F.A.Q
About our services
01.
What does our consulting consist of?
- Genesis, definition, and evolution of an employment relationship: management of all the accounting, economic, legal, insurance, social security and social aspects involved;
- Assistance and representation of the company in disputes arising from employment relationships;
- Assistance and representation in disputes with the Social Security, Insurance and Labour Inspection Institutes;
- Technical consultancy;
- Analysis of personnel costs;
- Advice and assistance in corporate relations and relationships (contracts, agreements, etc.) of a mandatory, typical and atypical nature;
- Telematic transmission of declarations (Form 770, salary declarations, etc.);
- Assistance in the certification and asseveration of contracts;
- Consultancy and assistance in the drafting of network contracts between companies;
- Consultancy in the correct application of CCNL;
02.
What is our approach to payroll processing?
- Processing and printing payslips;
- Drafting of the LUL (single labour book);
- Calculation of monthly social security and welfare contributions;
- End-of-contract and year-end tax adjustments;
- Uniemens forms and monthly telematic sending;
- Drafting, printing, and possible telematic sending of an F24 form for debiting the company’s current account;
- "Prima nota" on wages and salaries that can be automatically acquired in the accounting software;
- "Prima nota" with summaries by job title, cost centre, branches or any other breakdown;
- Supplementary pension management (calculation of contributions to funds, compilation of statements);
- Accruals statement (monthly and annual accruals);
- Severance pay statement (monthly and annual accrual);
- CU forms – compilation, verification and telematic sending;
- 770 Form – compilation, verification and telematic transmission;
- Payroll declaration and INAIL self-assessment;
- Payroll processing, carried out directly by qualified personnel, using state-of-the-art programs and procedures that allow us to offer a service that is competitive in terms of cost, time and, above all, quality;
- Automated management of attendance, the payroll software used is capable of acquiring the file from all the best recording programmes;
- Timely e-mailing of spreadsheets, forms, printouts and direct reports to company e-mail addresses;
03.
Management, information, monitoring and news
Constant information news will be sent out, especially by e-mail or through the firm’s website, on new developments introduced by the legislator in the field of labour, including those of a regional nature, concerning incentives, innovative contractual forms, contractual deadlines, and labour judgments, guaranteeing, in addition, the management and control of payroll-contribution processing procedures, for the purposes of the correct application of the relevant regulations and their constant updating.
04.
How is personnel management and administration carried out?
- Opening of INPS and INAIL contribution positions;
- Compilation and submission of accident reports to the competent bodies;
- Drafting of employment letters;
- Drafting of disciplinary dispute letters;
- Apprenticeship contracts and recruitment with contribution relief;
- Compulsory placement of disabled people;
- Notifications of recruitment / transformation / termination to the Employment Centre;
- Determination of the theoretical cost of employee remuneration for individual appraisals, salary or level increases, bonuses, etc;
- Personnel budget processing;
- Remission of reminder notices and payment slips, with preparation of appeals and direct dealings with the Inland Revenue;
- Requests for fiscal visits;
- Verification of Family Allowance Applications and determination of the amount to be paid;
- Checking the model for workers' tax deductions;
- Monitoring of holidays, ROL and former holidays, providing schedules with residual accruals to be exhausted in compliance with legal provisions;
- Company crises, collective redundancies and social shock absorbers;
- Social security consulting;
- Trade union negotiations;
- Management of proximity contracts;
- Management of company regulation;
05.
Training and safety activities in the workplace
We are working for you!
Safety training for all your employees will also be available soon, stay tuned to find out what’s new!
Any questions?
F.A.Q
The labour consultant: what he does and when to consult a labour consultant
01. Labour consultant: what does he do?
An employment consultant is a professional in the legal-economic field, with vertical competences in labour law and personnel management.
Generally, the labour consultant is a freelancer, who therefore works like a private individual, together with other professionals in an associated labour consulting firm, offering his services to companies, organisations, institutions and, less frequently, also to private individuals, freelancers in other sectors and employees.
02. How to become a labour consultant?
The training path to become an employment consultant is basically divided into three steps, all of which are fundamental to acquiring the qualifications and skills needed to work in this profession.
Here they are:
- university degree (three-year or five-year degree)
- internship and state examination
- registration in the professional register of labour consultants
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Like other workers who exercise their liberal profession and are duly registered with professional orders, employment consultants are obliged to observe the obligation of Continuing Education.
Training and self-updating, in addition to being mandatory by law and determining the attainment of the training credits necessary to exercise the profession, are also indispensable for offering one’s clients a quality service.
As we can see, therefore, the path to becoming an employment consultant necessarily requires obtaining a degree, albeit not a specialised one, and then a period of apprenticeship or traineeship, as well as taking a state exam for qualification and registration, and constant training and updating on the legislative changes that are constantly taking place in Italian jurisprudence, especially when it comes to a field as varied as employment law.
03. What tasks does the labour consultant perform?
A Labour consultant basically supports companies, institutions and organisations in personnel management with regard to economic, insurance and social security aspects, in compliance with current labour regulations.
His tasks include:
- the management of all stages of the definition, evolution and even termination of a subordinate or para-subordinate employment relationship, from all the points of view listed above (legal, social, insurance and financial).
- technical consultancy in labour matters, with regard to the conclusion of contracts, agreements, etc. and the management of company relations.
- the classification of the company and its employees with regard to registration with social security and insurance institutions.
- the management of relations and communications with social security and insurance institutions, INPS, INAIL, trade unions and Job Centres.
- technical advice during litigation, where necessary, on issues related to inspections, appeals, collective or individual disputes.
- party or court-appointed expert witnesses, in assistance of the judge or one of the parties to the proceedings, in conflict of lawsuits.
- enterprise crisis management.
Alongside these generic tasks, which concern what an employment consultant can do, we find more specific tasks, which are part of the daily duties of an employment consultant working for a company or as a freelancer.
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Labour consultant tasks for companies
Among the tasks that an employment consultant performs for a company on a daily basis are:
- Processing of pay slips and monthly contributions in accordance with collective and individual agreements, with knowledge of current legislation and the operation of pay slip processing software.
- Drafting of employment contracts between company and employee, bearing in mind the regulations in force.
- Registration of employees with social security institutions (such as INPS) and fulfilment of other social security and insurance obligations, both monthly and yearly, such as reporting accidents, sickness, maternity, and redundancy payments.
- CU (Certificazione Unica) processing for each employee, which the company is obliged to provide by law.
- Registration of start-ups and terminations of employment relationships at Job Centres.
- Telematic Transmission of Tax Declarations.
Duties of the labour consultant in litigation
When, on the other hand, the labour consultant is called upon as a court or party technical expert to offer advice for the public or a private party, he must be able to assist the client, the judge, or whatever the parties in conflict, by providing his technical knowledge:
- Assisting the client in litigation before social security and tax administration offices and commissions, representing and assisting the company in out-of-court disputes, i.e. conciliation and arbitration.
- assisting the company in corporate relations, audits, conventions, etc.
Other tasks of the labour consultant
Finally, the labour consultant may also perform functions in the area of:
- conciliation and arbitration of labour disputes
- asseveration of the regularity, from a regulatory point of view, of the labour relations existing between employer and employee
As can be guessed, the profession of labour consultant covers a very broad field and enables the performance of even very different tasks.
For this reason, the competence portfolio of an employment consultant must be broad enough to cover each of the listed tasks.
Let us look together at the main skills that an employment consultant must possess and acquire during his or her career.
04. Why is it worthwhile to hire a labour consultant?
In today’s difficult and complex labour market, relying on an employment consultant is truly vital for a small or medium-sized enterprise.
Although it is often underestimated, the contribution of this professional is in fact fundamental for keeping in order all the aspects related to the recruitment, contracts and payroll of one’s employees, avoiding problems of various kinds.
An employment consultant can be of great help in business organisation, being a professional specialised precisely in the areas of labour law and personnel management. His tasks are not limited to the processing of pay slips: the consultant is able to offer his support from a consulting perspective, even for everything concerning the organisation of company roles and shifts and internal procedures.
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His contribution is therefore unique and specialised compared to what other professionals can provide.
Constant professional development
The labour consultant is a professional figure who, much more than others, is required to keep abreast of the latest developments in the legal field for all that concerns the continuous reforms of the world of work.
In order to be able to work on behalf of his or her clients, in fact, the labour consultant is obliged to be enrolled in the Register and Order of Labour Consultants.
The Order, as the body that protects both its members and the final recipients of their services, is obliged to ensure that consultants keep themselves constantly up-to-date by attending special training courses: attendance at these courses is compulsory and is a prerequisite for acquiring the training credits that allow the consultant to remain registered with the order.
The constant training imposed on consultants thus ultimately protects the end client, who will have the guarantee of relying on a professional who is always up-to-date on all regulatory and procedural developments.
The advantages of relying on a consultant
Relying on an employment consultant has many benefits for companies of all sizes, from the smallest family businesses to large companies with hundreds of employees.
As we said, the benefits concern not only the economic and contractual sphere, but also aspects of work organisation and resource management.
Let us see what are the main benefits that an employment consultant can offer:
- Relying on the services of an employment consultant means that the owner of a large or small company, or whoever is acting on his or her behalf, can relieve himself or herself of a series of tasks related to the classification of the company and its employees, the management of bureaucracy, legal, tax, administrative functions, etc., so that he or she can devote more time to his or her work and to the things that really matter in running his or her business.
- An employment counsellor guarantees professional support that is always present and up-to-date on all issues of administrative and labour law and the obligations arising therefrom, without making mistakes or leaving anything behind, with the risk of incurring sanctions.
- The employment consultant directly handles communications with institutions such as INPS, INAIL and Job Centres, thus freeing the company owner or human resources from this additional, often complex, task.
- Not to be underestimated is the advisory contribution of this professional figure, who is, among other things, a point of reference in the field of labour law, able to recommend customised solutions, adapted to the specific situation of a company at a given moment in its history.
As we have seen, there are so many advantages that there is no reason to give up entrusting your company to the expert hands of an employment consultancy firm.
