{"id":31244,"date":"2026-02-26T17:17:31","date_gmt":"2026-02-26T16:17:31","guid":{"rendered":"https:\/\/www.bacciardipartners.it\/?p=31244"},"modified":"2026-02-26T17:17:31","modified_gmt":"2026-02-26T16:17:31","slug":"resignations-by-conclusive-conduct-one-year-later-between-interpretative-uncertainty-and-operational-caution","status":"publish","type":"post","link":"https:\/\/www.bacciardipartners.it\/en\/resignations-by-conclusive-conduct-one-year-later-between-interpretative-uncertainty-and-operational-caution\/","title":{"rendered":"Resignations by conclusive conduct: one year later, between interpretative uncertainty and operational caution"},"content":{"rendered":"<p data-start=\"163\" data-end=\"195\"><strong data-start=\"163\" data-end=\"195\">By the <a href=\"https:\/\/www.bacciardipartners.it\/en\/employment-law\/\">Labour Law Department<\/a><\/strong><\/p>\n<p data-start=\"0\" data-end=\"225\"><img decoding=\"async\" loading=\"lazy\" class=\"alignleft wp-image-31246\" src=\"https:\/\/www.bacciardipartners.it\/src\/uploads\/1-5.png\" alt=\"Posto di lavoro vuoto e non utilizzato da tme\" width=\"487\" height=\"362\" srcset=\"https:\/\/www.bacciardipartners.it\/src\/uploads\/1-5.png 970w, https:\/\/www.bacciardipartners.it\/src\/uploads\/1-5-768x570.png 768w, https:\/\/www.bacciardipartners.it\/src\/uploads\/1-5-480x356.png 480w, https:\/\/www.bacciardipartners.it\/src\/uploads\/1-5-560x416.png 560w\" sizes=\"(max-width: 487px) 100vw, 487px\" \/>About one year after the introduction of <em data-start=\"41\" data-end=\"77\">resignations by conclusive conduct<\/em> through <strong data-start=\"86\" data-end=\"106\">Law No. 203\/2024<\/strong> (the so-called <em data-start=\"122\" data-end=\"142\">\u201cCollegato Lavoro\u201d<\/em>), the practical application of the new mechanism appears far from straightforward.<br \/>\nThe measure was introduced with the declared aim of countering opportunistic conduct \u2014 particularly unjustified absences deliberately intended to trigger disciplinary dismissal and allow access to <strong data-start=\"424\" data-end=\"433\">NASpI<\/strong> unemployment benefits. However, the new framework has ultimately generated a fragmented interpretative landscape, which now requires employers and HR managers to adopt an extremely cautious approach.<\/p>\n<h2 data-start=\"642\" data-end=\"690\"><strong>The rule: a legal presumption far from simple<\/strong><\/h2>\n<p data-start=\"692\" data-end=\"1164\">The new <strong data-start=\"700\" data-end=\"768\">paragraph 7-bis of Article 26 of Legislative Decree No. 151\/2015<\/strong> provides that, where an unjustified absence continues beyond the period set by the applicable collective bargaining agreement (CCNL) \u2014 or, failing such provision, beyond fifteen days \u2014 the employer, after notifying the National Labour Inspectorate, may consider the employment relationship terminated <strong data-start=\"1070\" data-end=\"1102\">at the employee\u2019s initiative<\/strong>, without applying the ordinary formal resignation procedures.<\/p>\n<p data-start=\"1166\" data-end=\"1440\">In practice, the rule introduces a <strong data-start=\"1201\" data-end=\"1237\">legal presumption of resignation<\/strong>, operating automatically once the statutory conditions are met, unless the employee proves the existence of force majeure or an employer-related circumstance that prevented justification of the absence.<\/p>\n<p data-start=\"1442\" data-end=\"1594\">The identification of those conditions \u2014 and in particular <strong data-start=\"1501\" data-end=\"1532\">the relevant absence period<\/strong> \u2014 has become the central issue of an intense judicial debate.<\/p>\n<h2 data-start=\"1601\" data-end=\"1648\"><strong>The \u201cbroad\u201d interpretation: Milan and Trento<\/strong><\/h2>\n<p data-start=\"1650\" data-end=\"1852\">With judgment <strong data-start=\"1664\" data-end=\"1696\">No. 4632 of 11 November 2025<\/strong>, the <strong data-start=\"1702\" data-end=\"1720\">Court of Milan<\/strong> delivered one of the first structured applications of the new discipline, adopting an interpretation favourable to its operability.<\/p>\n<p data-start=\"1854\" data-end=\"1883\">According to the Milan court:<\/p>\n<ul data-start=\"1885\" data-end=\"2363\">\n<li data-start=\"1885\" data-end=\"2030\">\n<p data-start=\"1887\" data-end=\"2030\">the relevant reference period is primarily the one established by the applicable CCNL, even if originally introduced for disciplinary purposes;<\/p>\n<\/li>\n<li data-start=\"2031\" data-end=\"2144\">\n<p data-start=\"2033\" data-end=\"2144\">the statutory fifteen-day period applies only <strong data-start=\"2079\" data-end=\"2104\">on a subsidiary basis<\/strong>, where no contractual provision exists;<\/p>\n<\/li>\n<li data-start=\"2145\" data-end=\"2363\">\n<p data-start=\"2147\" data-end=\"2363\">the disciplinary nature of the collective clause does not prevent its use for tacit resignation purposes, since the legislature intended to rely on the seriousness threshold already identified by the social partners.<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"2365\" data-end=\"2632\">Under this view, the new provision does not create a wholly autonomous legal scenario.<br data-start=\"2451\" data-end=\"2454\" \/>Rather, it reinterprets conduct already classified as serious, changing its legal consequences: no longer employer dismissal, but termination attributable to the employee\u2019s will.<\/p>\n<p data-start=\"2634\" data-end=\"2918\">The same approach had already been anticipated by the <strong data-start=\"2688\" data-end=\"2707\">Court of Trento<\/strong> (judgment No. 87\/2025 of 5 June 2025) and reaffirmed by a further Milan decision in October 2025, which considered even <strong data-start=\"2828\" data-end=\"2865\">three days of unjustified absence<\/strong> sufficient where so provided by the applicable CCNL.<\/p>\n<h2 data-start=\"2925\" data-end=\"2981\"><strong>The \u201crestrictive\u201d interpretation: Bergamo and Ravenna<\/strong><\/h2>\n<p data-start=\"2983\" data-end=\"3155\">A markedly different position emerged in judgment <strong data-start=\"3033\" data-end=\"3062\">No. 837 of 9 October 2025<\/strong> issued by the <strong data-start=\"3077\" data-end=\"3097\">Court of Bergamo<\/strong>, representing a clear departure from the above decisions.<\/p>\n<p data-start=\"3157\" data-end=\"3188\">According to the Bergamo court:<\/p>\n<ul data-start=\"3190\" data-end=\"3515\">\n<li data-start=\"3190\" data-end=\"3294\">\n<p data-start=\"3192\" data-end=\"3294\">the <strong data-start=\"3196\" data-end=\"3228\">fifteen-day statutory period<\/strong> constitutes the minimum threshold for the presumption to operate;<\/p>\n<\/li>\n<li data-start=\"3295\" data-end=\"3444\">\n<p data-start=\"3297\" data-end=\"3444\">collective bargaining may modify the rule <strong data-start=\"3339\" data-end=\"3357\">only in melius<\/strong>, by providing a longer period and only where it expressly refers to tacit resignation;<\/p>\n<\/li>\n<li data-start=\"3445\" data-end=\"3515\">\n<p data-start=\"3447\" data-end=\"3515\">any analogical use of disciplinary dismissal thresholds is excluded.<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"3517\" data-end=\"3903\">Particularly relevant is the court\u2019s clarification that the fifteen days must be counted as <strong data-start=\"3609\" data-end=\"3625\">working days<\/strong>, not calendar days, since unjustified absence can exist only when work performance is actually due.<br data-start=\"3725\" data-end=\"3728\" \/>A different calculation \u2014 the court noted \u2014 would lead to unreasonable outcomes, especially in part-time employment relationships or where working schedules are discontinuous.<\/p>\n<p data-start=\"3905\" data-end=\"4223\">This approach, consistent with <strong data-start=\"3936\" data-end=\"3978\">Ministry of Labour Circular No. 6\/2025<\/strong>, has recently been endorsed by the <strong data-start=\"4014\" data-end=\"4034\">Court of Ravenna<\/strong> (judgment of 11 December 2025), which stressed that disciplinary time limits contained in collective agreements are often too short to support an absolute legal presumption of resignation.<\/p>\n<h2 data-start=\"4230\" data-end=\"4280\"><strong>An \u201cunstable\u201d legal framework requiring caution<\/strong><\/h2>\n<p data-start=\"4282\" data-end=\"4332\">The emerging picture is that of a legal mechanism:<\/p>\n<ul data-start=\"4334\" data-end=\"4505\">\n<li data-start=\"4334\" data-end=\"4374\">\n<p data-start=\"4336\" data-end=\"4374\">introduced with legitimate objectives;<\/p>\n<\/li>\n<li data-start=\"4375\" data-end=\"4419\">\n<p data-start=\"4377\" data-end=\"4419\">technically imperfect in its construction;<\/p>\n<\/li>\n<li data-start=\"4420\" data-end=\"4505\">\n<p data-start=\"4422\" data-end=\"4505\">applied by courts according to <strong data-start=\"4453\" data-end=\"4504\">non-uniform \u2014 and sometimes opposite \u2014 criteria<\/strong>.<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"4507\" data-end=\"4812\">In this context, the risk for employers is evident.<br data-start=\"4558\" data-end=\"4561\" \/>A careless management of unjustified absences may result in a judicial declaration of ineffectiveness of the termination, with the consequent obligation to pay back wages and social security contributions, in addition to potential compensation claims.<\/p>\n<h2 data-start=\"4819\" data-end=\"4875\"><strong>Operational guidance for companies and HR departments<\/strong><\/h2>\n<p data-start=\"4877\" data-end=\"4999\">Pending legislative clarification or consistent case law consolidation, a <strong data-start=\"4951\" data-end=\"4985\">particularly cautious approach<\/strong> is advisable:<\/p>\n<ul data-start=\"5001\" data-end=\"5407\">\n<li data-start=\"5001\" data-end=\"5111\">\n<p data-start=\"5003\" data-end=\"5111\">carefully verify whether and how the applicable CCNL expressly regulates resignations by conclusive conduct;<\/p>\n<\/li>\n<li data-start=\"5112\" data-end=\"5177\">\n<p data-start=\"5114\" data-end=\"5177\">accurately document the absence and all related communications;<\/p>\n<\/li>\n<li data-start=\"5178\" data-end=\"5407\">\n<p data-start=\"5180\" data-end=\"5407\">assess on a case-by-case basis whether to activate the procedure under Article 26(7-bis) of Legislative Decree No. 151\/2015 or instead follow the more traditional and consolidated disciplinary procedure for unjustified absence.<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"5409\" data-end=\"5663\">Although more burdensome for the employer and potentially enabling the employee to access <strong data-start=\"5499\" data-end=\"5508\">NASpI<\/strong>, the disciplinary route currently remains the <strong data-start=\"5555\" data-end=\"5579\">legally safer option<\/strong>, particularly where judicial interpretation of tacit resignation remains uncertain.<\/p>\n<h3 data-start=\"5670\" data-end=\"5706\"><strong>The support of Bacciardi Partners<\/strong><\/h3>\n<p data-start=\"5708\" data-end=\"6048\">The Employment Law and Industrial Relations Department of <strong data-start=\"5766\" data-end=\"5788\">Bacciardi Partners<\/strong> assists companies and HR managers in handling unjustified absences and employment terminations, supporting employers in selecting the <strong data-start=\"5923\" data-end=\"5977\">most coherent, sustainable and defensible strategy<\/strong> in light of a continuously evolving regulatory and judicial framework.<\/p>\n<p data-start=\"6050\" data-end=\"6243\" data-is-last-node=\"\" data-is-only-node=\"\">In an area where a single misstep may produce significant consequences, prudence \u2014 now more than ever, especially in matters concerning employee absences \u2014 represents sound management practice.<\/p>\n<p data-start=\"5470\" data-end=\"5524\"><strong data-start=\"5470\" data-end=\"5524\">Avv. <a href=\"https:\/\/www.bacciardipartners.it\/en\/employment-law\/\">Enzo Bacciardi<\/a> \u2013 Founder &amp; Head of Litigation<\/strong><\/p>\n<p data-start=\"5526\" data-end=\"5574\" data-is-last-node=\"\" data-is-only-node=\"\"><strong data-start=\"5526\" data-end=\"5574\" data-is-last-node=\"\">Avv. <a href=\"https:\/\/www.bacciardipartners.it\/en\/people\/michele-sacchi\/\">Michele Sacchi<\/a> \u2013 Of Counsel, Labour Law<\/strong><\/p>\n\n<div style=\"display: block !important; margin:0 !important; padding: 0 !important\" id=\"wpp_popup_post_end_element\"><\/div>","protected":false},"excerpt":{"rendered":"<p>By the Labour Law Department About one year after the introduction of resignations by conclusive conduct through Law No. 203\/2024 (the so-called \u201cCollegato Lavoro\u201d), the practical application of the new mechanism appears far from straightforward. The measure was introduced with the declared aim of countering opportunistic conduct \u2014 particularly unjustified absences deliberately intended to trigger [&hellip;]<\/p>\n","protected":false},"author":8,"featured_media":31248,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[16],"tags":[],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v21.3 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Resignations by conclusive conduct: one year later<\/title>\n<meta name=\"description\" content=\"About one year after the introduction of resignations by conclusive conduct through Law No. 203\/2024 (the so-called \u201cCollegato Lavoro\u201d), the practical\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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