In a move welcomed by migrant-advocacy groups and global-mobility advisers alike, Italy’s social-security agency INPS issued Message 205 on 22 January confirming that holders of a ‘permesso di soggiorno per attesa occupazione’ (residence permit while seeking employment) can now access the Assegno Unico Universale (AUU) child allowance and the Bonus Nido daycare subsidy. The directive, circulated publicly on 24 January, instructs all regional INPS offices to accept new and pending applications from this category “with immediate effect.” (orizzontescuola.it)
Until now, foreigners who had lost or not yet started a job—but were legally staying in Italy to look for work—were routinely denied the family benefits, even though many held the same tax and healthcare obligations as employees. Several courts (Trento, Torino, Monza) ruled in 2025 that the exclusion was discriminatory under EU law, prompting INPS to change course while it appeals to the Supreme Court.
For international employers the decision has direct HR implications. Assignees’ family members who transition from a work permit to a job-seeker permit after redundancy or project completion will retain access to key social benefits, reducing financial pressure and potential requests for corporate support. Global mobility teams should update assignment letters and cost projections accordingly, and inform affected employees that payments will be made “with reservation of claw-back” should the Cassation Court overturn the lower rulings.
![INPS extends family-benefit eligibility to foreign job-seekers’ residence permits]()
Alongside these policy updates, employers and assignees who need hands-on visa support can turn to VisaHQ. The company’s Italy portal (https://www.visahq.com/italy/) streamlines the conversion from a standard work permit to a permesso di soggiorno per attesa occupazione, tracks renewals for dependants and flags documentation needed to keep AUU and Bonus Nido payments flowing, giving HR teams real-time visibility and compliance peace of mind.
The policy shift also signals broader convergence between immigration status and welfare entitlements in Italy, mirroring recent EU-level debates on equal treatment of mobile workers. Companies should review their internal guidance to ensure that benefit eligibility is assessed against the updated INPS list of valid permits and adjust payroll reporting to capture any AUU or Bonus Nido payments issued to foreign staff.
Practically, applicants must still meet the standard ISEE income-means test and present a valid residence permit under Article 22(11) of the Immigration Act. INPS advises that previously rejected claims can be resubmitted for automatic re-examination through the online portal.
Until now, foreigners who had lost or not yet started a job—but were legally staying in Italy to look for work—were routinely denied the family benefits, even though many held the same tax and healthcare obligations as employees. Several courts (Trento, Torino, Monza) ruled in 2025 that the exclusion was discriminatory under EU law, prompting INPS to change course while it appeals to the Supreme Court.
For international employers the decision has direct HR implications. Assignees’ family members who transition from a work permit to a job-seeker permit after redundancy or project completion will retain access to key social benefits, reducing financial pressure and potential requests for corporate support. Global mobility teams should update assignment letters and cost projections accordingly, and inform affected employees that payments will be made “with reservation of claw-back” should the Cassation Court overturn the lower rulings.
Alongside these policy updates, employers and assignees who need hands-on visa support can turn to VisaHQ. The company’s Italy portal (https://www.visahq.com/italy/) streamlines the conversion from a standard work permit to a permesso di soggiorno per attesa occupazione, tracks renewals for dependants and flags documentation needed to keep AUU and Bonus Nido payments flowing, giving HR teams real-time visibility and compliance peace of mind.
The policy shift also signals broader convergence between immigration status and welfare entitlements in Italy, mirroring recent EU-level debates on equal treatment of mobile workers. Companies should review their internal guidance to ensure that benefit eligibility is assessed against the updated INPS list of valid permits and adjust payroll reporting to capture any AUU or Bonus Nido payments issued to foreign staff.
Practically, applicants must still meet the standard ISEE income-means test and present a valid residence permit under Article 22(11) of the Immigration Act. INPS advises that previously rejected claims can be resubmitted for automatic re-examination through the online portal.
