The Challenge for Italian Micro-Enterprises – Strong support for EU Directive 2023/970, but concrete safeguards for micro-enterprises and fewer administrative burdens are needed.
Unimpresa’s Strong Yes to the European Reform
Equal pay is no longer just an ethical principle: with EU Directive 2023/970, it becomes a legal obligation aimed at strengthening pay equality between men and women for the same work or work of equal value.
During a hearing before the Italian Senate, Unimpresa’s national councilor, Marco Pepe, expressed “full support for the content and principles” of the measure, describing it as “a significant step in industrial relations” and “a cultural and organizational shift.”
The message is clear: the reform is right. But it must be implemented with balance.
The Central Issue: Collective Bargaining and “Work of Equal Value”
According to Unimpresa, Article 4 represents the core of the decree. The definition of “same work and work of equal value” – the heart of equal pay – is already largely safeguarded by the classification systems set out in national collective agreements.
For this reason, the association calls for collective bargaining to remain the central tool for implementing the reform, enhancing the role of social partners in defining wage components.
This is not just about new rules, but about an evolution in corporate mindset.
Micro-Enterprises Under Pressure: Figures and Risks
Italy’s productive system is largely made up of micro and small enterprises. Companies with fewer than 10 employees number over 4 million, account for about 43% of total employment, and generate an average annual turnover of around €2 million.
In these businesses, human capital is the main asset. Poor management of the collection and disclosure of pay data – as provided for in Article 7 – could affect direct relationships between employers and employees, with potentially negative consequences for productivity and job stability.
Unimpresa therefore calls for the implementing decrees to clearly define how such information should be protected.
Less Red Tape for Companies with Fewer Than 50 Employees
Appreciation was expressed for Article 6, paragraph 3, which makes it optional for companies with fewer than 50 employees to provide criteria for economic progression.
This choice is consistent with the need to reduce administrative burdens on micro-enterprises, preventing the goal of pay equality from turning into a disproportionate strain.
Furthermore, Unimpresa proposes that companies without an intranet network should be allowed to fulfill information obligations through alternative confidential communication methods.
The Risk of Litigation and the Role of Trade Union Representatives
Another sensitive point concerns Article 11. The association warns of a possible increase in litigation.
While the National Labour Inspectorate and equality bodies operate in a neutral position, company-level trade union representatives have a direct relationship with employees. For this reason, it has been proposed that RSU or RSA representatives be involved at a later stage, upon request by the competent authority.
The aim is to avoid unnecessary conflicts and ensure balance.
Monitoring and Social Dialogue
Finally, a positive assessment was expressed regarding the establishment of the monitoring body provided for in Article 14. The hope is that all social stakeholders will be able to participate, fostering dialogue and shared responsibility.
Equal pay is a cultural challenge before it is a regulatory one. But to work effectively, it must take into account the real structure of the Italian economy.La parità salariale è una sfida culturale prima ancora che normativa. Ma per funzionare deve tenere conto della struttura reale dell’economia italiana.
This post is also available in: Italiano (Italian)