FAQ

For a standard subsidiary (L.L.C - S.r.l.), the process typically takes four to six weeks from the moment all required documents are ready. The main variables are the notarial deed scheduling, the apostille process for foreign documents, and the tax authority registration timelines. We manage all of this and keep your headquarters informed at every step.

Requirements vary depending on the entity type and the nationality of the parent company, but typically include: certificate of incorporation of the parent company, articles of association, board resolution authorizing the Italian operation, and identity documents for directors and shareholders. Most foreign documents require apostille or legalization — and in some cases, consular involvement. We prepare a precise checklist for your specific situation from the first conversation.

In most cases, no — but there are interim solutions worth evaluating depending on your timeline and needs. We advise on the options available and help you plan the sequence so that operations can start as quickly as possible without compliance risks.

Hiring in Italy is more regulated than in most countries, and the process involves several steps that are easy to get wrong if you are not familiar with the system. Many of our clients come with their own standard employment contract — we review it, adapt it to Italian law and to the applicable national collective agreement (CCNL), and make sure it is compliant before anyone signs anything. Beyond the contract, you may need mandatory pre-employment medical checks, registration with the social security authority (INPS) and the insurance authority (INAIL), and communication to the labour authority within the day before the start date. We handle the entire process and make sure nothing is missing before day one.

Italy has a structured framework for termination — but it is more manageable than its reputation suggests. The rules depend on the grounds for dismissal, the employee's seniority, the company headcount, and the applicable collective agreement, and in most cases a well-handled termination is entirely straightforward. Where complexity arises, it is usually procedural rather than substantive: the right steps, in the right order, with the right documentation. We assess the situation, advise on the correct approach, and coordinate with our labour law specialists where needed — so that what looks complicated from the outside becomes a clean, resolved matter.

We work entirely in English, respond within one business day as a standard, and adapt to your internal reporting formats when needed. We are used to working with both multinational legal and finance teams and smaller companies where one person is managing everything. You will always have a direct line to Roberto Diaferia or to expert staff dedicated to you— not to a temporary assistant.

Both. Our clients range from listed international groups to companies establishing their very first presence in Italy with one or two people. The complexity of Italian regulations is basically the same regardless of company size — and so is our approach.

This is one of the things we do that most advisors do not explicitly offer. We are available for operational requests that go beyond standard compliance: checking the reliability of an Italian counterpart, responding to registration or accreditation requirements from clients or suppliers, liaising with other professionals in our network, or managing unexpected situations as they arise. If something comes up in Italy, you call us.

We have assisted companies from across Europe, the Middle East, Asia, Africa and the Americas — in sectors including manufacturing, software, logistics, aviation, and professional services. If you would like to know whether we have specific experience relevant to your situation, ask us directly. We will tell you honestly.