Checklist confirming the UNILAV notice was filed with the Centro per l'Impiego BEFORE the employee's first day (no later than 24:00 of the day preceding the start) — the single most heavily sanctioned omission in Italian HoReCa: undeclared work ("lavoro nero") triggers a maxisanzione of €1,950-15,600 per worker and possible suspension of the business.
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MANDATORY HIRING NOTICE CHECKLIST (COMUNICAZIONE OBBLIGATORIA — UNILAV)
Employer: Employer name Employee: Employee name (codice fiscale Employee codice fiscale)
1. ⚠️ DEADLINE — BEFORE THE FIRST DAY 1.1. The Comunicazione Obbligatoria (UNILAV) must reach the Centro per l'Impiego / regional COB portal NO LATER THAN 24:00 of the calendar day preceding the day the Employee actually starts work. There is no grace period. 1.2. Planned start date: Planned start date. Notice must therefore be filed by 24:00 on the day before.
2. CONTRACT DETAILS DECLARED IN THE NOTICE 2.1. Type of contract (tipologia contrattuale): Type of contract (tipologia contrattuale) 2.2. Applicable CCNL and livello: Applicable CCNL and livello 2.3. Weekly working hours: Weekly working hours
3. FILING 3.1. Channel used: Filing channel 3.2. Date/time the notice was actually sent: Date/time notice was sent 3.3. Confirmation/protocol number received: Confirmation/protocol number 3.4. ⚠️ Keep the filing receipt — it is the primary evidence checked by the Ispettorato Territoriale del Lavoro (ITL) during an inspection.
4. ⚠️ SANCTIONS FOR "LAVORO NERO" 4.1. An employee found working without a prior UNILAV notice is treated as "lavoro nero" (undeclared work): maxisanzione of €1,950-15,600 per worker, plus possible administrative suspension of the business activity. 4.2. Any later change or termination of the relationship must ALSO be notified via UNILAV, within 5 days.
5. RESPONSIBILITY 5.1. Checklist completed by: Person who filed the notice 5.2. Notes: Notes
— — — ⚠️ This is a boilerplate template, not legal advice. Italian employment, food-safety, privacy and consumer-protection law (the applicable CCNL — e.g. CCNL Turismo-Pubblici Esercizi/Ristorazione e Turismo, FIPE-Confcommercio, renewed 05.06.2024, in force until 31.12.2027 — the Statuto dei Lavoratori L. 300/1970, D.lgs 81/2015, the "Decreto Trasparenza" D.lgs 104/2022 as softened by DL 48/2023, D.lgs 81/2008, Regulation (EC) No 852/2004, Regulation (EU) No 1169/2011, the GDPR/Codice Privacy D.lgs 196/2003, the TULPS R.D. 773/1931 and the Codice del Consumo D.lgs 206/2005) is highly procedural, tied to fixed statutory calendars (comunicazione preventiva before every call-up, contestazione disciplinare timing, UNILAV deadlines, Alloggiati Web transmission windows) and changes frequently, with CCNL pay tables and sanction thresholds re-indexed periodically, and with some institutions (e.g. affitto di poltrona/cabina) still governed only by circolari and regional/ municipal rules rather than a single national law. Have this document reviewed and adapted by an Italian employment/legal advisor (avvocato giuslavorista / consulente del lavoro) and verified against the applicable CCNL, regional rules and current thresholds before use.
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Must be no later than 24:00 of the day preceding dataInizio
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