8,000 euro bonus Inclusion allowance, who is entitled to it and in which cases

Among the measures to benefit recipients of the Inclusion Allowance there is also the bonus of 8,000 euros: this is an incentive for employers aimed at encouraging the re-employment of beneficiaries of income support.
Just as was foreseen for the Citizenship Income, but to a lesser extent, for the Inclusion Allowance too the government has resorted to employment incentives to push the hiring of beneficiaries, thus allowing the family unit to exit the condition of poverty in which he finds himself so that he no longer needs state support.
The problem is that the incentive is often not enough to push employers to hire these beneficiaries, as they are too distant from the job market given the lack of adequate qualifications and lack the skills sought by companies.
The 8,000 euro bonus still represents something, especially when compared with the hiring incentive recognized by decree no.
4 of 2019 which established the Citizenship Income where the company was entitled to a contribution exemption equal to the amount received by the family unit to be multiplied by the remaining months of receipt of the measure.
For example, for a worker receiving 500 euros of Rdc who still had 8 months to pay, the relief was just 4,000 euros.
Now the amount is increased while the application procedure has been simplified (as it applies to all hirings, not necessarily those made from the intersection of supply and demand on the state platform).
Without forgetting that the recipient has the advantage that the first 3,000 euros of salary are not considered for the purposes of calculating the amount of the inclusion allowance.
Will these measures be enough to ensure that the ADI succeeds in the aspects where the Rdc failed? Only time will tell; for the moment let's see how the 8,000 euro bonus reserved for hiring beneficiaries works and what are the conditions that companies must respect to be entitled to it.
8,000 euro bonus for those who hire beneficiaries of the Inclusion Allowance.
The employment incentive – which is added to those already existing with which it can also be cumulated – described by article 10 (paragraphs 1 and 2) of legislative decree no.
48 of 2023, is aimed at private companies that hire beneficiaries of the Inclusion Allowance.
In the case of a permanent employment contract – regardless of whether full or part time – as well as in the case of an apprenticeship contract, the worker is not due contributions paid by the company for a period of 12 months.
and for a maximum of 8,000 euros per year.
Premiums and contributions due to INAIL are not included in the exemption.
Considering that generally the contribution rate paid by the employer is equal to 23.81%, it follows that up to a gross annual salary of approximately 33,600 euros no contributions are due.
Furthermore, to protect the worker there is the fact that in the 24 months following hiring the company is discouraged from firing: in this case, in fact, it would have to pay all unpaid contributions plus a civil penalty.
4,000 euro bonus for those who hire beneficiaries of the inclusion allowance.
As seen above, the 8,000 euro bonus is only available in the case of permanent hires.
But an incentive is also provided for hires with fixed-term (regardless of duration) or seasonal employment contracts, both part-time and full-time.
In this case, however, it is due in a reduced form as the exemption is equal to 50% of the contributions due and up to an amount of 4,000 euros.
Which means for example that on a salary of 1,000 euros per month the employer will pay 119 euros in contributions instead of 238.
The exemption is valid for the entire duration of the relationship but in any case for no more than 12 months.
In the event of transformation into a permanent contract, the exemption of 8,000 euros is instead due, but for a maximum of 24 months (also considering the period in which he was employed on a fixed-term basis) and in any case only for the remaining 4,000 euros.