For foreign companies operating in Italy, occupational health and safety training is not a generic HR activity. It is a legal duty directly connected to the Italian risk prevention system under Legislative Decree No. 81/2008 and, from 2025, to the new State-Regions Agreement of 17 April 2025 on the minimum duration and contents of health and safety training courses.

This article provides a practical overview for international employers, HR teams, HSE managers and country managers who need to understand which training courses are required in Italy, when they must be delivered, which delivery methods are allowed, and what documentation must be retained.

1. The legal framework for safety training in Italy

The main legal source is Legislative Decree No. 81/2008, the Italian Occupational Health and Safety Act. Article 37 requires the employer to ensure that each worker receives sufficient and adequate health and safety training. The training must cover both general prevention concepts and the specific risks connected to the worker’s duties, workplace and sector.

The State-Regions Agreement of 17 April 2025, adopted under Article 37(2) of Legislative Decree No. 81/2008, updates and harmonises the minimum duration, contents and delivery methods of many mandatory training courses. It covers workers, supervisors, managers, employers, RSPP and ASPP roles, safety coordinators, confined spaces and certain work equipment.

For foreign companies, the practical consequence is clear: if employees work in Italy, the company must verify whether its current training system is aligned with Italian requirements. Training completed abroad may be useful from an internal corporate perspective, but it does not automatically replace mandatory Italian training unless it is legally equivalent in content, duration, documentation and delivery requirements.

2. Who must receive health and safety training

Mandatory training in Italy applies to several categories of people involved in the company’s prevention system. The most relevant categories for an international business are:

• employees and workers, including new hires, temporary workers and workers assigned to specific tasks;
• supervisors, known in Italian as preposti, where a worker supervises or coordinates other workers;
• managers, known in Italian as dirigenti, where they organise, manage or implement employer directives;
• employers, including the specific employer training introduced by the 2025 Agreement;
• RSPP and ASPP, namely the Prevention and Protection Service Manager and Officers;
• employees appointed to emergency roles, such as fire wardens and first aid officers;
• operators of specific work equipment requiring particular training and practical authorisation.

The exact training plan must be defined according to the company’s risk assessment, organisational structure, workplace activities and the roles actually performed by employees. In Italy, training is not only based on job titles; it is also based on the real tasks and responsibilities assigned to each person.

3. Worker training: general and specific training

Worker training is divided into two main components: general training and specific training.

General training has a minimum duration of 4 hours and covers the basic concepts of health and safety, such as hazard, risk, damage, prevention, protection, company prevention organisation, rights and duties of the different company roles, and the role of inspection and assistance bodies. Under the 2025 State-Regions Agreement, general training is recognised as a permanent training credit.

Specific training depends on the risks identified in the risk assessment and on the sector risk class. It must address the actual risks connected to the worker’s tasks, the work environment and the prevention and protection measures adopted by the employer.

Minimum duration for worker training

The risk class is based on the macro-categories and ATECO references identified by the Agreement, but the employer must always check whether the actual tasks expose workers to higher risks. For example, a company classified as low risk may still have workers who perform tasks requiring a higher level of specific training.

Specific training must be updated whenever there are changes in the risk assessment, changes in tasks, introduction of new equipment, new technologies, new dangerous substances or mixtures, or when the effectiveness of previous training proves insufficient. In any case, worker training must be updated at least every five years with a minimum duration of 6 hours.

4. Training for supervisors (preposti)

The supervisor, or preposto, is one of the most important roles in the Italian safety system. This figure supervises work activities and ensures that workers comply with safety instructions, procedures and correct use of equipment and personal protective equipment.

The 2025 State-Regions Agreement confirms that the supervisor training course is accessible only after completion of worker general and specific training. The minimum duration of the supervisor course is 12 hours.

The course covers the role and duties of the supervisor under Article 19 of Legislative Decree No. 81/2008, relationships with other safety roles, supervision and control functions, communication with workers, interruption of unsafe activities, reporting duties, risk assessment outcomes, DUVRI and contractor-related risks where relevant.

Supervisor training is particularly important for foreign companies because the Italian concept of preposto may not correspond exactly to a foreign job title. A team leader, shift leader, site coordinator or department manager may be considered a supervisor if they actually oversee the work of others.

The refresher training for supervisors must be completed every two years, with a minimum duration of 6 hours, and also whenever changes in risks or work organisation make it necessary. Under the 2025 Agreement, e-learning is not allowed for supervisor training or supervisor refresher training.

5. Training for managers (dirigenti)

In the Italian safety system, a manager, or dirigente, is not simply a person with a managerial title. The role is linked to the power to organise, manage and implement the employer’s directives. Where a person performs these functions, specific manager training may be required.

The 2025 State-Regions Agreement sets a minimum duration of 12 hours for manager training. The course is designed to provide organisational and management skills in health and safety, including the legislative system, roles and responsibilities, delegation of functions, civil and criminal liability, inspection bodies, risk prevention processes, emergency organisation, consultation of workers’ safety representatives and communication with the prevention system.

Manager refresher training must be completed every five years with a minimum duration of 6 hours. It should focus on relevant legal, technical and organisational updates rather than simply repeating the initial course.

6. Employer training

The 2025 State-Regions Agreement introduced a specific training course for employers. This is relevant for companies operating in Italy because the employer is the central figure responsible for organising the prevention system and ensuring compliance with non-delegable duties.

The minimum duration of the employer training course is 16 hours. The course is intended to provide legal, organisational and management skills necessary to exercise the employer’s role in a prevention-oriented way.

Where the employer of a construction contractor must also meet specific requirements related to construction sites, the Agreement provides an additional construction module. Employer refresher training is required every five years with a minimum duration of 6 hours.

7. RSPP and ASPP training

The Prevention and Protection Service must include a Prevention and Protection Service Manager (RSPP) and, where necessary, Prevention and Protection Service Officers (ASPP). Their training requirements are linked to Article 32 of Legislative Decree No. 81/2008 and are included in the 2025 State-Regions Agreement.

RSPP and ASPP training is more technical than standard worker or manager training and depends on the modules required for the role and sector. The Agreement also provides for mandatory refresher training every five years: 40 hours for RSPP and 20 hours for ASPP.

Foreign companies often appoint an external RSPP to ensure technical compliance with Italian law. This may be appropriate, but the appointment of an external RSPP does not remove the employer’s own legal responsibilities.

8. Emergency training: fire safety and first aid

Employers must appoint workers responsible for emergency measures, including fire prevention and first aid, according to Articles 43, 45 and 46 of Legislative Decree No. 81/2008.

Fire safety training is regulated by Ministerial Decree 2 September 2021, which defines training paths according to the fire risk level of the activity. First aid training is regulated by Ministerial Decree No. 388/2003, which classifies companies into groups and requires theoretical and practical training for appointed first aid officers.

For business planning purposes, companies should ensure that emergency appointees are formally designated, trained according to the applicable risk level or company group, and periodically updated. Appointment letters, attendance records and certificates should be retained as part of the company’s safety documentation.

9. Training for equipment, high-risk activities and specific risks

Some activities require additional training or qualification beyond standard worker training. This may include the use of specific work equipment under Article 73 of Legislative Decree No. 81/2008, work in confined spaces, work at height, use of PPE belonging to specific categories, chemical risk, manual handling, electrical risk or other risks identified in the DVR.

The 2025 State-Regions Agreement includes training paths and refresher rules for certain equipment and confined spaces. In practice, the employer must check whether a worker’s task requires specific authorisation, practical training or refresher courses before the activity starts.

10. When training must be delivered

Training must not be treated as an administrative formality to be completed at some later stage. Article 37 of Legislative Decree No. 81/2008 requires training in key moments of the employment relationship and work organisation, including:

• at the start of employment or before the worker is assigned to tasks involving risk;
• when the worker is transferred or changes duties;
• when new work equipment, technologies, dangerous substances or mixtures are introduced;
• when the risk assessment changes or new risks emerge;
• periodically, according to the refresher frequencies required for each role.

For foreign companies, this means that onboarding processes in Italy should include a specific health and safety training check. The training plan should be aligned with the worker’s actual duties, not only with the employment contract or international job description.

11. Delivery methods allowed in Italy

The 2025 State-Regions Agreement regulates which delivery methods are allowed for each course. In general, physical attendance and synchronous videoconference are allowed for many courses, but e-learning is subject to specific limitations.

For example, worker general training may be delivered by e-learning, while worker specific training may be delivered by e-learning only within the limits set by the Agreement. Supervisor training and supervisor refresher training cannot be delivered by e-learning. Training for certain practical or high-risk activities also requires in-person components and practical exercises.

This is an important compliance point. An online corporate platform may be useful, but not every mandatory Italian safety course can be delivered through asynchronous e-learning. Companies should verify the legal admissibility of the delivery method before assigning courses to employees.

12. Language, foreign workers and evidence of understanding

Where training involves foreign workers, the 2025 State-Regions Agreement requires verification that participants understand the language used in the course. Training must be delivered in a way that ensures real understanding of the contents, for example through translation support or intercultural mediation where necessary.

For international companies, this point is crucial. Providing training in Italian to employees who do not understand Italian may expose the company to compliance issues. Conversely, providing training in English can be appropriate where the workforce understands English and the course meets Italian legal requirements in terms of content, duration, verification and documentation.

13. Documentation and traceability

Training compliance must be documented. Companies should retain evidence such as:

• training needs analysis linked to roles and risk assessment;
• course programme and legal reference;
• attendance records and participant identification;
• final learning test or verification where required;
• certificates with date, duration, subject and provider details;
• records of refresher deadlines and expiry dates;
• evidence that the chosen delivery method was legally allowed.

A structured training register is often essential during inspections, audits, due diligence activities and post-incident investigations. For companies with multiple sites in Italy, centralised digital tracking can significantly reduce the risk of expired or missing training.

14. Common mistakes made by foreign companies

• Assuming that global HSE training automatically satisfies Italian legal requirements.
• Using the same training module for all employees without considering role, task and risk class.
• Failing to identify supervisors because the Italian preposto role does not match internal job titles.
• Using e-learning where Italian rules require classroom, synchronous or practical training.
• Forgetting refresher deadlines, especially the two-year refresher for supervisors.
• Providing training in a language that workers do not adequately understand.
• Not retaining sufficient evidence of course content, attendance, tests and certificates.
• Treating training as separate from the DVR and the company’s actual risk assessment.

15. Practical compliance checklist

A foreign company operating in Italy should verify at least the following points:

• Has the Italian DVR identified the risks connected to each role and task?
• Have workers received both general and specific training according to the applicable risk class?
• Have supervisors, managers and employers received the correct role-based training?
• Are emergency team members appointed and trained?
• Are RSPP, ASPP and other technical roles trained and updated?
• Are delivery methods compliant with the 2025 State-Regions Agreement?
• Are foreign workers trained in a language they understand?
• Is there a reliable system to monitor certificates and refresher deadlines?

FAQ

Is safety training mandatory for all employees in Italy?

Yes. Each worker must receive sufficient and adequate health and safety training. The content and duration depend on the general training requirement, the specific risks of the role and the company’s risk class.

Can we use our global corporate HSE training instead of Italian training?

Not automatically. Corporate training may be useful, but it must be checked against Italian legal requirements for content, duration, delivery method, language, verification and documentation.

What is the minimum training duration for workers?

The minimum total duration is 8 hours for low-risk sectors, 12 hours for medium-risk sectors and 16 hours for high-risk sectors. These totals include 4 hours of general training plus specific training of 4, 8 or 12 hours.

How often must worker training be updated?

Worker refresher training must be completed at least every five years with a minimum duration of 6 hours. Additional training may be required when risks, duties, equipment or technologies change.

Is supervisor training mandatory?

Yes, when a person acts as a supervisor under Italian law. The minimum duration is 12 hours, after completion of worker training. The refresher course is required every two years for at least 6 hours.

Can supervisor training be delivered by e-learning?

No. Under the 2025 State-Regions Agreement, supervisor training and refresher training cannot be delivered by asynchronous e-learning.

Do managers need safety training in Italy?

Yes, where they perform the role of dirigente under Italian law. The minimum duration is 12 hours, with refresher training every five years for at least 6 hours.

Does the employer need training?

Yes. The 2025 State-Regions Agreement provides employer training with a minimum duration of 16 hours and refresher training every five years.

Can safety training be delivered in English?

Yes, provided that workers understand English and the course meets Italian requirements. For foreign workers, understanding of the course language must be verified.

What documents should be kept?

Companies should keep course programmes, attendance records, tests or verification results, certificates, provider details and a training register showing expiry dates and refresher deadlines.

Who checks safety training compliance?

Compliance may be checked by inspection authorities, including the competent health and safety authorities and labour inspection bodies, and may also be reviewed during audits, due diligence or after accidents.

What should a company do first?

Start from the Italian risk assessment, map each role and task, identify mandatory training needs, check existing certificates and build a training plan with clear deadlines.

Mandatory health and safety training in Italy is a structured compliance requirement, not a generic awareness activity. The training system must reflect the company’s risk assessment, the worker’s role, the duties actually performed and the legal requirements introduced by Legislative Decree No. 81/2008 and the State-Regions Agreement of 17 April 2025.

For foreign companies, the safest approach is to integrate Italian mandatory training into the local onboarding and compliance process, while maintaining clear documentation and a reliable monitoring system for updates and expiry dates. This helps the company demonstrate compliance and supports a more effective prevention culture across its Italian operations.