Remote Work: How to Request It, Salary and Rights in 2026

Remote work is no longer an emergency exception: in 2026 it has become an integral part of the Italian labor market. Yet, despite years of experimentation and a consolidated regulatory framework, many workers still don't know how to request it correctly, what protections cover them, or how this choice might affect their career and salary. If you're thinking about switching to flexible work or simply want to understand what you're entitled to, you're in the right place.

Law No. 81 of 2017 remains the regulatory pillar of reference, integrated over the years by union agreements and specific provisions for certain categories. In 2026, after full post-pandemic normalization, remote work is no longer an automatic right for everyone, but there are precise priority categories and procedures to follow. Understanding the mechanism is essential not to miss opportunities or, worse, to avoid finding yourself at a disadvantage compared to your colleagues.

Whether you're a private or public sector worker, a newly hired employee who wants to include remote work in salary negotiations, or a professional looking to revise your contract, this guide provides you with all the practical tools to act with awareness.

What Is Remote Work and What Is the Regulatory Framework in 2026

Remote work, technically defined as "agile work," is a method of executing a subordinate employment relationship that is carried out partly within company premises and partly outside, without a fixed workstation, with flexible hours and in compliance with agreed-upon objectives. It should not be confused with telecommuting, which instead involves a fixed remote workstation and set hours.

From a regulatory standpoint, Law 81/2017 establishes that agile work is activated through an individual written agreement between the worker and employer. This agreement must contain:

  • Duration (fixed-term or indefinite)
  • Methods of performing the service outside the workplace
  • Rest periods and technical measures for disconnection
  • Technological equipment provided by the company
  • Any forms of performance monitoring, in compliance with the Workers' Statute
  • Personal data processing

In the public sector, each administration's Integrated Activity and Organization Plan (PIAO) establishes the percentage of activities that can be carried out in remote work, generally no less than 15% of staff. In the private sector, the percentage depends on national collective labor agreements (CCNL) and company agreements.

An important fact: according to surveys by the Milan Polytechnic, at the beginning of 2026 approximately 3.7 million Italian workers practice remote work in structured form, with growth of 12% compared to 2024. The ICT sector, financial services, and central public administration remain the sectors with the highest penetration.

How to Request Remote Work: A Step-by-Step Procedure

Requesting remote work doesn't simply mean sending an email to your manager. There is a procedure to follow, and doing it correctly significantly increases the chances of obtaining a favorable agreement.

1. Check what your CCNL and company agreement provide

Before any step, check the collective labor agreement applied to your company. Many CCNLs updated in 2024-2026 already include specific provisions on agile work: minimum access percentages, maximum weekly days, priority categories.

2. Identify if you belong to a priority category

The regulations provide priority access to remote work for:

  • Workers with certified disabilities (Law 104/1992)
  • Parents with children under 14 years old
  • Caregivers assisting non-self-sufficient family members
  • Workers with oncological or chronic-degenerative diseases
  • In some companies, also pregnant workers and within 3 years after childbirth

If you fall into these categories, your request has a stronger legal basis and the employer can only refuse for proven organizational reasons.

3. Prepare a written proposal

Although not legally required in the initial phase, submitting a written proposal is good professional practice. Include:

  • Number of requested weekly days
  • Availability of adequate space and stable connection
  • How you'll ensure availability and achievement of objectives
  • Equipment you already own or are requesting from the company

4. Negotiate the terms and sign the individual agreement

Once signed by both parties, the agreement must be communicated electronically to the Ministry of Labor within 5 days of signing (obligation on the employer). Always keep a signed copy.

5. What to do if you're refused

If you don't belong to priority categories, the employer can legitimately refuse. If you do belong to a protected category and the refusal is unmotivated, you can contact your union or the National Labor Inspectorate (INL). Since 2023, unjustified refusal against vulnerable workers constitutes conduct that can be challenged.

Salary and Protections in Remote Work: What Changes (and What Shouldn't)

One of the most delicate aspects concerns salary and economic rights. The short answer is: working remotely must not result in any salary reduction. But the details matter.

Salary unchanged by law

Law 81/2017 is explicit: the agile worker has the right to economic and regulatory treatment no less favorable than that applied, in accordance with collective contracts, to workers performing the same duties exclusively within the company. This includes:

  • Base salary
  • Thirteenth and fourteenth month payments (if provided)
  • Production bonuses
  • Seniority increases

Expense reimbursement and meal vouchers

Here the picture is more complex. Many companies do not provide meal vouchers on remote work days, as this benefit is historically linked to lunch breaks taken outside the workplace. The Ministry of Labor has confirmed this interpretation, unless the contract provides otherwise. If your CCNL or company agreement explicitly provides for them in remote work as well, you're entitled to receive them.

For connection and energy expenses, the trend is toward a monthly flat-rate reimbursement (averaging between 20 and 50 euros), but only if provided in the individual or collective agreement. Include it explicitly in your negotiation.

Workplace injuries and sick leave

In remote work you are covered by INAIL even while away from the office, but only for accidents occurring in the course of work activity, not during breaks or personal movements. For sick leave, the rules are identical to on-site work: submission of medical certificate online and calculation of compensation according to contract terms.

Right to disconnect

The agreement must necessarily provide for time slots of unavailability. Responding to work messages outside these hours is not an obligation, and the employer cannot exert pressure in this regard. In 2025, Italy implemented European guidelines on the right to disconnect, further strengthening this protection.

Remote Work and Your Resume: How to Leverage It in Your Career

Many workers fear that remote work might slow their professional growth, make them "invisible" to superiors, or harm their performance evaluations. It's called proximity bias: the unconscious tendency of managers to evaluate those who are physically present better. It exists, but you can counteract it.

How to avoid proximity bias

  • Document every result achieved with measurable data
  • Actively participate in in-person meetings when scheduled
  • Maintain high digital visibility (project updates, call participation, written contributions)
  • Ask your manager for regular feedback

Remote work in your resume: how to present it

If you manage your own time and work toward objectives remotely, you're developing skills highly sought after in the 2026 labor market: self-management, asynchronous communication, mastery of collaborative digital tools (Teams, Slack, Notion, Asana). Include them explicitly in your resume:

  • "Autonomous management of projects in full remote mode with teams distributed across multiple time zones"
  • "Advanced use of collaborative platforms: Microsoft Teams, Jira, Confluence"
  • "Track record of meeting deadlines in remote work arrangements for 3 consecutive years"

If you're job hunting and want structured remote work, bring it up in negotiations from the start: many companies offer it as a benefit, and raising it in interviews demonstrates awareness and organization, not laziness.

Frequently Asked Questions

Q: Can I lose my remote work right once I obtain it? A: Yes. If the agreement is indefinite, both the worker and employer can terminate it with notice specified in the agreement itself (generally 30 days, or 90 for disabled and vulnerable workers). Termination must be communicated in writing.

Q: Does remote work affect my pension or contributions? A: No. Pension contributions are calculated on the entire taxable compensation, exactly as for on-site work. There is no difference for pension purposes.

Q: Can I work remotely from abroad? A: Technically yes, but with caution. Working permanently from abroad can have significant tax and contribution implications for both the worker and company. You must evaluate case by case the regulations of the country where you are, the duration of your stay, and your tax residence. Always consult a professional before doing this.

Q: Can my employer monitor my activity during remote work? A: They can verify achievement of objectives and use of company tools, but cannot install invasive monitoring software (keyloggers, automatic screenshots, continuous tracking) without notice and in compliance with GDPR and the Workers' Statute. Monitoring must be proportionate and justified.

Q: If I work remotely, can I have a second job? A: In principle, the dependent worker can have a second job provided there is no non-compete clause in the contract and the second job doesn't create a conflict of interest. Remote work in itself doesn't change this rule. Check your individual contract and applicable CCNL anyway.

Conclusion

Remote work in 2026 is a mature reality that offers concrete opportunities, but requires awareness. Knowing the correct procedure to request it, understanding that your salary and protections cannot be reduced, managing professional visibility to avoid discrimination, and highlighting this experience in your resume are all pieces of an intelligent work strategy.

The final advice is practical: don't just accept the conditions proposed to you. Read the individual agreement carefully, compare it with your CCNL, negotiate the points you care about — from days on-site to reimbursable expenses — and always keep a signed copy. Agile work functions better when built on clear and shared rules. And it's up to you to help build them.