Direct answers. If your case is specific, send it to us and we answer that instead.
It employs the person in Italy on your behalf. We hold the Italian contract and run payroll. You decide the work.
No. Avoiding that is the purpose of the service.
You: tasks, priorities, tools, one-to-ones, reviews.
EU and EEA citizens, including Swedes, Danes, Finns, Norwegians and Icelanders, can usually start a few days after signing. Non-EU hires take longer, depending on the permit.
Yes, typically within 30 days.
Both are normal in Italy. Fixed-term contracts have limits on length and renewals.
€250 per employee per month, plus the employment cost invoiced monthly on actuals.
Gross salary, employer contributions, 13th month (and 14th where the CCNL has it), TFR, CCNL funds, and any benefits or expenses you approve.
SEK, NOK, DKK or EUR, at the EUR reference rate of the invoice date, without spread.
Employer contributions are about 30% in Italy against 31.42% in Sweden; Italy adds the 13th month and the TFR. See Italy vs Sweden and the calculator.
Yes: one month's estimated employment cost, refundable, plus the first month paid in advance. Every following month is paid in advance and adjusted to actuals.
€2,500 per case for the work permit and visa.
Then we can run your payroll at €55 per payslip.
In principle: a valid reason and a procedure are required. In practice the Italian procedure is more formal, and redundancy selection does not follow the Swedish turordning. Probation, up to 6 months depending on the CCNL, is when either side can end it freely.
At least 4 weeks by law, plus public holidays. Most CCNLs add paid hours off.
No. Italy has a tax-funded national health service. Where a CCNL adds a supplementary health fund, its contribution is part of the employment cost.
A yearly accrual of about 6.91% of pay, owed when employment ends. We pay it monthly into a pension fund the employee chooses.
Close. It sets pay floors, levels, hours, notice and benefits for a sector. The difference: it applies to every employee from day one.
Yes, if written, paid, and limited in time, place and scope.
Your company. Our contracts contain an IP assignment and confidentiality clause.
Yes. Italian tax treatment depends on the plan. [confirm option/RSU treatment]
Electronic meal vouchers (tax-free up to €10 a day), a company car, supplementary pension and health cover, and fringe benefits within €1,000 a year, or €2,000 for employees with dependent children.
On servers we run in the EU, processed under GDPR.
Short trips, yes. Longer periods abroad can move tax and social security to another country, so tell us before.
We transfer the employees with their seniority, and help with the setup through our partners.