Decreto Dignità 3 – Regime transitorio: maggiori difficoltà per proroghe e rinnovi
Con la pubblicazione in Gazzetta Ufficiale del nuovo Decreto Legge lo scorso 14 luglio, la nuova disciplina in materia di contratti di lavoro a tempo determinato riguarderà di certo i contratti stipulati successivamente alla predetta entrata in vigore ma, attenzione, anche i rinnovi e le proroghe dei contratti in corso alla medesima data.
La nuova disciplina non si applicherà ai contratti in essere con la pubblica amministrazione, per la quale resterà in vigore la vecchia normativa.
Sui due milioni di contratti a termine in questo momento attivi, si calcola che ottantamila superano già la durata di 24 mesi. La Ragioneria Generale dello Stato evidenzia che almeno il 10% di questi lavoratori non troverà altro impiego trascorsi i predetti 24 mesi. Morale della favola: circa 8 mila persone potrebbero restare senza lavoro.
In sintesi, sono a rischio i contratti a termine attualmente in essere in quanto alla scadenza sarà complicato puntare su un loro rinnovo. Infatti, in caso di rinnovo, il datore dovrà fornire una “causale” (anche se alla stipula non lo aveva fatto) e si esporrà di fatto al concreto rischio di affrontare un contenzioso, nonché versare un addendum contributivo pari allo 0,50% in più per ciascun rinnovo del contratto.
La tendenza potrebbe diventare quella di stipulare contratti a termine ex novo (con altri lavoratori), ancora privi di causale, di durata di 12 mesi, invece di procedere con i rinnovi di quelli in essere, ovvero di utilizzare altre tipologie contrattuali ma che riducono di fatto le tutele fornite ai lavoratori
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