“Milleproroghe” decree and right to work for people with disability

Some days ago, after the approval of the so-called “Milleproroghe” decree, a real frozen shower struck the hope of more than 70 thousand people with disability to see, finally, recognized (even though through the help of another law) a right that’s sanctioned, for everyone, by the 4th article of our Constitution: the right to work.

The Republic acknowledges the right for every citizen to work and promotes the conditions enabling this right. Every citizen must do, according to his possibilities and choice, a work or a job that contributes to the material or spiritual progress of the society

Should it be approved also by the Chamber of Deputies, the “Milleproroghe” decree would delay to January 1st 2018 the entering into force, for businesses with more than 15 employees, of the obligation to hire (whether they want or not to hire new employees) workers with disability, in order to avoid the fines established through the Jobs Act. Of course (and luckily!), the obligation to hire them in the percentage fixed for new hires would remain. But it’s clear that, a new delay of a stricter obligation would determine another obstacle to the real inclusion of disabled people in the world of work, with obvious effects on their acknowledgement as full members of the community.

There are businesses that, needing to hire new workers, aren’t influenced by their possible disability, but choose people according to their skills or background, taking advantage of them and enabling those people to fully contribute to the growth of the business itself. But these represent still rare, although very praiseworthy, exceptions, compared to many other businesses that, rather than hiring the (supposed) “dead loss” (the prejudice that the “protected categories” work less than others and are “always off work” is a die-hard), pay the fine or hire “protected categories” (no way: I really don’t like this expression…), even qualified, to make them work on low-level tasks or, as a matter of fact, impede their professional growth and career advancement.

Milleproroghe decree and work for disabled people

In these years, I’ve often been contacted by businesses or staffing companies offering a work to me as a “protected category”, without taking into account my educational and professional background (that, luckily, includes qualifications and qualified experiences). When I ask whether they have read my resume or not, their reply is always the same: “Ehm… They look for a protected category… and you are!”. That sounds, more or less, like: “I’m offering you a job and you still complain?”. The sad side of the story is that this attitude is often common also among associations and institutions that should defend the right to work (and to equal opportunities in that field too) of people with disability: “They offered to you/ You’ve a job, what else do you want? You’d better look at who isn’t as lucky as you!”

Well, such an attitude cannot be removed only through laws, for sure. As Daniele Regolo, founder of Jobmetoo has pointed out, we need to work a lot on the disability culture, spreading everywhere the message that disability is just a condition and isn’t, itself, conflicting with the ability to work, even in responsibility positions (who says a disabled worker cannot move forward in his career?). But, waiting for positive outcomes from the work carried out also in this (enormous) field, laws must guarantee this right (not a “gracious permission”). But the “Milleproroghe” decree doesn’t go in this direction.

Job interview and disability: how to deal with it

Job interviews, we know, is a very stressful experience for everyone, since it’s full of expectations, hope… and a good dose of anxiety! But, when the candidate is a disabled person, another embarrassment sums up to the interview anxiety: “How are they dealing with my disability? Will I have to talk about it? If so, how and to what extent? Do I have to bring some documents about it?” and so on. So, let’s try to clarify.

DisabilitY: to talk or not to talk about it?

If you have applied and are being interviewed for is addressed to “protected categories” (I don’t know what you think, but I hate this expression: I’m not an endangered animal!), the interviewer obviously expects to meet a disabled person, so it’s normal that he asks something about your condition, to understand if it’s compatible with the tasks required by the specific position. There’s nothing strange or detrimental in that. On the contrary, it’s the right time for you to express particular needs, if any (for instance, if you’ll regularly need some days off for medical examinations or therapies, and, if so, you’ll have to request the permits as per the 104/92 law) or ask something more specific about the daily tasks you’ll be supposed to carry out. Don’t panic: you won’t have to give up your privacy, sharing too many details about your disease or medical history! You’ll only have to briefly explain if you won’t be able to carry out some tasks or, for instance, you’ll need specific tools or adjustments to your workstation.

which documents do you have to bring to the interview?

As I wrote earlier, you don’t need to bring with you all the documents detailing our medical history (thank God!). On the contrary, it can be useful to bring with you (in addition to your resume and other professional documents, if needed, of course!):

Anything else is redundant. Because, as it happens to whoever faces a job interview, at that time, the focus won’t be on your disability or medical history, but on your skills, background and ambitions.

Are you going to face a job interview in these days? Good luck and, while preparing for it, have a look at these tips from the recruiters from Jobmetoo!



Working abroad with a disability: what you need to know

We’re aware that employment situation in Italy is tricky, for everyone but, even more so, for disabled people. Despite of policies that, since decades, have tried to promote the inclusion of disabled people in the world of work, there’s still a very high quote of people with disability who are unemployed. Brain drain is a reality, with so many qualified (mostly young) professional leaving Italy to look for job opportunities abroad. But, what do you have to do if, besides having to find a job, you’ve also a disability?

Working abroad disabled

If your new year resolutions include looking for a job abroad, the first thing you should keep in mind it that not all the countries have something similar to our “disability hiring quotas”. Countries such as France, Germany and Spain have laws similar to the Italian one, while others (including Ireland, Netherlands, United Kingdom) don’t have any “disability hiring quota”. Furthermore, there are countries (for instance, Finland) where there aren’t laws specifically aimed to the working inclusion of disabled people, because they are totally included in the society: Finland, to go on with this example, is among the countries with the highest employment rates for disabled people. In the UK (one of the favourite destinations for our “brain drainees”), since 2010 there’s a law, the Equality Act, aiming to guarantee equal opportunities for everybody (including disabled people), in every area of life, including work.

So, what has the disabled person to do when willing to look for a job abroad? First, a disabled person willing to work and, in general, leave in a foreign country, benefiting from any facilitation it would foresee for certified disabled people, must ensure to get a disability certificate compliant with that country specific laws: now, the Italian invalidity certificate isn’t enough, neither in the EU, to get hired abroad as disabled workers or benefit from allowance or other services reserved to disabled people. Then, you have to know the local law and get a disability certificate valid in that country.

But don’t panic: luckily, there are various services and associations, almost everywhere, you can ask for help and to clarify any doubt, avoiding problems. Then, if you are determined to look for a job abroad, I advise you to get as many information as you can about the specific laws in the country you’re interested in (also looking beyond work: after all, you’ll have to live there also beyond working ours, won’t you?) and, if you can, before planning the definite moving, spend some time there as a tourist to get info directly there. And don’t forget to learn well the local language or, at least English (that helps everywhere): it will boost your chances to find qualified jobs fitting with your disability!

Good luck and, should you have info about specific countries, please share them in the comments!

Final report: what it is and how to get it

The final report is one of the documents needed to enrol in the disability hiring quotas. Established through the D.P.C.M. of January 13th 2000, this certificate doesn’t include sensitive data and it’s written by the ASL Integrated Medical Commission, who reports the functional diagnosis and suggests the tasks the disabled person is able to carry out.

Final report

Private businesses hiring people with disability don’t necessarily require the final report, but it’s useful to request for it, for any eventuality. The request procedure, today, is very simple:

  1. If you already have the INPS PIN, simply access the “Servizi online” area of the website and select Servizi per il cittadino and, then, Invalidità Civile: Invio Domanda di Riconoscimento dei Requisiti sanitari.
  2. After having inserted your fiscal code and INPS PIN, you access the area where you can submit your request, easily online, clicking on Acquisizione Richiesta.
  3. In the following screenshots, you have to add your personal data and, if your invalidity has been certified already and you just want to benefit from the facilitations as per the law regarding the disability hiring quotas, select Riconoscimento and Collocamento mirato, respectively.
  4. Once you’ve finished filling the request and submitted it to the system, you’ll see its copy and receipt, both in PDF format: it’s advisable to save those documents on your PC, in case of verifications or request for further information.
  5. Logging into the INPS website, furthermore, you’ll have the possibility to check the status of your request, plus any scheduled meeting and so on.
  6. After a few weeks, you’ll receive through registered mail the convocation for the two examinations needed to receive the final report: the first is an interview with a member of the medical commission, in order to know the person, his educational and professional background, his habits and lifestyle.
  7. Information collected during the interview will be useful to the medical commission to manage the next examination, when the final report will be written down. The applicant will receive it within 4 months since the examination.

Once you get your final report, you have to give a copy to your employer (if he hasn’t requested it already) and another one to the Employment Center, that will add it to your dossier.

Different abilities and work: the disability hiring quotas

Throughout the years, many laws have been issued in order to promote the access to work for disabled people, giving them the opportunity to carry out activities suitable for their residual working capacity. The most famous and mentioned of those laws is the 68/99 law, regulating the so-called “hiring quotas”, not just for disabled people (the so-called “protected categories” don’t include just disabled people, but also orphans and widows due to war or work, refugees and victims of terrorism or criminality). The law establishes, for businesses with more than 15 employees, the obligation to hire also workers with disability (whose quotas depend on the total workforce), choosing them from the ones included in the appropriate lists. How can you have access to this (little) advantage?


  1. First, it’s essential to have a certificate attesting the invalidity and the final report, a document written by the same medical commission certifying the invalidity that aims to detail the residual working capacity of the person and the tasks he is suitable for. In order to request those documents, please refer to the INPS
  2. Then, go to the employment center of your area, bringing, in addition to the above documents, your identity card and fiscal code.
  3. You don’t need to bring certificates related to your qualifications (both educational and professional): self-certification is enough.

Once you enrolled in your province list, you’ll be contacted in case of opportunities suitable for your profile. When you get employed, your name is deleted from the list (since you’re not available anymore): should that employment relationship come to an end, you’ll have to enrol again, but it will take just a few minutes!

In the upcoming weeks, we’ll review together the private services (first of all, specialised job boards) helping the disabled people access the world of work.