Employment Advisory

Precision in administration. Clarity in decisions.

Ongoing support for employment relationships, personnel administration and compliance under the Italian employment framework. Advice also covers hiring and cost, grading, pay and MBO plans, role changes, contractual changes and exits, connecting legal and administrative considerations with their organisational and management implications.

Employment relationships need attention in everyday management. Many sensitive choices take shape before a difficulty emerges, as a role, a pay arrangement or a new organisational structure is being defined.

Request a first conversation What we work on

Continuing support for employment management

An ongoing relationship makes it possible to understand the business, follow unresolved matters and provide a consistent point of contact for management, HR and administration. Everyday work and less routine situations are considered together, with attention to deadlines and decisions still taking shape.

Support works alongside internal HR contacts and can help growing businesses that do not yet have a structured HR function. Where needed, work is coordinated with payroll providers, lawyers or other professionals, with clear boundaries between their responsibilities. Activities, responsibilities and working arrangements are agreed according to the business’s needs and the applicable professional remit.

Decisions that benefit from early advice

Hiring, role changes and pay decisions call for a view of rules, cost and organisational impact before implementation. These are some of the areas where a conversation is especially useful, within support that also covers ongoing employment management.

Hiring and employment cost

For offers that reflect the real employment cost, grading, fixed and variable pay, benefits and the implications of the applicable CCNL.

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Roles, duties and grading

For role changes, promotions and broader responsibilities, aligning actual work, grade, pay and individual documentation.

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Pay, MBO and incentive schemes

For allowances, bonuses and MBO plans with clear vesting criteria, aligned with role, results and responsibility.

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Employment management and compliance

For contractual changes, resignations and exits, clauses, personnel administration and HR Operations, with the scope of each review shaped around the case.

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When a conversation is useful before deciding

You are hiring a senior professional and need to understand cost and offer structure.
Someone is taking on broader responsibilities and the transition needs formalising.
You want to introduce an MBO with clear objectives and vesting criteria.
A function is being reorganised and the employment implications need assessing.
Personnel administration has grown in a fragmented way.
An issue keeps moving between HR, administration, management and advisers without a clear owner.

Areas of advice

From recurring administration to the most sensitive decisions about people. The activities included are defined in the proposal according to the company’s requirements.

Payroll and personnel administration

Preparation and checking of payslips and year-end documentation: the recurring administration of your people, handled reliably and transparently, month after month.

Social security, tax and insurance filings

Returns and payments to INPS, INAIL and the relevant funds, together with the year-end certificates, managed on time and with complete records.

Hiring, contracts and grading

Contract type and grading suited to each role, with offer letters, individual agreements and the correct application of the national collective agreement (CCNL).

Day-to-day management of employment relationships

Working hours, absence, changes of duties and pay: the everyday administration of the employment relationship, kept accurate and up to date.

Employment cost and planning

Cost simulations, budgets and variance analysis, so that decisions on hiring, pay and headcount rest on reliable figures.

Pay, incentives and employee benefits

Pay structure, bonuses and benefits designed around company objectives and within the applicable contractual, social security and tax constraints.

Incentives and headcount-related obligations

Review of the hiring incentives and headcount-related obligations that may apply, with monitoring of the conditions needed to retain them over time.

Industrial relations and organisational change

Support in dealings with employee representatives, in company-level bargaining and in assessing the employment implications of reorganisations and business transfers.

Terminations and sensitive situations

Resignations, dismissals and disciplinary procedures handled with method and attention to cost, coordinating with the company’s lawyers where needed.

Representation before the courts is handled by the lawyers appointed by the company.

Reviews and support during inspections

A review of personnel documentation and administrative practice, and hands-on support during audits and inspections, with a clear plan of corrective action.

For roles, processes, tools and digitalisation, see Organisation & People Advisory. Organisation & People Advisory

The other pillars

Each area has a defined scope. Where a question calls for several disciplines, the work is coordinated.

Organisation & People Advisory

Organisational design, roles and responsibilities, processes and ways of working, digital tools, objectives and performance review systems.

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People & Leadership Development

Development for managers, teams and people through coaching, workshops, assessment and work connected to organisational needs.

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FAQ

Frequently asked questions

Can we choose only part of the activities?

Yes. The proposal states which activities are included and with what timings, according to the company’s requirements.

What does the handover involve?

We collect information on contracts, personnel data and existing procedures, then agree a handover plan with the company and its current advisers. The time needed depends on the starting situation: the handover cannot be instantaneous.

Who are the points of contact during the engagement?

The engagement sets out the contacts on both sides for data, deadlines and decisions, so that every hand-off has a clear recipient.

Which companies is it designed for?

Companies looking for dependable handling of statutory obligations and, at the same time, someone to think through decisions about their people and how those decisions are applied internally.

Contact

Let’s talk about what your business needs.

Tell us about the issue your business is facing. In our first conversation we discuss what work might be useful.