Revolution in seasonal labor law: New opportunities for non-EU workers!

Revolution in seasonal labor law: New opportunities for non-EU workers!

As part of the parliamentary deliberations on G.D. 145/2024, an important legal possibility was created that affects the employment of seasonal employees from non-EU countries. How swz.it reported, the amendment to Article 24, paragraph 10, Legislative Decree 286/1998 relates to the temporary employment and employment of these workers in tourism and agriculture. What is new is that seasonal employees now have the opportunity to work in other sectors of the economy.

These changes provide a legal framework that allows workers to be deployed more flexibly and thus better meet the needs of the industry. This is particularly relevant at times when demand for labor in seasonal industries can fluctuate annually.

Regulations for seasonal workers from third countries

Seasonal workers from third countries must comply with specific EU regulations for their entry and stay. Loud europa.eu These regulations ensure that seasonal employees receive fair working conditions and appropriate accommodation. They must also be treated equally to EU nationals, which is an important measure to prevent abuse and exploitation.

The regulations also include measures such as regular monitoring and inspections and complaint mechanisms. Authorities can impose sanctions if violations of the rules are found. Seasonal workers are allowed to stay in the EU for up to nine months, but must first submit an application for a work permit or seasonal work permit.

Important requirements for employment

The requirements for issuing a seasonal work permit are clearly defined: These include a valid passport, proof of health insurance and an employment contract that contains specific information about the location, type of work, duration, salary, working hours and vacation. The authorities have 90 days to decide on such applications.

A key point is that seasonal workers must receive comparable working conditions to domestic employees. Minimum wages, working hours and health standards must be observed. For example, Moldovan seasonal worker Lina receives the same wage as a German worker in Germany, while Eloi in France has the same accident insurance benefits as French nationals.

Accommodation standards and compliance

Another important aspect is the requirements for the accommodation of seasonal workers. They must have appropriate accommodation, which can either be organized themselves or provided by the employer. It is required to provide a rental agreement or similar document. The rent cannot be excessive and the accommodation must be safe, clean and meet health standards.

Examples of appropriate accommodation include a winery in Spain that offers dormitories with shared rooms, or a hotel in Italy that rents apartments with reasonable prices and amenities. National authorities are responsible for monitoring compliance with these regulations. Inspectors have access to workplaces and accommodations to ensure compliance.

Failure to comply with the regulations may result in the withdrawal of seasonal work permits and financial sanctions. Seasonal workers also have the option of extending their permit as long as the maximum duration is not exceeded and the legal provisions are observed.

Overall, the new regulations make the employment of seasonal workers from non-EU countries more transparent and fair and help to improve labor migration policy within the EU.