Traliant Resources


Equal Employment Opportunity


Please review the information below and then return to the workplace harassment prevention course.

Harassment and discrimination based on a protected characteristic are prohibited under national law. National law also provides employees protection from bullying.

Applicable Laws

The primary national laws prohibiting employment discrimination and harassment on the basis of any protected characteristic are:

Employers have an obligation, under Article 2087 of the Civil Code, to take measures necessary to protect employees’ psychological and physical safety. This obligation has been interpreted to require employers to prevent workplace bullying, even if not related to a protected characteristic.

Protected Characteristics

Harassment or discrimination based on any characteristic set forth below is prohibited in Italy.

  • Sex (including pregnancy)
  • Marital status
  • Political opinion
  • Trade union membership
  • Religion
  • Race or colour
  • Language
  • Disability
  • Age
  • Sexual orientation
  • Personal beliefs
  • National, social or ethnic origin
  • HIV positive status

Regional, state or other political subdivision laws may provide additional, separate standards and remedies for certain prohibited conduct.



Harassment is unwanted conduct relating to a protected characteristic which has  the purpose or effect of violating a person’s dignity and creating an intimidating, hostile, degrading, humiliating or offensive environment.

Sexual Harassment

Sexual harassment is unwanted verbal, non-verbal or physical conduct of a sexual nature, with the purpose or effect of violating a person’s dignity, in particular by creating an intimidating, hostile, degrading, humiliating or offensive environment.

Filing a Claim in Italy

A claim for employment discrimination, harassment or bullying may be filed in the Labour Court.

Potential Remedies

In Italy, an employee who has experienced workplace discrimination or harassment may be entitled to monetary and other remedies. An employer may be required to take certain actions to correct or redress discriminatory harassment or violations of workplace safety standards. Potential remedies are listed below.

  • Hiring
  • Transfers
  • Reassignments
  • Promotions
  • Reinstatement to a position
  • Compensation for lost wages and benefits
  • Damages for injury to dignity or feelings
  • Cease and desist orders

Retaliation Prohibited

Employer retaliation against an employee who files a complaint relating to discrimination or harassment or is involved in the complaint process is unlawful.

The information contained on this page is for informational purposes only.
It does not, and is not intended to, constitute legal advice.