Work Permit Quotas for Non-EU Hires in Italy in 2026

If you plan to hire a non-EU national to work in Italy, quotas may decide your timeline. Italy caps how many non-EU workers can enter each year under the flows decree. This article explains the 2026 numbers and what they mean for your hiring plan.

The decree behind the numbers  

The current framework is DPCM 02/10/2025. It covers the period 2026-28. Each year in that period has its own quota. This article looks at 2026 only.

The figures below come from a secondary source that reports the split of non-seasonal quotas. Check them against the official text before you commit to a plan.

2026 non-seasonal quotas  

The total for non-seasonal entries in 2026 is 43,300. The decree splits it into three groups:

• 25,000 for workers from countries covered by article 6, paragraph 2, letter a of the decree.
• 18,000 for workers from countries that have agreements with Italy.
• 300 for stateless persons and refugees.

The three groups add up to 43,300.

Notice how the quota is divided. Most of it goes to two groups. The first depends on the country list in the decree. The second depends on bilateral agreements. The third group is very small.

What we could not confirm  

The source we used does not give figures for seasonal work. It also does not give figures for entries outside the quota. We do not quote numbers for those categories. If your hire may fall into one of them, ask for the current official figures.

What this means for your hire  

Your candidate’s nationality matters. It decides which group of the quota applies. Before you make an offer, find out where the candidate holds citizenship. Then check whether that country appears in the decree’s list or in the agreements group.

A candidate from a country outside both groups may face a harder path. Do not assume a quota place exists just because the total looks large.

Quotas are also a shared pool. Many employers in Italy compete for the same places. A late application can find the allocation used up. Plan early and prepare documents before the application window opens.

The quota is only one step. After entry approval, the worker still needs a visa and, after arrival, a residence permit. Each step has its own paperwork and waiting time. Build slack into your start date.

Practical steps for US founders and HR teams  

1. Confirm the candidate’s citizenship and check it against the quota groups.
2. Ask whether the role fits the non-seasonal category.
3. Gather the employer and candidate documents early.
4. Set a realistic start date that allows for visa and permit steps.
5. Keep a fallback plan, such as hiring a candidate who already has the right to work in Italy.

Why an Employer of Record helps  

A US company usually has no Italian entity. That is a problem for work permit applications, which need an employer in Italy. An Employer of Record (EOR) can act as the Italian employer on paper. It handles the hiring, the payroll and the permit paperwork. You direct the daily work. The EOR carries the employer duties in Italy.

This does not remove the quota. A non-EU hire still needs a place under the decree. What an EOR changes is who submits the file and who answers to the Italian authorities. For a small team without local staff, that is often the difference between a hire that starts on time and one that stalls.

Bottom line  

Italy has 43,300 non-seasonal places for non-EU workers in 2026. Most sit in two groups, 25,000 and 18,000. A small share of 300 is set aside for stateless persons and refugees. Know which group your candidate falls into, apply early, and verify every figure with the official text.

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