What kinds of incentive plan are most commonly offered in Italy? Who are they offered to? Are there any limits on who can participate in an incentive plan and the extent to which they can participate? Are there any corporate governance guidelines that apply to the operation of incentive plans?

Many questions are being asked by HR managers of companies belonging to multinational groups. When it comes to the implementation of Group policies, there is not just the problem of a possible conflict with local statutory provisions. It is also important to evaluate the impact that any other practice or regulation may have on the employee incentive plans planned at group level.

The Legal 500, a brand of the publishing house Legalease specialising in legal market information, creates useful links between in-house lawyers and external consultants, HR managers and labour lawyers.

This is why The Legal 500 guides are prepared by leading law firms in each country: they provide operators with an overview of the laws and regulations in the major jurisdictions, divided by areas of practice.

The FAQs set up by The Legal 500 have been answered by Luca Daffra and Franco Tofacchi, both Senior Partners of our firm specialising in Employment Law. The answers are all included in the Italian Chapter of the Guide. Thanks to their experience, the two labour lawyers not only clarify the points submitted to them, which are common to all the countries involved. They also introduce topics not included in the grid, which no employing company can ignore when making business in Italy.

Our lawyers, in fact, are experts in those incentive plans which are usually offered to executives in Italy. However, they frequently assist company clients with employee perks and benefits planning and implementation. These incentive plans are widespread in our country and can be offered to all company associates, from managers to blue collars.

The trend to use this form of incentive has also been supported by Italian legislator, by specific provisions to incentivise the use of the so-called “corporate welfare” to support employees.