Switching from full-time to part-time: what you need to know
Rules, rights and impacts for companies and workers
In breve
An employee’s refusal does not constitute just cause for dismissal.
Recent regulatory provisions introduce new priorities and incentives, expanding the scope for the use of part-time work.
Why it is important to manage the transition correctly
Unstructured management can lead to:
• difficulties in employment relationships
• errors in social security contributions
• loss or reduction of incentives
• risks in the event of a dispute
The transition to part-time work is not merely a contractual change, but a decision that affects the entire organisational balance.
Right to transition
Parental leave
Priority for parents with at least 3 children (new from 2026)
Priorities and disclosure obligations
Part-time work and dismissal (re-employment)
Impact on incentives and staffing levels
The transition from full-time to part-time work:
✔ requires a written agreement between the parties
✔ cannot be imposed unilaterally
✔ the employee’s refusal does not justify dismissal
The employee is entitled to part-time work in the event of:
• cancer
• serious chronic degenerative diseases
• certified reduced working capacity
In these cases, the possibility of returning to full-time work is also guaranteed.
The employee may request:
✔ on a one-off basis
✔ a switch to part-time work
✔ with a reduction of up to 50%
The employer must accept within 15 days.
Dal 2026:
✔ priority for conversion
✔ until the youngest child is 10 years old
For companies, the following is provided:
contribution relief of up to €3,000 per year for 24 months
Part-time workers:
✔ have priority when returning to full-time work
The employer:
✔ must inform full-time employees of new part-time positions
In the event of reorganisation:
• part-time work may be offered as an alternative to dismissal
• refusal does not automatically justify termination
The employer must demonstrate:
✔ reali esigenze organizzative
✔ proposta concreta al lavoratore
✔ nesso tra riduzione orario e licenziamento
The change affects:
• social security incentives (to be recalculated)
• calculation of the company’s workforce
• regulatory thresholds
• management of annual leave and contractual provisions
Addit supports companies in managing contractual changes with a structured approach.
We analyse:
✔ organisational impacts
✔ social security and regulatory implications
✔ alignment with HR policies
We support the company in defining sustainable solutions, preventing critical issues and ensuring regulatory compliance.
Because part-time work is not just a reduction in hours, but a strategic lever in workforce management.
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