Interprofessional Joint Funds: Regulatory Updates and Impact on Employers and Employees
Regulatory overview
With Director’s Decree No. 8 of 9 January 2026, the new “Guidelines on the establishment, operation and supervision of Interprofessional Joint Funds for continuing training” have been adopted, replacing the previous provisions set out in ANPAL Circular No. 1/2018.
Companies join the Funds through the INPS UniEmens payroll reporting flow, with the option to declare or revoke membership on an annual basis by 31 October, effective from 1 January of the following year.
The Decree also provides a detailed regulation of mobility between Funds, introducing clear rules on the transferability of resources as well as new digital operational procedures managed by INPS.
Focus: operational implications and required actions
For employees:
- Membership in, or transfer between, Funds allows greater flexibility in managing training plans and may provide additional opportunities for continuous training, with a direct impact on skills development and professional growth.
For employers:
- Annually assess whether remaining with the current Fund is beneficial or whether a transfer should be considered, particularly in terms of services offered and access to training financing.
- Ensure compliance with the deadline for declaring or revoking membership (31 October) and send the formal certified email (PEC) with the relevant documentation.
- In the event of a transfer, submit the request in accordance with INPS procedures and send the PEC to both Funds, attaching the required documentation (self-certification statement, contribution reports, copy of identification document).
- Monitor the implementation of the Funds’ new IT systems for consulting available resources and for transparent management of procedures.
New Incentives for Oncology Patients: Regulatory Framework and Organisational Impact
Regulatory overview
Ministerial Decree No. 4/2026, implementing Law No. 193/2023, introduces specific active labour market and protection measures for individuals who have been affected by cancer. This includes both those who are clinically cured and those who, although showing no evidence of disease, are undergoing prolonged therapies or follow-up monitoring.
These individuals are included in the GOL Programme – “Pathway 4: Work and Inclusion”, benefiting from personalised measures aimed at labour market reintegration. Additional instruments provided include access to the New Skills Fund, the Inclusion Allowance (ADI) or, alternatively, Support for Training and Employment, as well as the right to reasonable accommodations in the workplace.
Focus: impact on employees and operational actions
For employees:
- Access to personalised reintegration and training pathways, supported by dedicated financial measures.
- Strengthened inclusion rights, including the possibility to request changes and adjustments to the working environment (reasonable accommodations) to facilitate continued employment or return to work, in line with health needs and work–life balance.
For employers:
- Timely identification of employees eligible for the new incentives and assessment, in cooperation with the occupational physician, of the necessary adaptation measures to ensure non-discrimination and full inclusion.
- Management of applications for access to the New Skills Fund and other support measures, including the execution of any required collective agreements for working time reorganisation and training.
- Integration of company risk assessments by taking into account the specific vulnerability conditions of employees affected by oncological diseases.