Alongside criminal law measures, the fight against gender-based violence also involves employment-related protections, which are essential in supporting victims on a path toward safety and autonomy.

The legislature has progressively acknowledged that violence has a direct impact on a woman’s professional life, making it necessary to establish a system of safeguards that allows personal security to be reconciled with continuity of employment.

Within this framework, Article 24 of Legislative Decree No. 80 of 2015 introduces a specific form of paid leave for female employees who are victims of gender-based violence and who are enrolled in certified protection programs.

This provision allows employees to take a defined period of leave while ensuring job retention, statutory remuneration, and social security coverage, thereby preventing personal protection needs from resulting in occupational disadvantage.

In addition to leave entitlements, the legislature has provided further instruments aimed at increasing flexibility in the employment relationship, with a view to adapting work organization to the employee’s safety needs.

In particular, Article 8 of Legislative Decree No. 81 of 2015 allows for measures such as the conversion of employment to part-time work, adjustments to working hours, or other organizational arrangements compatible with the victim’s circumstances.

These measures are intended to support the continuation of employment within a sustainable framework, reducing stress factors and exposure to potentially risky situations.
In this context, the employer plays a central role, being required not only to comply with statutory obligations but also to manage such situations with care, confidentiality, and appropriate awareness.

Protecting employees who are victims of violence is not merely a legal obligation; it is also a key aspect of organizational responsibility and the promotion of well-being in the workplace.

Gender-based violence is a complex phenomenon that requires integrated responses and ongoing commitment at the employment level as well, so that work can become a means of protection rather than an additional source of vulnerability.

The Law Firm remains available for any further clarification.