{"id":31598,"date":"2026-06-09T17:37:21","date_gmt":"2026-06-09T15:37:21","guid":{"rendered":"https:\/\/www.bacciardipartners.it\/?p=31598"},"modified":"2026-07-23T13:15:52","modified_gmt":"2026-07-23T11:15:52","slug":"discriminatory-and-retaliatory-dismissals-two-closely-related-but-distinct-legal-concepts","status":"publish","type":"post","link":"https:\/\/www.bacciardipartners.it\/en\/discriminatory-and-retaliatory-dismissals-two-closely-related-but-distinct-legal-concepts\/","title":{"rendered":"Discriminatory and Retaliatory Dismissals: Two Closely Related but Distinct Legal Concepts"},"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<div class=\"flex flex-col text-sm pb-25\">\n<section class=\"text-token-text-primary w-full focus:outline-none [--shadow-height:45px] has-data-writing-block:pointer-events-none has-data-writing-block:-mt-(--shadow-height) has-data-writing-block:pt-(--shadow-height) [&amp;:has([data-writing-block])&gt;*]:pointer-events-auto scroll-mt-[calc(var(--header-height)+min(200px,max(70px,20svh)))]\" dir=\"auto\" data-turn-id=\"request-WEB:463ca896-5435-4df3-b26e-089a3e0f7390-0\" data-testid=\"conversation-turn-2\" data-scroll-anchor=\"true\" data-turn=\"assistant\">\n<div class=\"text-base my-auto mx-auto pb-10 [--thread-content-margin:var(--thread-content-margin-xs,calc(var(--spacing)*4))] @w-sm\/main:[--thread-content-margin:var(--thread-content-margin-sm,calc(var(--spacing)*6))] @w-lg\/main:[--thread-content-margin:var(--thread-content-margin-lg,calc(var(--spacing)*16))] px-(--thread-content-margin)\">\n<div class=\"[--thread-content-max-width:40rem] @w-lg\/main:[--thread-content-max-width:48rem] mx-auto max-w-(--thread-content-max-width) flex-1 group\/turn-messages focus-visible:outline-hidden relative flex w-full min-w-0 flex-col agent-turn\">\n<div class=\"flex max-w-full flex-col gap-4 grow\">\n<div class=\"min-h-8 text-message relative flex w-full flex-col items-end gap-2 text-start break-words whitespace-normal outline-none keyboard-focused:focus-ring [.text-message+&amp;]:mt-1\" dir=\"auto\" tabindex=\"0\" data-message-author-role=\"assistant\" data-message-id=\"721cccc3-46d8-4b01-95d3-466df2693b9c\" data-message-model-slug=\"gpt-5-4-thinking\" data-turn-start-message=\"true\">\n<div class=\"flex w-full flex-col gap-1 empty:hidden\">\n<div class=\"markdown prose dark:prose-invert w-full wrap-break-word light markdown-new-styling\">\n<p data-start=\"0\" data-end=\"273\"><img decoding=\"async\" loading=\"lazy\" class=\"alignleft wp-image-31600 \" src=\"https:\/\/www.bacciardipartners.it\/src\/uploads\/970-x-720-5.png\" alt=\"Licenziamenti discriminatori e ritorsivi\" width=\"527\" height=\"391\" srcset=\"https:\/\/www.bacciardipartners.it\/src\/uploads\/970-x-720-5.png 970w, https:\/\/www.bacciardipartners.it\/src\/uploads\/970-x-720-5-768x570.png 768w, https:\/\/www.bacciardipartners.it\/src\/uploads\/970-x-720-5-480x356.png 480w, https:\/\/www.bacciardipartners.it\/src\/uploads\/970-x-720-5-560x416.png 560w\" sizes=\"(max-width: 527px) 100vw, 527px\" \/><\/p>\n<p class=\"isSelectedEnd\">Over recent years, driven by developments in European law and national case law, the area of null and void dismissals has undergone significant transformation.<\/p>\n<p class=\"isSelectedEnd\">In particular, the distinction between:<\/p>\n<ul data-spread=\"false\">\n<li><strong>Discriminatory dismissal<\/strong>; and<\/li>\n<li><strong>Retaliatory dismissal<\/strong> (or dismissal based on an unlawful motive pursuant to Article 1345 of the Italian Civil Code),<\/li>\n<\/ul>\n<p class=\"isSelectedEnd\">has become increasingly clear and, at the same time, more rigorous.<\/p>\n<p class=\"isSelectedEnd\">In practice, employees often invoke both grounds in their defence. However, these are two different legal concepts, based on different requirements, legal rationales and, above all, different evidentiary rules.<\/p>\n<h2>Discriminatory Dismissal: An \u201cObjective\u201d Concept<\/h2>\n<p class=\"isSelectedEnd\">A dismissal is discriminatory when it is linked, directly or indirectly, to a <strong>protected characteristic<\/strong>, such as gender, age, disability, sexual orientation, religion, trade union membership, personal beliefs, and similar protected grounds.<\/p>\n<h3>The Evolution of the Concept<\/h3>\n<p class=\"isSelectedEnd\">Recent case law has gradually moved away from a subjective approach focused on the employer\u2019s intent and has adopted an objective standard: <strong>what matters is the discriminatory effect of the measure, not the employer\u2019s intention.<\/strong><\/p>\n<p class=\"isSelectedEnd\">This principle is clearly reflected in two very recent decisions:<\/p>\n<ul data-spread=\"false\">\n<li>In a case involving a <strong>disabled employee<\/strong>, the Italian Supreme Court held that employees have no obligation to disclose sensitive personal information and that their failure to do so cannot reduce the employer\u2019s liability (Italian Supreme Court, Labour Division, Judgment No. 4623 of 2 March 2026);<\/li>\n<li>In a case decided by the <strong>Labour Court of Trento<\/strong>, a dismissal was found to be discriminatory because it was connected to the employee\u2019s rejection of unwanted advances, which the court classified as harassment under Article 26 of Legislative Decree No. 198\/2006 (Labour Court of Trento, Judgment No. 15 of 5 February 2026).<\/li>\n<\/ul>\n<p class=\"isSelectedEnd\">This leads to a crucial principle: <strong>a dismissal may be declared null and void even where formally legitimate grounds exist, provided that a discriminatory factor influenced the employer\u2019s decision.<\/strong><\/p>\n<h2>Retaliatory Dismissal: A \u201cSubjective\u201d and Residual Concept<\/h2>\n<p class=\"isSelectedEnd\">Retaliatory dismissal follows a different logic and falls within the broader category of dismissals based on an unlawful determining motive.<\/p>\n<p class=\"isSelectedEnd\">Retaliation occurs when the dismissal constitutes <strong>an unjust and arbitrary reaction by the employer to a lawful action taken by the employee<\/strong>, such as asserting legal rights, commencing legal proceedings, making legitimate complaints, or refusing unlawful requests.<\/p>\n<p class=\"isSelectedEnd\">For a dismissal to be declared null and void on retaliatory grounds, the employee must prove that the \u201cofficial\u201d reason relied upon by the employer:<\/p>\n<ul data-spread=\"false\">\n<li>Is false or merely pretextual; and<\/li>\n<li>Was not only determining, but also the exclusive reason for the dismissal.<\/li>\n<\/ul>\n<p class=\"isSelectedEnd\">This is the decisive element: <strong>where a genuine just cause or justified reason exists to support the dismissal, a claim of retaliation will generally fail.<\/strong><\/p>\n<h2>The Key Difference: Burden of Proof<\/h2>\n<p class=\"isSelectedEnd\">The real battleground in litigation lies in the allocation of the burden of proof.<\/p>\n<h3>In Cases of Discriminatory Dismissal<\/h3>\n<p class=\"isSelectedEnd\">Employees benefit from a favourable evidentiary regime:<\/p>\n<ul data-spread=\"false\">\n<li>The employee must provide prima facie evidence, demonstrating both the existence of a protected characteristic and detrimental treatment;<\/li>\n<li>The court assesses whether those elements make discrimination reasonably plausible;<\/li>\n<li>The burden then shifts to the employer, who must demonstrate that the same decision would have been taken even in the absence of the protected characteristic.<\/li>\n<\/ul>\n<p class=\"isSelectedEnd\">In other words, the burden of proof is effectively reversed, or at least substantially eased, in favour of employees alleging discrimination.<\/p>\n<h3>In Cases of Retaliatory Dismissal<\/h3>\n<p class=\"isSelectedEnd\">The general rule under Article 2697 of the Italian Civil Code continues to apply.<\/p>\n<p class=\"isSelectedEnd\">The entire burden of proof rests on the employee.<\/p>\n<p class=\"isSelectedEnd\">The evidence must be particularly compelling. While presumptions are admissible, they must be serious, precise and consistent.<\/p>\n<p class=\"isSelectedEnd\">For example, the mere temporal proximity between the employee\u2019s exercise of a right and the subsequent dismissal is generally insufficient, by itself, to establish retaliation. In such circumstances, the dismissal may still be considered lawful.<\/p>\n<p class=\"isSelectedEnd\">However, recent legislation concerning transparency, whistleblowing and work-life balance is introducing mechanisms that resemble a partial reversal of the burden of proof even in retaliation cases, suggesting a gradual convergence toward the anti-discrimination model.<\/p>\n<h2>The Consequences: Full Reinstatement<\/h2>\n<p class=\"isSelectedEnd\">Both discriminatory and retaliatory dismissals, once established, result in the <strong>nullity of the dismissal<\/strong>, regardless of whether the employment relationship is governed by the so-called \u201cincreasing protection\u201d regime.<\/p>\n<p class=\"isSelectedEnd\">The consequences for employers are significant:<\/p>\n<ul data-spread=\"false\">\n<li>Reinstatement of the employee in their position (alternatively, the employee may elect to receive compensation equal to 15 months\u2019 salary instead of reinstatement);<\/li>\n<li>Full compensation for damages, covering the period from the dismissal until actual reinstatement, with a statutory minimum equal to five months\u2019 salary;<\/li>\n<li>Payment of social security and insurance contributions for the entire period during which the employee was unlawfully excluded from employment.<\/li>\n<\/ul>\n<p class=\"isSelectedEnd\">In addition to direct financial exposure, employers must also consider reputational and organisational consequences, as well as indirect costs such as legal fees and internal restructuring expenses.<\/p>\n<p class=\"isSelectedEnd\">These remedies therefore represent the strongest form of protection currently available under Italian employment law and remain reserved for cases involving null and void dismissals.<\/p>\n<h2>An Increasingly Thin Boundary<\/h2>\n<p class=\"isSelectedEnd\">Recent case law highlights a crucial trend: certain situations traditionally classified as retaliatory are increasingly being recharacterised as discriminatory, particularly where they involve the rejection of harassment or the exercise of fundamental rights.<\/p>\n<p class=\"isSelectedEnd\">This development significantly increases employers\u2019 risk exposure, especially from an evidentiary standpoint.<\/p>\n<p class=\"isSelectedEnd\">The Trento Labour Court decision mentioned above is emblematic. A situation that could initially have appeared retaliatory was instead classified as discriminatory, triggering the application of the more severe legal framework and, most importantly from a litigation perspective, the shifting of the burden of proof.<\/p>\n<h2>Practical Guidance for HR Management<\/h2>\n<p class=\"isSelectedEnd\">In light of this framework, the principal risk is often not being wrong, but rather being unable to prove that one is right.<\/p>\n<p class=\"isSelectedEnd\">The following six practical measures are therefore essential when managing dismissals:<\/p>\n<h3>A. Always Separate Personal Issues from Management Decisions<\/h3>\n<p class=\"isSelectedEnd\">Any overlap between personal relationships and employment decisions\u2014messages, informal conduct or personal interactions\u2014may later become circumstantial evidence of discrimination.<\/p>\n<h3>B. Build a Strong Evidentiary File Before Dismissal<\/h3>\n<p class=\"isSelectedEnd\">Whether the dismissal is disciplinary or economic in nature:<\/p>\n<ul data-spread=\"false\">\n<li>Document events accurately and chronologically;<\/li>\n<li>Avoid inconsistencies;<\/li>\n<li>Ensure full traceability of decision-making processes.<\/li>\n<\/ul>\n<h3>C. Ensure Internal Consistency (Applying the Principle of Comparability)<\/h3>\n<p class=\"isSelectedEnd\">The key question a judge is likely to ask is:<\/p>\n<p class=\"isSelectedEnd\"><strong>\u201cWould you have dismissed another employee in the same situation?\u201d<\/strong><\/p>\n<p class=\"isSelectedEnd\">If the answer is yes but cannot be supported by objective evidence, the risk of an adverse judgment increases substantially.<\/p>\n<h3>D. Exercise Particular Caution During \u201cSensitive Moments\u201d<\/h3>\n<p class=\"isSelectedEnd\">Dismissals occurring:<\/p>\n<ul data-spread=\"false\">\n<li>After employee requests or claims;<\/li>\n<li>Following complaints or reports;<\/li>\n<li>During periods of workplace conflict;<\/li>\n<\/ul>\n<p class=\"isSelectedEnd\">are inherently suspicious and require a higher standard of evidentiary support.<\/p>\n<h3>E. Properly Manage Sensitive Personal Data<\/h3>\n<p class=\"isSelectedEnd\">The disabled employee case is particularly instructive.<\/p>\n<p class=\"isSelectedEnd\">Employees are under no obligation to disclose personal conditions or sensitive information.<\/p>\n<p class=\"isSelectedEnd\">Employers must therefore act proactively, fairly and in good faith.<\/p>\n<h3>F. Conduct a Discrimination Risk Assessment Before Every Dismissal<\/h3>\n<p class=\"isSelectedEnd\">Today, best practice requires employers to assess not only the existence of a just cause or justified reason, but also to undertake a genuine preventive analysis of potential discrimination or retaliation risks.<\/p>\n<h2>Conclusions<\/h2>\n<p class=\"isSelectedEnd\">The current legal framework is clear: legislators and courts are progressively building a broader and more effective system of protection against abusive dismissals.<\/p>\n<p class=\"isSelectedEnd\">For businesses, this requires a change in mindset.<\/p>\n<p class=\"isSelectedEnd\">It is no longer sufficient for a dismissal to be legally justified. It must also be capable of withstanding judicial scrutiny from both an evidentiary and relational perspective.<\/p>\n<p class=\"isSelectedEnd\">Today, the real challenge lies less in formal legality and more in the ability to defend employment decisions effectively before a court.<\/p>\n<p>This is precisely the challenge that the Employment Law and Industrial Relations Department of BACCIARDI PARTNERS is prepared to address alongside its clients.<\/p>\n<p data-start=\"4546\" data-end=\"4664\">\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\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 Over recent years, driven by developments in European law and national case law, the area of null and void dismissals has undergone significant transformation. In particular, the distinction between: Discriminatory dismissal; and Retaliatory dismissal (or dismissal based on an unlawful motive pursuant to Article 1345 of the Italian Civil Code), [&hellip;]<\/p>\n","protected":false},"author":8,"featured_media":31602,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[217,16],"tags":[],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v21.3 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Discriminatory and retaliatory dismissals<\/title>\n<meta name=\"description\" content=\"Over recent years, driven by developments in European law and national case law, the area of null and void dismissals has undergone significan\" \/>\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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