This Monday isn’t like any other one. Today, starts the Agile Work Week, that, continuing the tradition that has established in the last years with the Agile Work Day, will promote, from May 22nd to May 26th, alternative (agile, precisely) ways to work, in addition to the traditional office. Employees of private businesses and public authorities that will participate in this initiative, for the whole week, will have the chance to work not only from their office, but also from home, from co-working spaces or other alternative locations. The goal of this initiative is to promote a better work-life balance for workers, reducing the stress related to the commuting needed to reach the workplaces, with positive effects on traffic and quality of the air in our cities as well.
The “agile work” (also known as “smart working”) can represent a great opportunity for the working (and, therefore, social) inclusion of people with disability, who often find it tricky to conciliate work efforts with therapies or need to rest. Recently, the Italian Parliament approved the self-employment law, including important news also about this kind of work, suitable for both office workers and managers. Technological progress and widespread use, in business contexts, of web platforms (also available in mobile and cloud mode) has made widely outdated the old model of work to be necessarily carried out from a shared office: indeed, you just need an Internet connection to be able to work and talk to your colleagues all over the world in a few seconds, as if they were sitting at the desk near you.
agile work: what does the law say?
In accordance with the new rules, a written agreement between the employee and the employer is sufficient to establish that the first one will offer his services through the agile work, both on a temporary or permanent basis. In case of permanent agreement, in order to backpedal from the agile work mode, the employer must give the employee at least 30 days of notice, that peak up to 90 days if the termination of this particular agreement is referred to a disabled employee. Both parts can backpedal from the smart working mode through notice. In case of justified reason, it’s possible to terminate the permanent agreement without any notice and before the end date in case of temporary agreement. And all without any unequal treatment compared to the colleagues working from the office and with the “right to disconnect”, that is breaks and working timetables not exceeding the limits fixed by law.
There are some points that need to be better defined, yet. Anyway, this news represents an important step forward to more up-to-date working modes and, overall, more fitting with the needs of all kind of workers.