Expanding your team in Italy: understanding work visas and immigration compliance

Italy’s skilled labour pool, strategic EU location, and vibrant economy make it a top destination for international businesses looking to expand. Whether you’re hiring local Italian talent or bringing in professionals from abroad, understanding Italy’s work visa and immigration framework is essential to ensuring compliant, risk-free hiring.

For employers without a legal entity in Italy, the challenge isn’t just about selecting the right visa; it’s about managing a web of obligations around work sponsorship, taxation, contracts, and social contributions. Failing to meet these requirements can lead to costly delays, administrative penalties, or even visa cancellations.

This guide is written for HR teams, legal departments, and business leaders at companies hiring foreign talent in Italy. It covers what companies must do, not what employees must do, to stay compliant with Italian immigration and labour law. We’ll also explore how an Italian Employer of Record (EOR) can help foreign companies hire and sponsor employees in Italy without setting up a local entity.

If you’re a foreign worker looking to move to Italy, read our complete expat guide to work permits and visas in Italy.

5 types of work visas available for employers hiring in Italy

Italy offers a range of work visa options for companies seeking to hire foreign talent. The specific route depends on the candidate’s nationality, the nature of the role, and the structure of the employer’s organisation.

The process is far more regulated and complex for non-EU nationals than for EU citizens, requiring pre-authorisation, quota availability, and formal sponsorship by the employer.

Hiring EU vs. non-EU workers

Suppose your prospective hire is a citizen of the EU or EFTA (European Free Trade Association), which includes countries like Norway, Iceland, and Liechtenstein.

In that case, they do not require a visa to work in Italy. EU/EFTA nationals have the right to live and work freely in Italy under freedom of movement laws. However, if they plan to stay more than 90 days, they must still register their residence locally with the municipality (Comune) and obtain a Codice Fiscale (Italian tax code).

In contrast, hiring non-EU nationals involves formal immigration procedures and government oversight. Employers must follow the requirements laid out in the Decreto Flussi (annual immigration quota decree), or qualify for a specialised visa category that operates outside of the quota system. These processes require companies to act as official sponsors, submit employment contracts in advance, and ensure full compliance with Italian immigration and labour laws.

Common visa categories for companies hiring in Italy

EU Blue Card (Carta Blu UE)

The EU Blue Card is designed to attract highly skilled professionals from non-EU countries. This visa is beneficial for employers who need to fill roles in technology, engineering, finance, or other sectors with talent shortages.

To qualify, the candidate must:

• Hold a university degree or equivalent qualification.
• Have a valid employment contract or job offer from an Italian company.
• Be offered a salary that is at least 1.5 times the national average gross income.

The EU Blue Card is not subject to the Decreto Flussi quota and offers a faster and more streamlined process. It often includes access to family reunification rights and long-term residence pathways. For employers, it’s a flexible route that allows for quicker onboarding and more predictable timelines.

Intra-Company Transfer (ICT) Visa

The ICT visa is available to multinational companies transferring staff from non-EU offices to Italian branches or subsidiaries. This is particularly relevant for global businesses looking to move managerial, specialist, or trainee staff between countries.

Eligibility requirements include:

• Proof of existing employment with the company abroad.
• A formal transfer assignment to the Italian office.
• A valid employment contract and proof of accommodation in Italy.

The ICT visa typically allows for stays of up to three years for managers and specialists, and up to one year for trainees. Employers must ensure that their Italian entity is fully compliant and capable of supporting the worker’s integration under Italian employment standards.

Seasonal Worker Visa

Seasonal worker visas are issued for specific sectors such as agriculture and tourism, where demand for temporary labour is high during peak seasons. These visas are managed under the Decreto Flussi and are subject to strict quotas that are revised annually.

Key characteristics:

• Valid for up to 9 months.
• Only applicable to pre-approved seasonal job types.
• Requires a fixed-term employment contract submitted by the sponsoring employer.

Employers in these sectors must act quickly when quotas open, as applications are typically processed on a first-come, first-served basis. The process also requires coordination with local labour authorities to ensure fair working conditions.

Self-employment and Startup Visa

Although not typically used for company-sponsored hires, the self-employment and startup visa schemes are available to non-EU professionals who wish to launch their own business or work independently in Italy.

Startup visas are aimed at innovative entrepreneurs supported by a certified Italian incubator or investor. While companies can’t directly sponsor employees under this route, some use this visa type as an interim solution for freelancers or founders looking to establish presence in Italy.

However, it’s important to note that these visas are highly selective and require detailed business plans and financial backing.

Digital Nomad Visa (under development)

Italy has approved the concept of a digital nomad visa for non-EU nationals who wish to work remotely while residing in Italy. This new visa category is particularly relevant for remote-first companies looking to enable location flexibility for their global workforce.

Although the legal framework has been approved, implementation guidelines are still pending, and the visa is not yet available for application. Once launched, it’s expected to have income thresholds, health insurance requirements, and employer verification processes. Employers should monitor developments closely if they have globally distributed teams interested in working from Italy.

Choosing the right visa for your company’s needs

For employers, selecting the correct visa route depends on several factors:

• Is the candidate EU or non-EU?
• Will the employee work on-site in Italy or remotely?
• Is there an Italian entity to act as the sponsor?
• Is the position considered highly skilled?
• Does the role fall under quota restrictions?

Misjudging any of these criteria can lead to visa rejections, delays, or compliance risks. That’s why many international companies choose to partner with a local Employer of Record who can manage the visa process, handle employment registration, and ensure legal compliance from start to finish.

Sponsorship responsibilities and legal obligations for employers

Hiring a foreign national isn’t just about offering a job. If you’re sponsoring a work visa in Italy, your company becomes responsible for meeting several legal and regulatory conditions.

To hire a non-EU employee, the employer must:

• Provide a formal employment contract in advance.
• Submit a request for work authorisation (nulla osta al lavoro) to the Sportello Unico per l’Immigrazione.
• Ensure the job role fits within the relevant immigration quota (Decreto Flussi), unless exempt (e.g. Blue Card holders or ICT transferees).
• Verify the employee has suitable qualifications and experience.

Once work authorisation is granted, the employee can apply for the visa at their local Italian consulate.

Compliance obligations: immigration and labour law

Hiring foreign staff in Italy means taking on full responsibility for compliance with both immigration and labour laws. Employers must register employees with Italy’s social security institutions, INPS, which covers pensions, unemployment, sick leave, and maternity benefits, and INAIL, which handles workplace injury insurance. These contributions are mandatory and must be calculated and paid accurately.

In addition, employers must manage tax withholding and employee registration through the Agenzia delle Entrate, ensuring income tax (IRPEF) is deducted at source, payslips are issued correctly, and all income and contributions are properly reported to the authorities.

Employment contracts must align with Italy’s national labour regulations and, in many sectors, comply with the relevant Collective Bargaining Agreements (CCNLs). This includes meeting minimum salary requirements, providing appropriate paid holiday entitlements, defining probation and notice periods, and ensuring all employment practices align with GDPR and data protection laws.

Common employer risks and penalties for non-compliance

Errors in sponsorship or immigration compliance can expose employers to serious financial, legal, and operational risks, particularly when hiring non-EU nationals in Italy. One of the most common and costly mistakes is the misclassification of foreign workers.

For instance, hiring someone as a “freelancer” or consultant to avoid the complexities of visa sponsorship may seem convenient. Still, suppose the working relationship reflects that of a formal employee, such as fixed hours, direction, and ongoing integration into the business. In that case, the Italian authorities may reclassify the worker as an employee. This reclassification can result in significant back payments of taxes, social security contributions, and employment benefits, dating back to the start of the engagement.

Another frequent issue arises during the visa application process, where incomplete, inconsistent, or improperly translated documents can lead to delays or outright rejection of the work permit. This disrupts hiring timelines and damages the company’s reputation with immigration authorities, making future applications more difficult.

Administrative compliance failures can trigger formal inspections, such as neglecting to register a new hire with INPS (Italy’s social security agency) or incorrectly calculating and reporting income tax. These may lead to penalties of up to €50,000, plus interest on unpaid contributions, especially if the errors are viewed as deliberate or negligent.

Finally, employers should be aware that work permits can be revoked if the employment contract is not honoured as submitted during the application process, or if the foreign employee is assigned to a role or location different from the one initially approved. This can result in losing the employee’s legal status in Italy and potential legal liability for the sponsoring company.

In short, even minor compliance oversights can escalate into serious regulatory consequences, so employers must approach international hiring with caution, accuracy, and up-to-date legal guidance.

Work visa processing timelines and challenges

Understanding the typical timelines for obtaining a work visa in Italy is essential for effective workforce planning. While some permits are processed relatively quickly, others can be delayed due to bureaucratic inefficiencies, regional differences, or incomplete documentation.

How long does it take?

• EU Blue Card: 30–60 days, depending on application quality and regional offices.
• Decreto Flussi visas: Up to 3–6 months, as they are quota-based and highly competitive.
• Intra-company transfers: Typically processed faster, especially for multinational firms.

Bottlenecks to anticipate

• Regional differences in processing speed .
• Backlogs during application windows (e.g. opening of Decreto Flussi).
• Missing or mistranslated documents can delay nulla osta approval.

How to avoid delays

• Use certified legal translators for required documents.
• Submit a complete application with pre-screened employee credentials.
• Monitor application progress with the Sportello Unico regularly.

Recent updates in Italian immigration policy

In recent years, Italy has introduced reforms to attract skilled foreign workers and simplify some bureaucratic hurdles.

• Quota increases under Decreto Flussi: More permits are available for seasonal and skilled workers.
• Fast-track for highly skilled migrants under the EU Blue Card program.
• Post-Brexit adjustments: UK nationals now fall under third-country national rules and require full visa sponsorship.

A proposed Digital Nomad Visa has also been approved in principle and may offer future flexibility for remote-first teams, though it’s not yet operational.

How an Employer of Record can support legal hiring without a local entity

An Employer of Record (EOR) is a third-party provider that acts as the legal employer on your behalf in Italy. While you manage the day-to-day responsibilities and direction of the employee, the EOR takes care of legal employment, payroll, and visa sponsorship.

Benefits of using an EOR for work permit compliance

• No need to set up an Italian subsidiary
• The EOR sponsors work permits for eligible foreign employees
• Handles INPS registration, employment contracts, tax withholding, and reporting
• Ensures compliance with CCNL requirements, visa rules, and onboarding obligations

For example, a US tech company wanted to hire a full-time developer from India to work remotely from Milan. Without a local entity in Italy, they partnered with a local EOR. The EOR handled the EU Blue Card sponsorship, registered the worker with INPS, managed payroll and taxes, and ensured the employment contract aligned with Italian law. The hire was made in under two months, without the company ever having to open an Italian branch.

Hire in Italy with ease

Hiring foreign talent in Italy is a strategic advantage, but it comes with legal complexity. Employers must understand the types of work visas available and manage responsibilities related to sponsorship, contracts, payroll, social security, and tax compliance.

Timelines can be long, and the margin for error is small, especially if your company lacks a local entity. Many international businesses rely on a trusted Employer of Record to simplify the process, reduce risk, and legally hire top talent in Italy without delay.

Need help sponsoring a work visa or expanding your team in Italy? Contact us to learn how our Employer of Record solution can help you hire legally, efficiently, and without opening an Italian entity.

This article was published in July 2024 and updated in May 2025.