Commentary on Judgment No. 9982 of 2024: The Right to Leave for Public Managers

The recent ruling No. 9982 of April 12, 2024, by the Court of Cassation has sparked considerable interest among legal practitioners, particularly regarding the rights of public managers concerning the enjoyment of leave. The Court established important principles regarding the right to compensation for unused leave, clarifying the responsibilities of the employer and the necessary conditions for the loss of such a right.

The Context of the Judgment

The judgment under review concerns a case in which a public manager, P. A., had to assert the right to compensation for unused leave at the time of termination of the employment relationship. The Court emphasized that, although the manager has the power to self-determine regarding leave periods, this does not automatically imply the loss of the right to compensation.

Generally, the power of the public manager to autonomously organize the enjoyment of their leave does not entail the loss of the right to the related compensation upon termination of the relationship, unless the employer demonstrates that they formally invited the worker to take the rest period, ensuring the efficiency of the service to which the manager is assigned during the enjoyment of the leave. (In this case, the Supreme Court stated that a mere invitation from the employer to take leave is insufficient if the enjoyment of the leave is made impossible by the manner in which the employment relationship is conducted, such as in the case of successive fixed-term contracts with very short expiry dates that do not allow for the scheduling of the rest period).

The Implications of the Judgment

This decision has several practical implications. Firstly, it reaffirms that the right to leave is a fundamental worker's right, protected by Article 36 of the Italian Constitution and by the Civil Code, Article 2109. Furthermore, the Court clarified that it is the employer's burden to demonstrate that they formally invited the worker to take leave, as well as to ensure the efficiency of the service during that period.

  • Unused leave must be rescheduled to ensure actual enjoyment.
  • The employer must take active measures to ensure that workers can take their leave.
  • In the case of fixed-term contracts, the employer must facilitate the scheduling of leave.

Conclusions

In summary, Judgment No. 9982 of 2024 by the Court of Cassation represents a significant step in the protection of workers' rights, especially concerning public managers. It highlights the importance of leave as a tool for health and well-being and establishes clear responsibilities for employers. It is essential for companies and public administrations to be aware of these provisions to avoid disputes and ensure a healthy and productive work environment.

Bianucci Law Firm