In addition to legal sources, individual agreements and collective agreements play a key role in regulating labour relations. In recent times, collective agreements at the enterprise level have applied more widely and more widely in Italy because of two main factors: a national collective agreement applies to any company that is part of a employers` organisation that has signed the collective agreement as well as to other employers who voluntarily apply the collective agreement of the sector concerned (in fact, almost all companies). Some clauses in collective agreements apply by law (for example. B minimum wage). There is no mechanism to extend collective agreements to workers who are not directly affected. However, courts will often refer to the minimum wages in the applicable sectoral collective agreement in individual cases where they will have to judge whether the remuneration is in accordance with the constitutional requirement that remuneration “corresponds to the quality and quantity of their work.” At the enterprise level, the negotiations will examine, among other things, mechanisms to increase productivity and promote innovation and spread the benefits of increased productivity. A survey conducted by ISTAT for the period 2012-2013 showed that the most frequently discussed issues at the enterprise level were: fixed wages (61.1%); results-based bonuses (58.9%); Organization of work and work (50.7%); vocational training (44.6%); Social benefits (welfare) 38.5%; crisis management (31.9%); types of employment contracts (25.3%); Relations with trade unions and trade union rights (24.7%); Note (22.8%); 19] The Collective Dismissals Act 223/1991 provides for special procedures for information and negotiation with trade unions before contracts are terminated, as well as special allowances for workers to be dismissed, in accordance with EU guidelines. In order to avoid legislative intervention to restrict the freedom of collective agreements, trade unions are classified as unrecognized associations in the field of private law. In addition, the agreement prohibits the subcontracting of these activities and stipulates that the contractor must use its own means and instruments of production, thus introducing a criterion for awarding work similar to the legal provisions of the law until 2003 (Law 1369/60, replaced by Law 276/2003 – the Biagi Reform). Yes, yes. The right to minimum leave is four weeks per year, but collective agreements may also provide for additional leave agreements.