In a landmark judgment issued on 22 January 2026, the Court of Justice of the European Union (CJEU) ruled that Italy’s disability-pension top-up rules unlawfully discriminated against workers who spent part of their careers abroad.
Under the contested provision, Italians who had paid social-security contributions in another country were required to prove at least 10 years of contributions paid **inside Italy** to qualify for the minimum-pension supplement. Domestic workers, by contrast, could reach the same benefit threshold with fewer Italian contribution years.
For individuals uncertain about the administrative steps involved in working or retiring across borders, VisaHQ can provide up-to-date guidance on Italian entry documents, residence permits and related paperwork. Their online platform (https://www.visahq.com/italy/) streamlines visa applications and clarifies ancillary requirements—an invaluable complement to the social-security coordination clarified by the CJEU.
![EU Court Strikes Down Italian Rule that Penalised Cross-Border Careers]()
The CJEU found that the rule breached Regulation 883/2004 on the coordination of social-security systems, which obliges Member States to treat insurance periods completed in other EU/EEA countries (and Switzerland) as if they were completed at home. The Court held that Italy’s higher threshold deterred the free movement of workers and created an unjustifiable obstacle to intra-EU labour mobility.
For globally mobile professionals and Italian multinationals alike, the decision removes a long-standing inequity in the Italian welfare system. Employers can now reassure staff on cross-border assignments that foreign contribution years will count fully toward Italian disability-pension entitlements, eliminating a key barrier to outbound postings. INPS (the Italian social-security agency) must now recalculate pending cases and adapt its internal guidelines; HR teams should review any pension estimates issued under the old rule.
Practically, the ruling reinforces the importance of accurate contribution tracking across jurisdictions and may prompt Italy to audit other benefit provisions that still require “domestic-only” service. Companies are advised to update assignment letters, shadow-payroll processes and retirement-planning tools to reflect the new compliance landscape.
Under the contested provision, Italians who had paid social-security contributions in another country were required to prove at least 10 years of contributions paid **inside Italy** to qualify for the minimum-pension supplement. Domestic workers, by contrast, could reach the same benefit threshold with fewer Italian contribution years.
For individuals uncertain about the administrative steps involved in working or retiring across borders, VisaHQ can provide up-to-date guidance on Italian entry documents, residence permits and related paperwork. Their online platform (https://www.visahq.com/italy/) streamlines visa applications and clarifies ancillary requirements—an invaluable complement to the social-security coordination clarified by the CJEU.
The CJEU found that the rule breached Regulation 883/2004 on the coordination of social-security systems, which obliges Member States to treat insurance periods completed in other EU/EEA countries (and Switzerland) as if they were completed at home. The Court held that Italy’s higher threshold deterred the free movement of workers and created an unjustifiable obstacle to intra-EU labour mobility.
For globally mobile professionals and Italian multinationals alike, the decision removes a long-standing inequity in the Italian welfare system. Employers can now reassure staff on cross-border assignments that foreign contribution years will count fully toward Italian disability-pension entitlements, eliminating a key barrier to outbound postings. INPS (the Italian social-security agency) must now recalculate pending cases and adapt its internal guidelines; HR teams should review any pension estimates issued under the old rule.
Practically, the ruling reinforces the importance of accurate contribution tracking across jurisdictions and may prompt Italy to audit other benefit provisions that still require “domestic-only” service. Companies are advised to update assignment letters, shadow-payroll processes and retirement-planning tools to reflect the new compliance landscape.
