Five Must-Knows for HR Regarding Italy-Bound Assignees

As the global marketplace continues to evolve, employee relocation has become an increasingly common aspect of many organizations’ strategies. If your company is considering relocating employees to Italy, it is crucial to have a comprehensive understanding of the important factors to consider. From legal and logistical requirements to cultural and social adjustments, successfully relocating employees to Italy requires careful planning and execution. For now, I will explore what I consider to be five of the main key considerations that HR professionals should keep in mind when facilitating employee relocations to Italy. By addressing these critical aspects, you can ensure a seamless and positive experience for your employees as they embark on this exciting new chapter in their lives and careers.

1. English is Not Widely Spoken: Unlike some other European countries, English is not widely spoken in Italy. Some assignees can find this frustrating, especially if it is their first assignment, as they can feel isolated and overly dependent on other people. Utility companies, banks, and other third-party providers normally do not provide any online assistance or information in English. If they do, it will be very limited, and assignees should be made aware of this. If one is coming to Italy on a long-term assignment, it would be very beneficial to complete a 60- to 90-hour Italian course before arriving, as this will give one the basics of the Italian language. This will go a long way toward abating feelings of isolation and loneliness.
2. Remote Areas: As in most other countries, remote areas in Italy offer almost no choices when it comes to temporary accommodation, international schools, high-quality accommodation, or any other facilities that an experienced expatriate may need or require. Sometimes the solution here, if the assignee agrees, is to base the worker and/or family in the nearest largest city, where there are more amenities available. It is important to note that this may involve a long commute.
3. Lifestyle Challenges: While Italy may be known for high-class apparel, wonderful food, and wine, the country also has some lifestyle challenges that can be frustrating for an assignee. These difficulties include significant traffic and parking problems in large cities, the inability often to pay for utilities with foreign credit cards or bank accounts, the need to find domestic help by word of mouth rather than through an agency, the requirement to open fully functional bank accounts once you become a resident, the lack of adequate public transportation, the dynamic nature of the real estate market, and the requirement to take the driving test in Italian only.
4. Lack of Work Opportunities for Spouses: Due to an undynamic work market, Italy offers very little in terms of work opportunities for the spouses or partners of the worker, especially if they don’t speak Italian. Therefore, volunteer opportunities may need to be investigated if the spouse would like to be very active outside the home. Again, work or volunteer possibilities are only available in the bigger cities; smaller cities and remote areas offer very little or nothing at all.
5. Cultural Challenges: Some of the most difficult relocations can be into Italy, and this is due in part to an overly romanticized perception of Italy. Some of the cultural challenges that assignees find frustrating include: Timing: things take a lot longer than in other cultures. Customer service is a recent phenomenon in Italy and is still in its infancy. Business Entertaining: Italians like to get to know people they do business with, and this takes place over long and unrushed meals. Avoid topics such as politics, religion, corruption, the Mafia, and how much better your country is. Patience: Developing patience is essential if one is going to live in Italy. Italians don’t like to be rushed, especially in business. Bureaucracy: This can be very slow, so expecting this and learning to cope with this aspect of life in Italy will help a lot, therefore contributing to a more successful relocation.

Relocating employees to Italy can be a transformative experience, both personally and professionally. However, it is essential for HR professionals to be well-prepared and knowledgeable about the intricacies involved in such relocations. By considering important factors such as visa and immigration requirements, cultural adaptation, housing, healthcare, and taxation, HR teams can provide the necessary support and guidance to ensure a smooth transition for their employees. Additionally, fostering open communication channels, providing comprehensive pre-departure and on-site orientation, and offering ongoing support throughout the relocation process will contribute to the success and well-being of your relocated employees. With careful planning and attention to detail, your organization can pave the way for a rewarding and fulfilling journey for all parties involved. Remember, the investment in employee well-being and satisfaction during the relocation process will ultimately result in a thriving workforce and a stronger organization.

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