EU New Hire Compliance Kit: Hire in Any EU Country

Summary

I ran new_hire_plan.py --country IT --start-date 2026-10-05 --role "Accounts Assistant" --xlsx plan.xlsx.

23 steps, 4 with due dates, 2 marked VERIFY. Italy has fully transposed the Pay Transparency Directive (D.Lgs. 96/2026, in force 07/06/2026), so the pay range must be in the job ad and pay-history questions are already banned. Country data checked 10/09/2026.

Dated steps

Before advertising and at offer (undated)

• Set the pay or pay range for the role on objective, gender-neutral criteria and record how it was set
• Put the pay or pay range in the job ad itself (Italy requires it)
• Use a gender-neutral job title and wording; remove age limits, 'native speaker', photo and personal-data requests
• Italy job-ad rule: Job notices must state initial pay or pay band and relevant collective-agreement terms (art. 5 D.Lgs. 96/2026)
• Italy job-ad rule: Sex may not be a requirement except where essential
• Publish a candidate privacy notice (who you are, purpose, legal basis, retention period, rights) and link it from the ad/form
• If any AI tool screens, ranks or assesses candidates: keep a human decision, tell candidates, and confirm the tool does not infer emotions
• Do not ask about current or previous pay (asking for pay expectations is fine)
• Probation no longer than 6 month(s). National rule: 6 months (art. 7 D.Lgs. 104/2022), shorter where the collective agreement provides; must be agreed in writing; in fixe… (VERIFY: probation.general_max: fixed-term calculation changes by L. 203/2024 (Collegato lavoro) not verified)
• Annual leave at least the statutory minimum: 4 weeks paid annual leave (art. 10 D.Lgs. 66/2003): at least 2 weeks in the year of accrual, remainder within 18 months after…
• No clause stopping the employee disclosing their own pay; no blanket ban on other work outside hours

The job ad check

job_ad.py refuses to write an ad that breaks the rules. Run on the bundled broken example (examples/ad-broken-it.json):

warning: pay.basis is empty: record how the range was set (pay band, collective agreement, objective criteria). It is not published but you may have to show it.
NOT WRITTEN — fix these in the answers file first:
  - Italy requires the pay or pay range in the ad: give pay.min and pay.max (or pay.fixed).
  - Remove gendered wording: 'Salesman'.
  - Remove age-coded wording: 'Young and dynamic'.
  - Remove age-coded wording: 'Recent graduates'.
  - Remove 'native speaker': 'Native Italian'.
  - Remove pay-history request: 'current salary'.
  - Remove request for photograph: 'include a photo'.
  - privacy_notice_url is required: candidates must get privacy information when they apply (GDPR Art. 13).

Next steps

• Fill assets/answers-template.json and run written_statement.py --country IT for the written terms; it validates probation (max 6 months) and leave (4 weeks) and leaves [TO CONFIRM] for anything missing.
• Open plan.xlsx, assign owners and statuses; overdue open rows turn red.
• Confirm the VERIFY row on fixed-term probation with the national source before relying on it; payroll set-up stays with your payroll provider. This is a working kit, not legal advice.