Some call it a revolution and some consider it a first step towards a new way of conceiving work. Whatever you think, friends, the short week arrives in the Italian public sector, allowing work activity to be concentrated in four days. A turning point that is part of a broader debate on the reduction of working hours and the search for a better balance between private and professional life. Let's see together what will be new in the country's working future.
The new organization of work
The agreement signed on November 8th between theAran (Agency for the negotiation representation of public administrations) and part of the unions introduces substantial changes, reflecting the three proposed laws presented last April. A first necessary clarification: the short week It will not be automatic, but will have to be negotiated office by office. Affected employees will have to work nine hours a day plus lunch break, keeping the weekly working hours of 36 hours unchanged.
Who can access the short week
The contract applies to employees of central government agencies, including ministries, tax agencies and non-economic public bodies such as INPS e Inail. It is important to underline that local authorities, such as municipalities, are excluded from this reform. The application will take into account the specific service needs of each office, arranging the appropriate shifts to never leave the services uncovered.
Salary increases in detail
The new contract provides for differentiated increases:
- Operators: 121 euros gross per month
- Assistants: 128 euros gross per month
- Officials: 155 euros gross per month
- High professionalism: 194 euros gross per month
Added to these increases is a package of arrears of approximately one thousand euros, calculated fine on December 2024.
Not just a short week: news also on smart working and "generational exchange"
The reform introduces significant changes to agile work. For the first time:
- The constraint of a prevalent physical presence in the office is overcome;
- Il agile work will be able to exceed the hours of physical presence;
- The introduction is made right to meal vouchers also for the smart working;
- Special attention for workers with specific needs (law 104, parents with small children).
The contract also introduces an innovative “age management” system to manage the different age groups of staff:
- Senior employees will mentor younger colleagues;
- Young people will support their older colleagues in acquiring digital skills through “reverse mentoring”.
The positions of the unions
The union split over the contract reflects profoundly different positions on the evaluation of pay increases.
The signing took place in a climate of great tension. If the Cisl signed the agreement considering it a significant step forward, CGIL e Uil they chose not to sign the contract. The unions opposed they announced a general strike for November 29 and they have planned a referendum among workers to assess the consensus on their position.
The broader context
The experiment is part of a more complex national debate. In the spring, several legislative proposals were presented by the opposition to reduce working hours for the same salary. Some private companies have already undertaken similar experiments, obtaining results that appear promising, especially with regard to employee satisfaction and work-life balance. The most important example concerns Essilor Luxottica, which recently introduced a 4-day workweek for about 20.000 employees. The trend, however, reflects a deeper cultural shift in the way we think about the relationship between work time and private life.
How to access the short week
To access the new work organization, employees must first verify whether their organization is among those affected by the reform. Subsequently, it will be necessary to wait for the negotiation in their office, where the compatibility with service needs will be assessed. Those interested must carefully consider the commitment required by the new organizational methods, which provide for nine-hour workdays plus a lunch break.
Future perspectives
This reform represents a first step towards a new model of public work organization. The success of the experiment could lead to an extension of the program to other sectors of the Public Administration and to the introduction of further innovations in work organization. We foresee a future in which flexible working hours will be combined with new models of productivity evaluation, creating a more modern working environment that is attentive to the needs of employees.
The evolution of public work now seems to be oriented towards more flexible organizational models, which aim to improve both the efficiency of services and the quality of life of employees. The short week could be just the beginning of a broader and deeper transformation of the Italian public sector.
