Hiring foreign workers in Italy: Employer guide to visa and permit rules

Hiring foreign employees in Italy can unlock vital skills and fresh perspectives—but handling immigration rules and labour laws can be challenging if you’re not familiar with the local landscape. Whether you’re hiring remote developers from Berlin or relocating top talent from India, it’s crucial to understand your obligations as an employer.

In this guide, we’ll walk you through the visa and permit requirements for hiring both EU and non-EU citizens, explain the role of Italy’s annual immigration quotas, and show how an Italian Employer of Record (EOR) can help you stay compliant—without setting up a local entity.

Hiring EU citizens in Italy: simplified process

If you’re looking to hire talent from the EU, EEA, or Switzerland, the process is relatively straightforward.

EU/EEA/Swiss citizens’ right to work in Italy

Thanks to the EU’s principle of free movement, nationals of the European Economic Area (EEA) and Switzerland have the right to live and work in Italy without needing a visa or work permit.

No visa required: freedom of movement and employment

Employers do not need to sponsor EU workers. Instead, the focus shifts to onboarding and local compliance.

Employer’s obligation to register employees locally

Even though no permit is needed, employers must:

• Register the employment contract with the Italian labour office (Centro per l’Impiego).
• Ensure the employee registers for residency within 90 days of arrival.
• Provide access to Italy’s social security and health systems via enrolment with INPS (pension) and INAIL (workplace injury insurance).

Hiring non-EU citizens: permits and procedures

Hiring non-EU talent in Italy involves several legal steps, including securing a work permit and visa before the employee can enter and start work.

Overview of the work permit and visa application process

1. Employer sponsorship: The process begins with the employer applying for a nulla osta (work authorisation).
2. Visa issuance: Once approved, the employee applies for a visa at the Italian consulate in their home country.
3. Entry and residence permit: Upon arrival in Italy, the employee must request a residence permit (permesso di soggiorno) within eight days.

Employer sponsorship and legal requirements

To sponsor a non-EU national, you must:

• Have a legitimate business presence in Italy (or partner with an EOR).
• Ensure the job offer meets salary and qualification thresholds.
• Submit the application through Italy’s immigration portal (Sportello Unico per l’Immigrazione).

The Decreto Flussi (immigration quota decree) and annual limits

Italy’s Decreto Flussi sets annual quotas on how many non-EU workers can be admitted for employment. These quotas vary by year and are often released early in the calendar year. Applications are approved on a first-come, first-served basis—so timing is everything.

Some categories of workers (e.g., highly skilled professionals, intra-company transferees) may be exempt from quotas.

Types of work permits available for non-EU professionals

Some common permit types include:

• Standard work permit (subordinate employment)
• EU Blue Card (for highly skilled professionals)
• Intra-company transfer permit (for staff moved within international companies)
• Self-employment permits (more limited and require additional documentation)

Estimated processing time and documentation needed

The entire process—from submitting the nulla osta to receiving a residence permit—can take 2 to 4 months, depending on the region and case complexity.

You’ll typically need:

• Valid passport copies
• Employment contract
• Proof of accommodation in Italy
• Educational and professional qualifications (translated and legalised)

Employer responsibilities when hiring foreign workers

Hiring foreign nationals in Italy—whether from within the EU or beyond—comes with a range of compliance obligations.

Employment contract and legal obligations

All employees must receive a written employment contract aligned with Italian labour laws, including:

• Salary and benefits
• Probationary period
• Working hours and leave entitlements
• Termination procedures

Registration with immigration and labour authorities

Non-EU workers must be registered with:

• Sportello Unico per l’Immigrazione (Immigration Office)
• Questura (Police Headquarters) for their residence permit

EU workers must be registered with the local municipality for residency.

Social security enrolment and payroll taxes (INPS, INAIL)

All employees—regardless of nationality—must be enrolled in Italy’s national systems:

• INPS for pensions and unemployment insurance
• INAIL for workplace injury coverage

Employers are also responsible for withholding income taxes and social contributions.

How an Employer of Record (EOR) simplifies foreign hiring in Italy

If you don’t have a registered legal entity in Italy, hiring foreign staff directly is off the table—but working with an EOR gives you a compliant solution.

What an EOR is and how it operates

An Employer of Record in Italy acts as the legal employer for your foreign hires, managing all HR, legal, and payroll responsibilities on your behalf. You manage the day-to-day work; the EOR handles everything else.

How an EOR can employ both EU and non-EU workers on behalf of foreign businesses

An EOR already meets the legal requirements to sponsor work permits and register employment contracts. This means:

• You can access EU and non-EU talent quickly.
• Your workers are legally employed under Italian law.
• You avoid the complexity of entity setup and local bureaucracy.

Handling sponsorship, contracts, compliance, and payroll without a local legal entity

Your EOR partner will:

• Sponsor work permits and guide visa applications
• Issue compliant employment contracts
• Onboard your workers legally and efficiently
• Manage payroll, benefits, and tax filings

Benefits of using an EOR for faster onboarding and reduced admin burden

• Accelerated hiring timelines (especially for quota-bound permits)
• Avoidance of legal pitfalls and fines
• Lower operational costs vs. establishing a subsidiary
• Flexible market entry while testing Italian expansion

Best practices for compliant foreign hiring in Italy

Follow these best practices to build a globally diverse team while staying compliant:

• Plan ahead: Start early to account for immigration timelines, especially under the Decreto Flussi.
• Check quotas: For non-EU hires, verify whether quotas are open or closed.
• Use trusted partners: Work with legal experts or an Employer of Record in Italy to manage sponsorship and registration.
• Avoid misclassification: Ensure all workers are properly employed—not contractors or “freelancers” if they meet employee criteria.
• Promote fair labour standards: Align with Italian employment laws on contracts, benefits, and rights.

Ready to hire foreign employees in Italy? Start with a compliant strategy

Hiring international talent in Italy is an exciting opportunity—but one that demands careful planning, legal knowledge, and administrative oversight.

Whether you’re hiring from within the EU or looking beyond European borders, it’s essential to understand your obligations and follow the correct procedures.

An Employer of Record in Italy can help you fast-track your hiring plans, stay compliant, and access top global talent—without the overhead of setting up a local entity.

Get in touch to explore how EOR solutions can support your expansion into Italy with speed, confidence, and full compliance.