Italy Work Visa 2026: Decreto Flussi Quotas and Employer Sponsorship

Turkish citizens wishing to work for an employer in Italy generally need to obtain a work permit and a national work visa before traveling to Italy. An Italian work visa is not granted solely based on the applicant's professional qualifications or financial situation. The process usually involves an employer, whether a natural or legal person operating in Italy, submitting a concrete job offer and initiating the work permit process on behalf of the foreign employee.

Therefore, in the system commonly referred to as "employer sponsorship," the actual application is made not by the foreign employee, but by the employer in Italy. The essential document that the employer must obtain is the work permit, known as "Nulla Osta al lavoro." Without a Nulla Osta, except in exceptional categories, the employee cannot obtain an Italian work visa by applying directly to the consulate.

Italy accepts a significant portion of its workforce from outside the European Union through a quota system called "Decreto Flussi". The 2026 quotas were set by a Decree of the Council of Ministers dated October 2, 2025, covering the period 2026-2028. However, there are also ways to work outside the quota system for EU Blue Card holders, intra-company transfers, scientific research, certain healthcare professionals, and some specific occupational groups.

What is an Italian Work Visa?

An Italian work visa is a national D-type visa that allows a non-EU citizen to enter Italy to work for an employer. The visa is not the same as a work permit. First, the Italian employer must obtain a work permit, and then the employee must apply for a visa from the competent Italian diplomatic mission in their country of residence.

The process doesn't end after the employee enters Italy. Within eight days of entering Italy, an application for a residence and work permit must be submitted. Therefore, the system consists of three main stages: a work permit application by the employer, a consular visa application by the employee, and a residence permit application after entry into Italy. (Migration and Home Affairs)

It is legally impossible to start working in Italy with a tourist or business Schengen visa. While a tourist visa may allow for job interviews or participation in certain business meetings, it does not grant the right to actually work for pay in Italy. Working with a visa that does not grant the right to work can have administrative and criminal consequences for both the employee and the employer.

What is Decreto Flussi?

Decreto Flussi is a quota system in Italy that regulates the number of seasonal, non-seasonal, and freelance foreign workers that the country will accept from outside the European Union, as well as the sectors and application schedule.

A total entry quota of 164,850 people has been set for 2026. Of this total, 76,200 are allocated to non-seasonal bonded employment, 88,000 to seasonal employment, and 650 to freelance employment applications. The total quota for 2027 is set at 165,850, and for 2028 at 166,850 people.

The existence of a quota does not guarantee acceptance of an application. Applications must be relevant to the sector, the applicant's nationality, the employer's financial capacity, the terms of the employment contract, and the timeliness of the application. Since applications within the quota are evaluated in chronological order, some categories may receive significantly more applications than the available number, and quotas may be filled quickly.

Which sectors will be able to import workers in 2026?

The non-seasonal work quotas for 2026 cover a wide range of sectors including agriculture, forestry and fishing, food and beverage industry, textiles, clothing and footwear production, metal and metal products industry, other manufacturing activities, construction, wholesale and retail trade, hospitality and restaurant services, tourism, transportation, logistics, warehousing, business support services, personal services, health and social assistance.

Seasonal work permits are primarily regulated for the agriculture and tourism sectors. This includes harvesting, crop gathering, and seasonal production work in the agricultural sector, as well as the labor needs that arise during specific seasons in hotels, restaurants, and tourist facilities.

A residence permit obtained through a seasonal employment contract is not the same as a regular permanent work permit. The employee must work only during the permitted period and in the specified sector. However, there are special regulations allowing individuals who have worked seasonally in Italy at least once in the last five years to apply for a multi-year seasonal work permit. A quota of 5,000 people has been allocated for this category in 2026.

2026 Decreto Flussi Application Dates

The pre-completion process for 2026 applications took place between October 23 and December 7, 2025. Different "click day" dates were set for submitting applications depending on the category.

Applications for seasonal work in the agricultural sector will be accepted starting at 09:00 on January 12, 2026; for seasonal work in the tourism sector on February 9, 2026; for general non-seasonal dependent work on February 16, 2026; and for family assistance services on February 18, 2026. (Integration Migrant)

Even though the Click Day dates have passed, applications can still be submitted until December 31, 2026, provided there is space available in the relevant quota. However, in practice, applications are chronologically ordered during Click Day, so late applications risk not being included in the quota. The system receiving an application does not necessarily mean that a quota has been allocated or a work permit will be granted. (Integration Migrant)

Can Turkish citizens apply under the Decreto Flussi scheme?

The 2026-2028 Decree lists the countries that can benefit from general seasonal and non-seasonal work quotas by name. This list includes numerous countries, including Albania, Algeria, Bangladesh, Bosnia and Herzegovina, South Korea, Egypt, the Philippines, Georgia, India, Japan, Morocco, Pakistan, Serbia, Sri Lanka, Tunisia, and Ukraine. Turkey was not explicitly included in this list as of the date the Decree was published.

This does not mean that Turkish citizens cannot obtain an Italian work visa under any circumstances. However, it should not be assumed that Turkish citizens can only benefit from seasonal or non-seasonal quotas allocated to the countries listed in the general Decreto Flussi declaration.

The decree also provides separate quotas for citizens of countries with which a new migration cooperation agreement will enter into force between 2026-2028. Whether Türkiye can be considered within this scope should be checked based on the current agreements and ministry practices at the time of application.

In addition, there may be different application opportunities outside the citizenship list for family care services, highly skilled work, EU Blue Card, healthcare personnel, scientific researchers, intra-company transfers, and other non-quota categories. Therefore, for Turkish employees, it is primarily necessary to determine the nature of the work and the legal category that can be used.

How to Become an Employer Sponsor?

For an Italian work visa, it is not sufficient for the employer to simply prepare an invitation letter. The employer must submit an electronic application to the Sportello Unico per l'Immigrazione unit within the Prefettura (Province of Immigration) in the province where the work will take place. The application can be submitted by the employer, authorized professional, or employer organization via the ALI Service Portal of the Ministry of Internal Affairs (Migration and Home Affairs)

The employer's application must specify the type of employment relationship to be established, the job description, the duration of employment, the applicable collective bargaining agreement, salary, workplace, the employee's identification information, and accommodation conditions. The employer also undertakes to cover the employee's repatriation expenses if necessary.

The offered wage must not be lower than the wage stipulated in the national collective bargaining agreement applicable in the relevant sector. The employment relationship must be genuine, compatible with the employer's field of activity, and the employer must have the economic capacity to meet wage and social security obligations.

Employer's Economic Capability and Asseverazione

The employer must demonstrate that it has the real and financial capacity to employ foreign workers. The company's turnover, number of employees, tax and social security status, field of activity, the number of foreign workers applied for, and labor needs are all considered together.

Applications usually require the submission of a certificate of suitability called an "asseverazione". This document verifies, by an authorized professional or employers' organization, that the employer's financial capacity, the terms of the contract to be applied, the workforce needs, and the legal requirements are met.

Assertion can be carried out by employment consultants authorized under labor law legislation, as well as lawyers and financial advisors who meet the necessary notification requirements. Authorized employer organizations can also conduct this review on behalf of their members. (Integration Migrants)

Applications from newly established companies with no income or those seeking to bring in a large number of foreign workers unrelated to their field of activity may be subject to special scrutiny. The fact that a company appears to have been established solely for the purpose of obtaining work permits may raise suspicions of a fraudulent or collusive employment relationship.

First, the labor market in Italy is examined

In general applications for non-seasonal work, the employer must check with the competent Centro per l'Impiego (Italian Employment Agency) whether a suitable employee capable of performing the same job exists in Italy before requesting Nulla Osta (non-seasonal work) for the employee working abroad.

The employer notifies the employment agency of the required personnel's qualifications. If a suitable candidate cannot be found, if the submitted candidate is unsuitable for the job, or if the candidate fails to attend the interview without a valid reason, the process of bringing in workers from abroad may continue. A document or employer statement confirming this verification is added to the Nulla Osta file.

The aim of this system is primarily to assess the workforce legally present in Italy. However, different rules may apply to seasonal work, certain specific occupations, and categories outside the quota specified in the legislation.

Nulla Osta Process

Once the application is accepted, Sportello Unico per l'Immigrazione examines the employer's qualifications, contract terms, and accommodation documents. Questura, on the other hand, assesses whether there are any public order or security concerns for both the foreign employee and the employer.

If the relevant conditions are met, a Nulla Osta (work permit) is issued electronically and sent to the Italian consulate where the visa application process will be handled. The work permit must generally be used within six months of its issuance date. (Migration and Home Affairs)

In 2026, the employer's active role in the visa process continues. After the consular review of the employee's application is completed, the employer receives an electronic notification to confirm their continued intention to hire. If the employer does not confirm their hiring request within 15 days, the Nulla Osta (Integration Migrant)

Work Visa Application from Türkiye

After receiving the Nulla Osta (no visa), the employee must apply for a national D-type work visa through the competent Italian diplomatic mission in Türkiye, depending on their place of residence. The application must be submitted in person by the employee.

The application file generally includes a national visa application form, a biometric photograph, a valid passport, a Nulla Osta (certificate of non-compliance), documents relating to the employment contract, and documents showing the arrangement of accommodation in Italy. Depending on the applicant's professional qualifications or the nature of the application, the consulate may request diplomas, certificates, criminal records, civil registry records, or additional employer documents.

Obtaining a "Null Osta" (null and ova) does not guarantee visa approval. The consulate may reject the application due to a forged employment contract, the employer's cessation of employment, security issues, document discrepancies, or failure to meet visa requirements.

Entry and Residence Permit to Italy

A person who obtains a work visa must complete the necessary procedures with Sportello Unico per l'Immigrazione within eight days of entering Italy. A residence contract called "contratto di soggiorno" is signed between the worker and the employer, and an application for a work-related residence permit is submitted. (Integration Migranti)

A residency agreement differs from an employment contract. It includes the employer's commitments to provide suitable accommodation and to cover deportation costs if necessary.

In fixed-term employment contracts, residence permits are generally issued for a maximum of one year, while in indefinite-term contracts, they are issued for up to two years. The duration of the permit is linked to the employment contract and the work permit. (Migration and Home Affairs)

Does the session end immediately if someone is dismissed from their job?

The termination of an employment relationship does not automatically invalidate the work permit on the same day. A foreigner who loses or leaves their job may register on the job seeker list for the remainder of their leave, and under certain conditions, for a maximum of 12 months.

When an employee finds a new job, the change of employer and mandatory notification procedures must be completed. Seasonal work permits, however, have more restrictive rules and may not grant holders access to general unemployment benefits. (Migration and Home Affairs)

Job Opportunities in Italy Outside of the Quota

Not every work application is subject to the Decreto Flussi quota. EU Blue Card applications for highly qualified workers are evaluated outside the general quota system. In this category, the employer still needs to apply through Sportello Unico; however, click day and annual worker quotas are not required. (Migration and Home Affairs)

Employment of foreign nurses in public or private healthcare institutions is also possible outside the quota under certain conditions. In this case, recognition of the diploma and professional qualifications in Italy, professional registration, and fulfillment of necessary language requirements are required. (Integration Migranti)

Different exemption procedures may also apply to scientific researchers, university lecturers, internally transferred managers and specialists, professional athletes, artists, translators, and individuals working in certain specialized roles.

Additionally, between 2025 and 2028, there is an opportunity for 10,000 experimental, non-quota-based entries annually for foreigners providing care services to people over 80, people with disabilities, and children under six years of age. These applications must be made through an authorized employment agency or relevant employer organization, not directly by individual employers. (Integration Migrant)

What to Watch Out For Regarding Fraudulent Job Offers

An Italian work visa is not a permit that can be purchased by the employee. It requires the employer to have a genuine business, a real need for labor, and a legally valid employment contract.

Be wary of individuals offering guaranteed visas, ready-made employment contracts, or quota sales in exchange for large sums of money. Even the presence of a Nulla Osta document alone does not guarantee the security of the transaction. The document must be verified to include the employer's name, application number, workplace, role, salary, and its status in the electronic system.

If forged documents or a collusive employment relationship are detected, Nulla Osta, visas, and residence permits may be revoked. Furthermore, legal action may be taken against both the employee and the employer for migrant smuggling, forgery, fraud, or illegal employment.

Conclusion

The Italian work visa process in 2026 is a multi-stage process that mostly requires an Italian employer to apply for a Nulla Osta (permit) on behalf of the foreign employee. It is not sufficient for the employee to simply have found a job in Italy or received an invitation letter from an employer.

A total quota of 164,850 people has been set for 2026; 76,200 of these are reserved for non-seasonal bonded employment, 88,000 for seasonal employment, and 650 for freelance employment. Applications are evaluated based on sector, citizenship, employer qualifications, and quota status.

Since Turkey is not on the open list of countries eligible for general seasonal and non-seasonal worker quotas for 2026, the application category for Turkish citizens must be determined with particular care. Family assistance services, EU Blue Card, healthcare personnel, researchers, intra-company transfers, or other non-quota employment avenues may be more suitable depending on the specific circumstances.

For a successful process, it is necessary to document the employer's economic sufficiency, conduct a labor market check in Italy, prepare a genuine and legally compliant employment contract, obtain Nulla Osta (certificate of non-compliance), and complete the consular visa and residence permit procedures after entry into Italy within the specified timeframes.