Minimum Wage in Italy 2025: Updated Figures and Rules

Author

Gabriele

Italian Compliance Consultant

For any professional or business entering the Italian labour market, the first question is often straightforward. What is the minimum wage? However, the answer is not so simple because there is no minimum wage in Italy policy.

This guide will demystify the unique system of wage regulation in Italy, exploring the updated rules for 2025, the impact on your pocket, and what the future may hold.

Overview of minimum wage in Italy

In Italy, the concept of a minimum wage is not found in a single government-mandated figure. Instead of a legal decree, the country relies on a sophisticated and long-standing system of collective bargaining. This framework is central to understanding Italian salary regulations and workers’ rights.

The legal foundation for worker remuneration is embedded in Article 36 of the Italian Constitution. It guarantees workers the right to a remuneration that is not only proportionate to the quantity and quality of their work but, crucially, also “sufficient to ensure a free and dignified existence for themselves and their families.”

So, how is this constitutional right enforced without a state-mandated number? The answer lies with the National Collective Bargaining Agreements (Contratti Collettivi Nazionali del Lavoro – CCNL).

National collective bargaining agreements

These agreements are negotiated between trade unions and employer associations at a national level for specific industries. That includes metallurgy, tourism, retail, banking, and much more.

These CCNLs set the minimum wage rates and working conditions for nearly all employees within that sector. An employer who is a member of a signatory employers association is legally bound to apply the relevant CCNL to all its employees, unionised or not. This system covers a vast majority of the Italian workforce, with the National Economic and Labour Council (CNEL) estimating coverage is close to 100%.

This decentralised approach makes Italy an exception in the European context. In 2025, 22 of the 27 EU member states have a statutory minimum wage. It leaves Italy in a group of five outliers, alongside Austria, Denmark, Finland, and Sweden.

For international professionals and businesses, this means you cannot simply look up a single number. Instead, you must identify the correct collective agreement for your industry.

Minimum wage updates for 2025: Figures and rules in Italy

For 2025, the most important update is that Italy remains without a nationwide statutory Italian minimum wage 2025. Therefore, the primary source for determining the lowest legal pay in any given sector continues to be the relevant CCNL.

The 2025 landscape: No statutory change, but ongoing debates

A lively political debate on introducing a statutory minimum wage continues. As recently as 2024, a popular initiative backed by opposition parties proposed a legal minimum of €9 per hour. However, this was blocked by the majority coalition in parliament.

This means that for now, and for the foreseeable future of 2025, the collective bargaining system remains the cornerstone of minimum wage setting.

How much is the minimum wage? Understanding the figures

Without a single statutory rate, pinning down one figure is impossible. However, the wages established in CCNLs typically result in an average hourly rate of between €7 and €9. It is critical to understand that this is an average estimate.

In practice, actual minimums can be higher or lower depending on:

• The specific industry.
• Worker’s qualification level.
• Their professional classification within the agreement

Key legislative changes in 2025

While the minimum wage setting mechanism is unchanged, other significant labour law reforms came into effect in January 2025 via the “Collegato Lavoro.” These changes impact the broader employment landscape:

• Fixed-term contracts: New rules now explicitly cap the probationary period for fixed-term contracts. For contracts lasting up to six months, the probation period cannot exceed 15 days. Meanwhile, for contracts between six and twelve months, the maximum is 30 days.
• Staff leasing (Temporary Agency Work): The provision that allowed user companies to engage the same temporary agency worker for over 24 months has been eliminated. This tightened regulations around long-term temporary work.
• Remote work: A mandatory five-day notice period is now required for communications related to the start, modification, or termination of a remote working arrangement. It adds more formality to flexible work setups.

Impact on workers and employers in Italy

Italy’s unique wage-setting system creates a distinct set of advantages and challenges for both employees and the businesses that hire them.

For workers and employees

• Estimated hourly & monthly earnings: Collective agreements result in an average minimum wage of €7–9 per hour. This translates to an estimated monthly minimum of roughly €1,150. Also, there’s a median national salary of around €2,500 per month, providing further context for earnings.
• Regional wage disparities: Significant pay gaps exist between Italy’s wealthy North and less-developed South. For example, the average net income in Lombardy (€45,931) is far higher than in Campania (€26,603). This reflects deeper regional economic divides that directly impact worker livelihoods.
• Legal recourse for underpayment: If paid below their CBA minimum, workers can dispute this with their employer, a trade union, or a public labour office. Successful claims via labour courts can result in the employer being ordered to pay the owed wages, plus potential fines and legal costs.
• Stagnant wages & living costs: A major challenge is wage stagnation. Reports indicate Italian salaries have been stagnant for about 30 years. This erodes purchasing power and contributes to difficulties affording energy bills and other essential living costs.
• Specifics for apprentices & interns: Apprenticeship wages are set by CBAs, often at lower levels with contribution benefits for employers. Extracurricular interns receive a mandatory monthly allowance. It’s set regionally from €300–€800 gross, while curricular interns may not be paid.

For employers and businesses

For international companies hiring in Italy, the system presents a key compliance hurdle. You cannot simply pay a minimum wage and assume you are compliant. The obligation is to correctly identify and apply the CCNL relevant to your business activity.

Key compliance steps for employers include:

• Identify the correct CCNL: Determine which national collective agreement covers your industry.
• Apply the minimum wage: Ensure all employees gross salaries meet or exceed the minimum level set for their specific role and classification within the CCNL.
• Adhere to broader terms: Comply with all other terms of the agreement, including working hours, overtime premiums, and leave entitlements.
• Formalise the contract: The CCNL forms an integral part of the employment contract. Your written contract should reference the applicable CCNL.

A lack of compliance can lead to disputes, labour court cases, and penalties. In cases of wage disputes, Italian courts often use the wage levels from the most representative sectoral agreement as a benchmark for a dignified wage.

Regional differences and exceptions in Italy

The complexity does not end with sectoral variations. Significant geographical economic disparities across Italy also profoundly influence actual earnings.

The North-South divide

Italy is famously characterised by a sharp economic divide between the more industrialised North and the less developed South. This divide is reflected in wages and incomes. In fact, the average net annual household income in the wealthy Northeast is around €41,224, while in the South, it drops to approximately €29,451.

This means that while the CCNL may set a national minimum for a job title, the concentration of higher-paying industries and companies is in the North. It leads to higher actual average incomes compared to southern regions like Basilicata.

Specific worker categories

The system also has specific rules for different types of contracts:

• Apprentices: Apprenticeship contracts have special rules, often allowing for a lower wage than the standard CCNL minimum. That’s because the focus is on training and integration into the workforce.
• Interns: For extracurricular internships, a mandatory minimum allowance is set by regional laws. It typically ranges from €300 to €800 gross per month.
• Expatriates: International workers are subject to the same CCNLs and Italian salary regulations as local employees. There is no separate minimum wage system for expatriates.

Future trends in Italy’s minimum wage policy

The debate around introducing a statutory minimum wage in Italy is far from over. It’s likely to be a defining feature of the country’s political and economic discourse in the coming years.

The push for a statutory minimum

The primary driver for change is the need to protect all workers, especially those in sectors with weak collective bargaining power. Proponents argue that a legal floor, such as the proposed €9 per hour, would combat poverty wages. It will also ensure the constitutional right to a dignified existence is universally upheld.

This is supported by Eurostat data showing that in Italy, 5.7 million employees earn less than €850 net per month.

EU influence and economic factors

Pressure is also coming from the European level. The European Environment Agency’s 2025 report directly linked Italy’s social challenges to its wage stagnation. It noted that low and stagnant salaries contribute to issues like energy poverty for Italian families.

Furthermore, the ongoing implementation of the EU’s Directive on adequate minimum wages continues to spotlight countries like Italy that rely on collective bargaining. Hence, it’s pushing them to ensure their systems are truly effective in providing broad coverage and adequate wages.

For any business or professional in Italy, staying informed on this evolving debate will help with long-term planning and compliance.

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Frequently asked questions

Is there a difference between minimum wage and a living wage in Italy?

Yes, there is a crucial distinction. The minimum wage from a CCNL is a legally binding baseline for a sector. The living wage in Italy is an estimate of the income needed to cover basic living costs, which varies by region.

In some cases, the sectoral minimum wage may fall short of what is considered a living wage, especially in more expensive cities.

What is the average salary in Italy?

The average salary in Italy provides more context for earnings. Figures vary by source, with Eurostat reporting an average gross annual salary of around €32,750, while other sources suggest figures closer to €43,900.

Note that there are significant disparities by region and sector. You’ll find higher averages in the north and in fields like healthcare, engineering, and law.

What should I do if my employer is not paying the agreed minimum?

If you believe your wage is below the minimum set by your sector’s collective agreement, you should first raise the issue with your employer. If unresolved, you should contact a trade union representative or your local public labour office.

The final recourse is to take the case to a labour court, which can order your employer to pay the correct wage and potentially cover legal costs.

Author

Gabriele

Italian Compliance Consultant

As a seasoned compliance consultant with a focus on Italian employment law, he offers his expertise to businesses looking to expand their operations in Italy. With over a decade of experience and a deep understanding of the local regulations, he provides assessment to ensure a smooth transition and compliance with Italian labour laws. When he's not delving into legal matters, you might find him enjoying a leisurely stroll along the Arno River or indulging in a delicious Florentine steak.