Employers across Italy raced against the clock this morning as the Interior Ministry unlocked its online portal for the 2026 Decreto Flussi “click day” dedicated to non-seasonal foreign workers. From 09:00 to 20:00, companies could transmit the electronic B-2020 application they had pre-loaded during the autumn pre-compilation window. The quota covers 75,000 positions – part of the 497,550 entries authorised for the 2026-2028 triennium – in industries ranging from manufacturing and logistics to hospitality and long-term care. (fanpage.it)
Only Italian employers (or their accredited associations) can file, and access is restricted to nationals of 34 partner countries including Albania, Bangladesh, India, Morocco and Ukraine, plus specific slots for UNHCR-recognised refugees. Applications are processed strictly in chronological order; in past years, the allocation disappeared within minutes, making technical readiness and high-speed connectivity crucial. (fanpage.it)
If employers or workers need help navigating the consular visa phase after a nulla osta is granted, VisaHQ can assist: through its Italy portal (https://www.visahq.com/italy/) the company provides step-by-step guidance, document checks and submission services that streamline embassy appointments and reduce the risk of delays.
![Italy Opens 2026 ‘Click Day’ for 75,000 Non-Seasonal Work Permits]()
The Interior Ministry again warned employers not to refresh browsers or log in from multiple devices to avoid being locked out. Successful submissions move to the Single Immigration Desk, which must issue the nulla osta within 60 days (20 days for seasonal work) or silence-assent applies. Once the permit is cleared, the worker must obtain an entry visa from the Italian consulate and finalise the residence permit after arrival.
Two more click days follow this week: 18 February for family-care workers (colf and badanti) and 9 February (already completed) for the tourism seasonal quota. Employers who miss today’s window will have to wait for the 2027 decree or recruit within the EU labour market.
For multinationals relocating staff to Italy, today’s rush underscores the importance of early workforce-planning, flawless IT set-ups and partnering with local immigration counsel. Companies that secure quota places now can onboard third-country talent in time for the summer peak, while latecomers risk severe staffing gaps.
Only Italian employers (or their accredited associations) can file, and access is restricted to nationals of 34 partner countries including Albania, Bangladesh, India, Morocco and Ukraine, plus specific slots for UNHCR-recognised refugees. Applications are processed strictly in chronological order; in past years, the allocation disappeared within minutes, making technical readiness and high-speed connectivity crucial. (fanpage.it)
If employers or workers need help navigating the consular visa phase after a nulla osta is granted, VisaHQ can assist: through its Italy portal (https://www.visahq.com/italy/) the company provides step-by-step guidance, document checks and submission services that streamline embassy appointments and reduce the risk of delays.
The Interior Ministry again warned employers not to refresh browsers or log in from multiple devices to avoid being locked out. Successful submissions move to the Single Immigration Desk, which must issue the nulla osta within 60 days (20 days for seasonal work) or silence-assent applies. Once the permit is cleared, the worker must obtain an entry visa from the Italian consulate and finalise the residence permit after arrival.
Two more click days follow this week: 18 February for family-care workers (colf and badanti) and 9 February (already completed) for the tourism seasonal quota. Employers who miss today’s window will have to wait for the 2027 decree or recruit within the EU labour market.
For multinationals relocating staff to Italy, today’s rush underscores the importance of early workforce-planning, flawless IT set-ups and partnering with local immigration counsel. Companies that secure quota places now can onboard third-country talent in time for the summer peak, while latecomers risk severe staffing gaps.
