Italy Immigration Policy in 2025: Key Work Visa Routes for Businesses and Global Talent

Italian immigration policy is undergoing rapid change – here’s what businesses need to know.

By Alex Schulte | 6 May 2025

Long traditionally viewed as a country of emigration, Italy is now a net importer of foreign workers. 8.9% of the total population are now foreign citizens, attracted, if not by la dolce vita, then by its strong regional labour markets and membership of the European Union.

Italy’s immigration policy is undergoing significant changes in 2025, reshaping how companies recruit international talent. New laws passed in late 2024 introduced a more streamlined, digitally-driven process for work visas, while Italy’s annual decreto flussi quota system continues to govern the number of foreign workers allowed.

HR and hiring managers, Global Mobility teams, and compliance officers must understand how Italy’s main visa options work, especially the standard work permit, the EU Blue Card, and the Intra-Corporate Transfer (ICT) visa.

This guide gives you everything you need to know about Italy’s immigration landscape in 2025 and how to navigate the primary pathways for hiring or transferring non-EU professionals.

Understanding Italian Immigration Policy in 2025

As in many other countries in the European Union, Italy’s immigration policy must be understood as a compromise between labour market shortages and public concerns about migration.

Prime Minister Giorgia Meloni has described the country’s migration policies as a ‘model to follow‘, melding stringent border controls with a more pragmatic approach to legal, employment-based migration.

Since Meloni’s election in October 2022, Italian immigration policy has undergone significant reforms. However, the lion’s share of changes have impacted border security, rather than refining its approach to legal immigration. The complexities of Italy’s immigration policies also impact migrants crossing the country, either as a destination or a transit point.

While the Italian government may talk tough on abuse of the migration system, in reality, it has signalled its willingness to continue welcoming skilled workers to plug labour gaps and build economic value. Without foreign labour, the Italian economy would likely struggle under the weight of the country’s notable demographic challenges.

Workers from EU member states are already permitted by free movement rules to work in Italy without additional permits. But the situation is more fluid for workers from outside the bloc.

Italy’s immigration policy in 2025 can be best summarised as controlled openness. It imposes an annual cap on most work visas, but modifies this cap in response to economic need.

Let’s go through the key pillars of the current Italian immigration policy for third-country nationals.

Decreto Flussi

The annual immigration flow decrees (decreto flussi) remain the central legal plank of the Italian system. This annual government quota sets a limit for how many non-EU citizens can enter Italy for different types of work, including seasonal, non-seasonal (subordinate), and self-employment.

The decreto flussi also specifies how many people can convert their residence permit (permesso di soggiorno) to a for self-employed or independent workers (permesso di soggiorno per lavoro subordinato o autonomo).

Starting in 2023, Italy shifted from annual to three-year planning for its work permit quotas under the decreto flussi. This means that instead of setting quotas each year, the government now establishes a multi-year framework. Annual quotas are still issued to ensure pragmatism and adaptability, but each year’s decree fits within the three-year cycle. This should provide more predictability and planning capacity for both employers and prospective migrant workers

2025 Decreto Flussi

We are now in the final year of the 2023-2025 cycle. The 2025 decree, approved by the Senate in December 2024, sets the annual quota at 181,000. This is significantly higher than the 165,000 pencilled in for 2025 when numbers for the 2023-2025 cycle were first presented. It is also a notable rise on the 2024 numbers, which stood at 151,000.

This is a response to growing labour shortages in strategic sectors such as construction, transportation, tourism, and healthcare.

The 2025 quotas break down as follows:

Non-seasonal workers

This part of the quota system applies to workers granted a renewable permit, typically valid for up to two years, but with a pathway to permanent legal residence.

It is eligible for workers in the following fields:

1. Road haulage
2. Construction
3. Tourism and accommodation
4. Mechanics
5. Telecommunications
6. Food industry
7. Shipbuilding
8. Bus passenger transport
9. Fisheries
10. Hairdressing, electricians, and plumbing.

The final three categories were added in this year’s decree, in response to new sectoral pressures.

Seasonal workers

Italy’s economy is dependent in various areas on temporary workers conducting seasonal labour. This is particularly the case in tourism, hospitality, agriculture and winter sports.

These permits are valid for up to nine months, depending on the nature of the work undertaken.

Self-employed workers

Italy allows a small number of self-employed workers and entrepreneurs to enter each year. This requires the holder to receive an authorisation for self-employed work and a visa before entering Italy, as well as obtaining a residence permit within eight days of entering the country.

Successful applicants will need to show they have the means to support themselves while performing independent activities.

Family/socio-healthcare

This is a category created to answer the growing need for caregivers for the elderly and individuals with disabilities. Its allocation of 10,000 visas is not included in the main quotas.

Decreto Flussi Application Process for Employers

Employers in Italy must apply for authorisation to hire foreign citizens from outside the EU under the quota system. Applications are processed on a first-come, first-served basis and must include all required documentation.

The process involves submitting requests to the Sportello Unico per l’Immigrazione (Unified Immigration Desk) at the relevant Prefecture.

The decree is only open for applications during specific periods each year. These windows, known as click days, can be unpredictable.

Labour market test

Before hiring a non-EU worker, employers must pass the labour market test. The local employment centre will cross-check the details of the employer’s job offer against its database to determine if any suitable Italian or EU resident candidates could fill the role.

If they determine that no such candidates exist, or if the eight-day wait period elapses without response, the employer can proceed with their work permit application.

Law 187/2024

At the same time, new regulations in 2025, introduced by Law 187/2024, aim to simplify and secure the hiring process for non-EU workers. Key changes include:

• Mandatory biometric data collection for long-term visa applicants
• Digitalization of immigration paperwork (employers must use certified electronic mail and digital signatures)
• Stricter oversight of employers.

For example, Italian employers now must have a certified email address (PEC) for all official immigration communications and digitally sign the contract of stay for the employee within eight days of their arrival. If an employer fails to confirm they still intend to hire the foreign worker within seven days of the worker’s visa being approved, the work authorisation will be revoked.

These reforms are designed to prevent situations where work permits were obtained but the job offer never materialises, and to speed up processing for genuine cases.

Additionally, labour authorities have halved the labour market test response time (from 15 days to eight days) to fast-track hiring if no local job-seeker is available.

Let’s take a look at the most important visa types that businesses and Global Mobility professionals must stay aware of to hire non-EU nationals in Italy: the standard work permit, the EU Blue Card, and the Intra-Company Transfer visa.

Standard Work Permit (Quota-Based Work Visa)

The standard work permit for Italy is a company-sponsored visa for foreign citizens from outside the EU who will be directly employed by an Italian entity.

This route is governed by the annual Decreto Flussi quota system, meaning a limited number of permits are available each year for new hires from abroad.

Application Process

Because of the quota cap, timing is critical. The government periodically announces a click day when online applications open, and employers must submit requests for work permits (nulla osta) via the dedicated portal as soon as the window opens. This is typically in the first quarter of each year.

Applications are mostly processed in the order received, so preparation in advance is key. In fact, recent rules even allowed employers to pre-fill application forms before the click day to save time. Before applying, an employer must notify the local job centre to conduct a labour market test. If no suitable Italian/EU candidate is found within eight days, the employer can proceed.

Once the quota application is submitted, the Immigration Office (Sportello Unico) reviews the sponsor’s documents and the job offer. If approved, a work authorisation (nulla osta) is issued.

Employer Requirements

The sponsoring company must meet certain conditions. In 2025, an employing company must have a registered digital domicile (PEC) for communication, essentially a verified email address. Employers also need to provide proof of adequate housing for the worker and sign a “stay contract” (contratto di soggiorno) committing to the hire and salary.

Under the new digital process, the employer attaches the worker’s housing suitability certificate and signs the stay contract electronically. If the employer fails to finalise these steps within eight days of the worker’s entry, the permit can be voided.

Additionally, when the prospective employee applies for their entry visa at the Italian consulate, the employer will receive a PEC email prompting them to confirm their intent to hire within seven days – a safeguard to ensure the offer is still valid. Non-compliant employers – for example, those who previously sponsored workers but never completed the hiring process – may be barred from new applications for up to three years.

Employee Requirements

The foreign candidate must obtain the entrance visa and, upon arrival in Italy, complete local registration and residence permit formalities. Italy now requires fingerprint biometrics for all national work visa applicants, aligning with Schengen practices.

The standard work visa granted is usually a type D national visa – a long-stay visa for subordinate work. The initial residence permit is often valid for up to two years (or the duration of any fixed-term contract, plus a short extension) and is renewable.

Once the worker arrives in Italy, they must apply for a residence permit within eight days.

Each foreign worker must sign an integration agreement (accordo di integrazione) that commits them to learning basic Italian language and civil structures. During their employment, workers must adhere to Italian laws.

Quota exemptions: It’s worth noting that some foreign workers can be hired outside the Decreto Flussi quotas. Italy’s law provides special visa categories (Article 27 of the Immigration Act) for certain professionals – for example, executives or managers on assignment, university lecturers, researchers, and others – which are not subject to annual numeric limits. However, those are niche cases. For the majority of regular hires, the quota-based standard work permit is the main channel unless the EU Blue Card criteria are met, which we discuss next.

EU Blue Card: High-Skilled Work Visa in Italy

The EU Blue Card is a preferential work and residence permit for highly skilled non-EU professionals in specialised fields.

Blue Cards are not subject to the annual quota. This makes them an attractive option for employers needing to hire qualified professionals when the general quota is unavailable or exhausted.

Eligibility Criteria

To qualify for an EU Blue Card in Italy, third-country nationals must have:

• Higher education or equivalent experience – generally a university degree (at least a 3-year tertiary degree) or five years of professional experience in the relevant field. Italy also extends eligibility to ICT professionals with at least three years of recent experience, even without a degree.
• A binding job offer or work contract in Italy with a duration of at least six months. The EU’s latest updated directive lowered this from 12 months.
• High salary meeting the minimum threshold. Italy sets a specific minimum gross annual salary for Blue Card holders. This is adjusted periodically, with the current minimum salary threshold set at €33,500. The offered salary must be at least equal to, or higher than, this threshold (which typically corresponds to about 1–1.5 times the national average wage).This salary requirement ensures the Blue Card is reserved for specialised or senior positions.
• Professionally accredited qualifications. If the occupation is regulated in Italy (e.g. medicine, law, engineering), the applicant must have the necessary Italian license or recognition of qualifications. For non-regulated professions, proof of relevant qualifications or experience is needed.
• Additionally, the applicant must have valid travel documents, health insurance, and no disqualifying criminal record or security issues.

Application process

The process to obtain a Blue Card is similar to the standard D-visa in that the employer in Italy applies for a work authorisation (nulla osta) on behalf of the foreign worker.

A labour market test is generally required for the Blue Card as well. Authorities check that no suitable Italian citizen or EU candidate is available for the role, although the high salary and skill level often mean few local candidates will qualify.

Once the nulla osta is approved (processing times can range from one to three months, depending on the region), the worker applies for an EU Blue Card visa at the Italian consulate.

Upon entry, they must obtain a residence permit card labelled Carta Blu UE. The Italian Ministry of Foreign Affairs provides essential information for third-country nationals regarding entry protocols and visa requirements.

Advantages of the Blue Card

The Blue Card has distinct benefits for employers and talent alike.

• No quota limitations: As mentioned, Blue Cards are issued outside the annual numerical caps, so companies can sponsor a candidate any time, year-round, if the criteria are met.
• Longer validity: In Italy, a Blue Card residence permit is issued for an initial period of two years (if the work contract is permanent or at least that long) or for the contract duration plus three months for shorter contracts. This is often longer than standard work permits, reducing renewal bureaucracy.
• Mobility and flexibility: Blue Card holders enjoy some intra-EU mobility rights. After 18 months on a Blue Card in one EU country, they can move to another EU country to take up another high-skill job. Blue Card holders from other EU states can transfer to Italy and work for up to 90 days in a 180-day period without a new permit, and then apply to Italian authorities for an extension if staying longer. The updated Blue Card rules in 2025 make it easier for cardholders to change employers domestically without reapplying for a whole new permit after 12 months, as long as they notify authorities.
• Path to long-term status: Time spent on a Blue Card counts toward the five-year requirement for an EU long-term residence permit. In fact, Blue Card holders can combine periods in different EU countries to reach that total. After five years (with at least 2 of those years in Italy), a Blue Card holder can apply for a long-term EU residence permit, which grants permanent residency rights in Italy and some mobility in the EU.

From a corporate perspective, the Blue Card is ideal for filling high-value roles that require specialised expertise or qualifications – for instance, an engineering project lead, IT architect, or scientific researcher. It bypasses the uncertainty of the quota lottery and offers the employee greater stability and mobility.

Companies should note, however, that the Blue Card process still involves navigating Italian bureaucracy in the same way as other routes. Starting the process well in advance is advisable.

Moreover, Blue Card holders are expected to be paid at or above the threshold for the duration of their permit. A significant change in role or salary could necessitate converting to a different status or updating the permit.

Intra-Company Transfer (ICT) Visa

For multinational companies with a presence in Italy, the Intra-Corporate Transfer (ICT) permit is a crucial tool to relocate existing employees from overseas offices to Italy for temporary assignments or secondments.

This visa type allows a company to transfer a manager, executive, specialist, or trainee from a foreign entity to a branch or subsidiary in Italy without subjecting the employee to local hiring quotas.

Like the Blue Card, ICT transfers are exempt from the annual quota system, as these moves are internal to a company rather than new entries to the Italian labour market.

Who is Eligible for an ICT Visa?

Italy’s ICT rules (aligned with the EU ICT Directive) define three categories of employees that can be transferred:

• Executives and Managers: Senior staff who direct the organisation or a department in the company.
• Specialists: Key employees with essential, proprietary knowledge of the company’s products, services, processes or management.
• Trainees: Employees with a university degree who are coming for career development or training in the Italian entity.

The employee must have been employed within the corporate group for a minimum period before the transfer, typically at least three months for an EU ICT permit (and six months if using Italy’s older national ICT scheme).

They remain on the home country payroll during the assignment and do not sign a local Italian employment contract. However, the host company in Italy must be part of the same corporate group (parent, branch, subsidiary, etc.), and the terms of assignment must meet Italian labour standards (e.g. respecting minimum wage, maximum hours, and other worker protections).

ICT Visa Duration and Conditions

An ICT permit in Italy can be granted for up to three years for managers and specialists, or up to one year for trainees.

This is the maximum duration of a continuous secondment in Italy under this status. After reaching the time limit, the employee is generally required to return to their home country (or at least leave Italy); they could potentially come back on a new permit after a cooling-off period or, alternatively, transition to an Italian D-visa if the company decides to hire them locally at the end of the assignment.

Italy’s national law even allows that after five years on a national ICT assignment, the worker could be directly hired locally. But under the EU ICT framework, a return is mandated after three years.

Application Process

The Italian host entity must apply to the Immigration Office for an ICT work authorisation. The application should include:

• Proof of the relationship between the Italian company and the sending company abroad
• An assignment (secondment) letter or contract outlining the role and duration
• Documentation proving the employee meets the relevant qualifications (e.g. degree certificate, proof of employment duration with the company.
• A declaration that the employer will abide by Italian labour laws regarding working conditions and social security for the employee during the assignment.

Once the nulla osta is approved, the employee applies for an ICT visa at the Italian consulate. Once they’ve arrived, they will receive a residence permit labelled “Trasferimento Intra-societario” (ICT).

Processing times for ICT permits are similar to other work permits – roughly one or two months for the work authorisation, plus several weeks for the visa. However, times can vary by locality. Upon arrival, the employee must visit the local vital statistics bureau to complete their registration.

Intra-EU Mobility

The ICT permit grants mobility within Europe and the Schengen Area. A holder of an Italian-issued ICT can spend up to 90 days in a 180-day period working at company sites in other EU countries (short-term mobility). They can also apply for longer-term mobility to another EU country if needed, without having to obtain a whole new work permit there (the other country will require notification or a simpler permit process).

Conversely, employees who have an EU ICT permit from another EU member state can be sent to Italy for assignments (beyond 90 days) by obtaining an Italian mobile ICT permit, rather than starting from scratch. This is particularly useful for regional projects where a non-EU specialist might need to split time across several European offices. This mobility is facilitated by international cooperation among EU member states.

When to Use the ICT Route

The ICT visa is ideal when a company wants to transfer existing talent. For example, they may wish to bring a technical expert from the U.S. office to Italy to support a client project, or rotate a manager for training and development.

Since the individual stays on home payroll and the assignment is temporary, it’s not suited for permanent hires or open-ended employment in Italy. But for short to mid-term assignments (up to a few years) it is a very efficient option. No recruitment is needed in Italy, no quota restrictions apply, and the employee often remains in their familiar employment framework of the home country.

Compliance is still critical – Italian authorities have tightened oversight to ensure ICT permits aren’t abused as a backdoor to avoid hiring locally. Employers must be prepared to prove that their Italian entity is genuinely operational (not a “shell” to import workers) and that the transferred staff will depart or change status when the ICT period ends.

Other Visa Categories in Brief

Aside from the primary work visas above, Italy offers several other immigration routes. While important, these are either niche or less utilised by large companies, so we will only cover them briefly:

Italy Startup Visa

This program targets non-EU entrepreneurs intending to launch innovative startups in Italy. Applicants must present a viable business plan in the tech/innovation field and have a certain amount of capital (often around €50,000 or more). An evaluation committee reviews proposals, and approved founders can receive a self-employment visa outside of the normal quotas. This route is designed for founders and is not tied to a traditional employment contract.

Self-Employment and Freelance Visas

Italy sets aside a small number of visas (typically a few hundred each year) for entrepreneurs, freelancers, or independent professionals (artists, athletes, consultants, etc.) who want to reside in Italy.

These usually require demonstrating sufficient financial means, a viable business activity, and sometimes endorsements or specific quotas (e.g. a quota for entrepreneurs investing a certain sum, or professionals of particular renown).

Because the numbers are limited (e.g. only 730 self-employed visas in 2025 were available), this competitive pathway requires careful planning.

Seasonal Work Visa

A large portion of Italy’s annual immigration intake comprises seasonal workers in agriculture and tourism. These visas allow non-EU workers to take up seasonal jobs (such as harvesting, farm work, hotel and holiday park work) for up to 9 months in a year.

The quotas for seasonal work are substantial (over 110,000 seasonal slots in 2025) and are usually filled by workers from specific countries that have signed agreements with Italy.

Seasonal workers must return home after their permit expires, but employers often rehire the same trusted seasonal staff year after year.

This category is less relevant for companies looking to hire skilled professionals, but it is crucial for industries with cyclical labour needs. The seasonal work visa aims to reduce irregular migration by providing legal pathways for temporary employment.

Student Visas and Graduates

Non-EU nationals can obtain student visas to pursue higher education in Italy (e.g. university degrees). While studying, they can work part-time (usually up to 20 hours a week).

Italy encourages talented graduates to stay and work. After graduation or completion of research, a student can convert their permit to a work permit without being subject to the quota. This means Italian companies can hire a non-EU student already in Italy by directly changing their status to a work visa.

Family Reunification

Foreign workers legally residing in Italy have the right to bring certain family members through family reunification visas. This typically applies to spouses, minor children, and dependent adult children or parents.

The sponsor must have a valid residence permit (usually of at least one year), adequate income above a set threshold, and suitable housing to accommodate the family.

In 2025, Law 187/204 necessitates that the sponsor has lived in Italy with a residence permit for at least 2 years before they can apply to bring over a spouse or parent (this does not apply to children or to refugees/protected persons).

Family members who come to Italy will receive a residence permit for family reasons, allowing them to work.

Investor Visa

Italy has an investor visa program for individuals who invest large sums into Italy’s economy, such as €250,000 in an Italian startup, €500,000 in an Italian company, €2 million in government bonds, or a €1 million philanthropic donation.

In return, the investor and their family receive a two-year renewable residence permit. This is primarily for high-net-worth individuals and isn’t quota-limited. While not a work visa per se, many investors use it to settle in Italy and manage businesses or personal affairs.

Each of these routes comes with its own specific procedures and nuances, but they form a secondary layer of Italy’s immigration policy.

Most corporate HR and Global Mobility teams will leverage work permits, ICT visas and the Blue Card. Still, being aware of these other options is useful. A company hiring a non-EU consultant might consider a self-employment visa, or a startup in Italy might leverage the startup visa to bring in a non-EU co-founder.

Final Thoughts: Learn the Immigration System Inside Out 

Italy’s immigration strategy, while highly structured and prescriptive, offers employers many avenues to hire and move talent into the bel paese.

The country monitors its skill shortages closely and amends its rules with welcome flexibility. So if you can navigate the bureaucracy effectively and align your needs with those of the national economy, you’ll have little trouble operating in the Eurozone’s third-largest economy.

If you’re still unclear on any aspects of this policy, Centuro Global’s Travel Compliance Assistant gives you total visibility over your immigration and business travel needs. Our AI-powered knowledge engine will generate a complete, personalised recommendation of all the visas, work permits and posted worker notifications you’ll need to travel compliantly and tax-efficiently.

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FAQs on Italian Immigration Policy 2025

What are the key changes in Italy’s immigration policy in 2025 that employers should know?

Answer: Italy has introduced several important changes to streamline and secure its work visa process in 2025. First, a new law requires digital processing for work permits – employers must use a certified email (PEC) and digitally sign employment contracts, eliminating in-person paperwork.

Second, biometric data (fingerprints) are now mandatory for all long-term visa applicants.

Third, employers face a new compliance step: they must confirm their intent to hire when the employee’s visa is about to be issued, or the work authorisation can be cancelled. Additionally, labour market test times were shortened (8-day response) to speed up hiring if no locals are available.

The process is more digital and efficient, but also holds employers accountable to follow through on job offers. Additionally, changes in the management of reception centres have been implemented to improve conditions for migrants. These changes aim to protect migrants from exploitative practices and ensure fair treatment.

How does the quota-based work permit differ from the EU Blue Card in Italy?

Answer: The quota-based work permit is the standard route for hiring non-EU workers, but it’s limited by annual numeric caps (“decreto flussi”). Employers can only apply during designated windows and compete for a limited number of slots. In contrast, the EU Blue Card is a high-skill visa with no quota restriction, available year-round if the candidate has a higher degree/professional experience and a job offer meeting the salary threshold (e.g. €33,500+). Blue Card holders get up to two-year permits (renewable) and benefit from easier mobility within the EU, whereas standard work permit holders typically get one-to-two year permits tied to that specific job.

Essentially, the Blue Card is preferable for highly qualified roles since it bypasses the wait and uncertainty of quotas and offers the employee greater flexibility, but it has stricter eligibility criteria than a normal work permit. The Blue Card also helps reduce the number of undocumented migrants by providing a clear legal pathway for high-skilled workers. By offering legal work opportunities, the Blue Card aims to reduce the risk of workers falling into organized crime networks.

Can our company transfer an existing non-EU employee to Italy without local hiring?

Answer: Yes. If you have a non-EU employee in your organization abroad and want to assign them to your Italian office, the Intra-Company Transfer (ICT) permit is designed for this. It lets you relocate executives, managers or specialists (up to 3 years) and trainees (up to 1 year) outside of the quota system. The employee remains on home payroll, and you must prove the link between the foreign entity and the Italian host entity and meet Italian labour standards during the assignment. The ICT route is faster than a local hire because no labour market test or quota slot is needed.

After the Italian authorities issue an ICT work permit (nulla osta), your employee uses it to get a visa and can start working in Italy upon arrival. Just remember, the assignment must be temporary – at the end of the ICT period, the employee should either return to their home location or transition to another status (if eligible) in Italy. This is the go-to solution for short-term rotations and skill transfers within global companies operating in Italy. The nationality of the employee can influence the specific requirements and procedures for the transfer. This process applies to employees from third countries who meet the necessary criteria.

How does Italy’s Immigration Policy Compare to Other Countries’?

Answer: Italy’s immigration policy and system are similar to those of other European countries, such as Germany and France, which also have complex and multifaceted systems for regulating the flow of foreign citizens. However, Italy’s system is unique in that it places a strong emphasis on integrating migrants into Italian society through programs such as language training and job placement services.

The system can also be complex and bureaucratic, requiring applicants to navigate a range of laws and regulations in order to obtain Italian residency or citizenship. The immigration system is an important public policy, with a critical role in shaping the country’s economy, culture, and society.