Seasonal work made simple: understanding fixed-term contracts for Italian campsites

Managing a campsite in Italy often means navigating a labour system that traditionally favours permanent employment relationships. The standard model of subordinate employment remains the open-ended contract, which can prove inflexible for seasonal operations like campsites.

One important exception to this rigidity is the fixed-term employment contract (“contratto a tempo determinato”, in Italian). This type of contract allows employers to specify an end date from the outset. Once the term expires, the employment relationship ends automatically – no formal dismissal is required, and there is no need to justify the termination on either organisational or disciplinary grounds.

This makes fixed-term contracts particularly well-suited to seasonal businesses. In fact, Italian labour law provides specific derogations and exemptions for seasonal activities, offering campsite owners greater flexibility in their staffing strategies. What follows is a concise overview of how fixed-term contracts work, and why they are especially useful for campsites operating on a seasonal basis.

The basics of a fixed-term contract

Fixed-term contracts must be drawn up in writing – except in the case of very short contracts lasting 12 days or fewer, which can be agreed orally. By law, this type of contract can only be used for a portion of a business’s total workforce and is subject to a general maximum duration of 24 months.

For the first 12 months, employers are not required to specify the reason (known as the “causale”) for using a fixed-term contract. However, if the employment relationship extends beyond 12 months – either through a single contract or a combination of extensions and renewals – the employer must indicate the reason for doing so. These reasons are strictly defined by law and include specific technical, organisational or production-related needs identified by the parties, or the temporary replacement of absent employees. Alternatively, the justification may be drawn from collective agreements signed by the most representative trade unions at the national level.

A fixed-term contract may be extended up to four times, provided the total duration remains within the 24-month limit and the “causale” is specified for contracts beyond 12 months. Renewing a contract– meaning re-hiring the same worker to perform the same tasks under a new fixed-term contract– is only permitted after a mandatory “cooling-off” period of 10 days (if the original contract lasted six months or less) or 20 days (if it was longer than six months).

If the employer violates the rules governing fixed-term contracts, the relationship is typically converted into an open-ended contract, and the employer may be required to pay compensation equal to 2.5 to 12 months’ salary. That said, the law is considerably more accommodating when it comes to seasonal work.

The benefits for seasonal activities

Under Italian law, “seasonal activities” are defined in part by Presidential Decree No. 1525/1963. This includes work carried out by tourism-related businesses that are inactive for at least 70 consecutive days or 120 non-consecutive days within the calendar year. The more recent Law No. 203/2024 expands the definition to include any work designed to respond to seasonal peaks in demand or tied to the seasonal production cycles of specific sectors, as defined by applicable collective agreements.

For seasonal contracts, several significant exemptions apply:

• No 24-month limit – Seasonal fixed-term contracts can exceed the general 24-month cap.
• No “causale” required beyond 12 months – Employers are not required to provide a justification for extending or renewing seasonal contracts beyond the 12-month mark.
• No cooling-off period – Renewing seasonal contracts does not require a waiting period between agreements.
• No quota limits – There are no restrictions on the proportion of the workforce that may be employed on fixed-term contracts for seasonal activities—meaning campsites can, in principle, staff entirely with fixed-term workers.

The right of first refusal for permanent positions

Employees who have worked under a fixed-term contract are granted a right of first refusal should the employer decide to offer a permanent position for the same role within 12 months of the contract ending. To exercise this right, the worker must express interest in writing within three months of the contract’s termination.

This measure is designed to encourage the transition from temporary to permanent employment. Importantly, it does not oblige employers to hire permanently – it simply means that existing seasonal staff must be given priority if and when a permanent vacancy arises.

A final word of caution

While Italian legislation has taken some steps to recognise the unique needs of seasonal industries like outdoor hospitality, the framework remains complex. The fixed-term contract is a valuable tool for campsites – but it must be used correctly. Errors in drafting or applying these contracts can lead to costly legal consequences, including forced conversion to permanent status and financial penalties.

For this reason, campsite owners and managers are strongly advised to consult a qualified labour law professional. Whether you’re deciding which type of contract best suits your staffing needs, drafting agreements, or handling any employment-related challenges, expert guidance is the key to staying compliant – and focused on what matters most: running your business.