Can my employer force me to work remotely?

No. Smart working requires an individual agreement: it cannot be unilaterally imposed by the employer in normal times (except DPCM emergency measures as during COVID). A worker's refusal cannot be grounds for dismissal or disciplinary action.

Who pays for electricity and internet if I work from home?

The law does not impose specific reimbursements, but the individual agreement should address this. Many collective agreements (CCNL) and company agreements provide a monthly flat-rate allowance (e.g. €15-30) to cover additional expenses. Check your company agreement or negotiate with your employer.

Am I entitled to meal vouchers while working remotely?

It depends on the company agreement. Many collective agreements provide that meal vouchers are not due on remote working days, but some company agreements have extended them to smart working too. Check your CCNL and company agreement.

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Available in:🇮🇹IT 🇬🇧EN

Smart working: how to activate it and what are your rights

Smart working (agile work) is governed by Law 81/2017 and subsequent provisions. It is not teleworking: it involves flexibility of place and hours, without a fixed workstation, with a mandatory individual agreement. The company must notify the Ministry of Labour of smart workers via the online portal. The worker is entitled to equal economic and regulatory treatment.

Authority

Ministero del Lavoro e delle Politiche Sociali

Time

15 min

Updated

May 2026

What you need

✓Individual smart working agreement (signed by employer and worker)
✓Online notification to the Ministry of Labour (employer's responsibility)
✓INAIL document for insurance coverage in smart working (employer's responsibility)

Step-by-step procedure

Check if you have priority right to smart working

The law provides categories with priority right to smart working (if compatible with the role): workers with children up to age 12; workers with seriously disabled children (no age limit); workers with severe disability (art. 3 para. 3 L. 104/92); workers caring for cohabiting family members with severe disability. Workers with oncological or severe chronic conditions have absolute priority right to smart working.

Priority right is not an absolute right: the employer can deny it if the role is incompatible.

Negotiate the individual agreement with your employer

The individual agreement must specify: working days on-site and remote (no legal maximum; set by company or individual agreement); availability time bands; rest periods (right to disconnect); IT security measures; work tools (who provides them, who pays). The agreement can be for a fixed or open-ended term and can be revoked with notice.

Check the Ministry notification and INAIL coverage

The employer must submit the notification to the Ministry of Labour online (cliclavoro.gov.it) no later than the day before smart working begins. They must also notify INAIL of smart workers (for accident coverage including at home). If your employer has not made these notifications, you are still protected but ask them to regularise.

Accidents during smart working are covered by INAIL, even at home, during agreed working hours.

📄

Portale Cliclavoro — Smart Working

Ministero del Lavoro e delle Politiche Sociali

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Frequently asked questions

Responsible authority

Authority

Ministero del Lavoro e delle Politiche Sociali

Phone

Certified email

Website

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The information in this guide is for orientation only and does not constitute legal or tax advice. Always verify on the official portal of the responsible authority.

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