PEO Services in Italy

A co-employment model for companies that want to share the employer relationship in Italy rather than hand it over entirely. Worth knowing up front: true PEO co-employment is much less established in Italy than in the US, so we will tell you honestly whether PEO or an EOR genuinely fits, and place you with the right vetted partner.

  • Independent advice
  • Vetted partners
  • Honest positioning

What a PEO does in Italy

A Professional Employer Organisation works on a co-employment model. You and the PEO partner share the legal employer responsibilities for your Italian staff: you keep direction and day-to-day control, while the partner administers payroll, IRPEF, INPS, INAIL, and HR compliance under a shared arrangement.

01

Shared employer role

You and the PEO partner share the legal employer responsibilities. You keep direction and control; they handle payroll, IRPEF, INPS, INAIL, and HR administration.

02

More direct control

PEO suits companies that want to retain more direct control of the employment relationship than a full EOR arrangement allows. In Italy, true co-employment is uncommon, so EOR is usually the better fit.

03

Honest recommendation

For most companies hiring in Italy, EOR is simpler. We will tell you honestly whether PEO genuinely fits your structure, or whether EOR serves you better.

How PEO works in Italy, step by step

From assessing the fit to a compliant co-employment arrangement.

01 — Assess the fit

We map your structure, headcount, and how much control you want to keep, and tell you honestly whether PEO or EOR serves you better. No product push.

02 — Set up co-employment

If PEO fits, we place you with a vetted Italian partner and structure the shared employer arrangement correctly.

03 — Onboard your people

Compliant Italian employment terms under the applicable CCNL, with the administrative employer functions handled by the partner.

04 — Payroll & compliance

IRPEF, INPS, INAIL, and Agenzia delle Entrate filings handled monthly, while you keep day-to-day direction.

What PEO in Italy costs

As with EOR, two parts: the statutory cost of employment (predictable, and varying by sector and CCNL in Italy) and the partner service fee.

Tax, INPS & INAIL

Typically 27-33% of gross salary (INPS pension, NASpI unemployment, and INAIL injury insurance), the exact figure set by your sector’s CCNL. Administered under the shared employer arrangement, so it never becomes a surprise mid-year.

Minimum wage (2026)

No national figure: each CCNL sets its own pay table, with effective hourly floors commonly cited around EUR 7-9 (illustrative, not statutory) depending on sector and level. Matching the right CCNL is part of structuring the co-employment arrangement correctly.

Income tax (employee)

23% to EUR 28,000, 33% to EUR 50,000, and 43% above, with regional and municipal surtax layered on by where the employee lives. Withheld at source as part of the shared payroll administration.

PEO partner fee

A service fee for the co-employment administration. We benchmark across our vetted network, typically 15 to 25% below going direct.

Why arrange it through Bradford Jacobs

Why companies arrange Italian PEO through us rather than going direct to a single provider.

We tell you if PEO fits your needs

We are independent: we assess what you actually need, place you with the right vetted partner, secure pricing you will not get going direct, and stay on your side to escalate or renegotiate. You get advice, not a product pitch.

  • Independent advice
  • Vetted partners only
  • On your side at renewal

Pricing you can’t get direct

We benchmark across our vetted network for rates typically 15 to 25% below going direct, and renegotiate for you at renewal.

  • 15-25% below direct
  • Network benchmarking
  • Renegotiated for you

Straight to the top when it matters

When something needs resolving, and in global employment it sometimes does, you come to us. We escalate directly, past the helpdesk, to people who can actually move it.

  • Direct escalation
  • No support queues
  • Named account contact

Two decades of placements

Two decades placing and managing employment arrangements across global markets, with the local knowledge that prevents costly Italian compliance mistakes.

  • Co-employment expertise
  • Honest fit advice
  • Right structure

We flex as your structure changes

PEO, EOR, and your own entity sit on a spectrum, and the right point shifts as you grow. We advise on the path and manage the moves, EOR to PEO, or either to your own Italian entity, as your Italian presence develops.

  • EOR, PEO or entity
  • Transitions managed
  • Right fit as you grow

The employer duties an Italian PEO shoulders

Whichever model you use, the underlying Italian rules are the same. Under a PEO arrangement, the administrative employer functions are handled for you.

Working time, leave & contracts

Compliant CCNL-matched employment contracts and working-time rules (standard hours and overtime set by CCNL, minimum four weeks annual leave). IRPEF, INPS, and INAIL withheld and filed correctly. Statutory benefits and CCNL-set notice applied properly.

Statutory protections & exits

CCNL-set notice (since Italian dismissal requires just cause), probation, and the protections Italian employees carry under the applicable CCNL, all handled under the shared arrangement. The value is the same as with EOR: the compliance is handled by people who do it daily. The difference is simply how much of the employer role you keep.

What a PEO arrangement covers

The co-employment administration covers all of this, under one transparent fee.

Compliant contract

A compliant Italian employment contract matched to the applicable CCNL, issued and maintained for you.

Payroll & filings

Monthly payroll run, with IRPEF, INPS, and INAIL calculated, withheld, and filed each month.

Statutory benefits

All statutory benefits administered: annual leave, sick pay, parental leave, notice and severance.

Compliance & support

Ongoing HR compliance and a single point of contact, for the life of the engagement.

Your questions answered

Straight answers on how PEO co-employment works in Italy.

What is the difference between PEO and EOR in Italy?

With an EOR, the partner is the sole legal employer of your Italian staff. With a PEO, you and the partner share the employer relationship, you keep more direct control, they handle the administration. In Italy, true co-employment is uncommon, so EOR is the usual route; PEO suits specific structures.

For most companies, EOR is simpler and faster, especially with no Italian entity. PEO fits when you want to share rather than outsource the employer role, or have a structure that calls for it. We assess your situation and recommend honestly.

It depends on the structure. Some co-employment arrangements assume or work alongside your own Italian entity. If you have no entity and want none, EOR is usually the cleaner route. We will confirm which applies to you.

The administrative employer functions, payroll, IRPEF, INPS, INAIL, statutory benefits, and Agenzia delle Entrate filings, are handled by the partner. We make sure the arrangement is structured so responsibilities are clear and Italian law is met.

The statutory employer cost (INPS and INAIL contributions, typically 27-33% of gross, varying by sector and CCNL) plus a partner service fee for the co-employment administration. We benchmark across our network for pricing typically 15 to 25% below going direct.

Yes. These models sit on a spectrum and the right one changes as you grow. We advise on the path and manage transitions, EOR to PEO, or either to your own Italian entity, as your Italian presence develops.

Not sure whether PEO or EOR is right for Italy?

Tell us your structure and headcount and we will give you an honest recommendation, usually within a day, plus pricing you will not get direct. No product push, just the right fit.

Tax and labour data verified July 2026 (Agenzia delle Entrate, INPS, PwC). Figures change; we confirm the current position when we scope your hire.