt Lavoro – 05/11/2024
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Dismissed for being late after a long series of previous incidents
Pubblicato su: Il Sole24Ore – Nt Lavoro – 21/10/2024
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Employee dismissed for working at spouse's shop during sick leave
Pubblicato su: Il Sole24Ore – Nt Lavoro – 02/02/2024
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Lawful dismissal of employee who works elsewhere while on sick leave
Pubblicato su: Il Sole24Ore – Nt Lavoro – 31/01/2024
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Dismissal of the employee who reports the employer in bad faith
«Reporting the employer is lawful as long as the employee does not act being aware of the employer’s innocence».
Applying ordinary illness protected period to a disabled employee constitutes indirect discrimination.
Pubblicato su: Il Sole24Ore – NT Lavoro – 11/04/2023
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Change in the service agreements, employee direct transition to the subrecipient and dismissal appeal
Court of Cassation, Labour section, judgment no. 3564 of 6 February 2023. With its judgment no. 3564 of 6 February 2023, the Court of Cassation came back to judge on the “Chane in the service agreements” with direct employee transition to the subrecipient and dismissal appeal theme.
The suspension of the obligation to hire disabled workers does not allow to dismiss them
Published on Sole24Ore – NT Lavoro – on 06/12/2022 While the suspension of hiring obligations allows the employer not to hire workers in order to maintain or supplement the mandatory quota provided by law, it does not legitimise the dismissal of disabled workers.
Thus, the Court of Cassation with its judgment no. 35035/2022.
Unique center of interests: the collective dismissal must involve all the employees
Published on Sole24Ore – NT Lavoro – on 10/11/2022. Where there is in fact a single employer between several companies, the collective dismissal procedure must involve all the employees of the single company complex resulting from that integration, event in the absence of proof of the mixed usage of the activities of the employees dismissed.