Fired 27 days after the wedding, the company: "We didn't know about the wedding".

An Italian administrative worker was reinstated after being dismissed just 27 days following her marriage, according to a ruling by the Labour Court in Verona. The court ruled that the company’s dismissal was invalid because it failed to account for the legal protections afforded to employees who marry during specific periods of employment. The woman, an administrative employee based in Casoli, Abruzzo, had worked with the firm since December 2019, transitioning to permanent status in February 2020. She was employed part-time at the local branch. On June 18, 2025, the company informed her that the branch would close and proposed a transfer to its main office in Povegliano Veronese, maintaining the same position, pay grade, and salary. Ten days later, on June 28, she married and submitted a formal request for maternity leave on July 7. The company, having not received a response to its transfer proposal, issued a notice of termination on July 22, delivering it to the employee on July 25, exactly 27 days after her wedding. The company defended its actions, asserting that it was unaware of the marriage and that the decision was solely based on organizational restructuring. However, the Verona Labour Court rejected this argument. According to the court's ruling, which was published on June 12, the law provides automatic protection for female workers who get married within a specific timeframe after requesting their marital leave. This protection applies regardless of whether the employer was aware of the marriage. The court clarified that while the closure of a business unit could constitute grounds for termination, it does not override the statutory rights granted to newlyweds during this period. The court found that the company’s claim of organizational restructuring did not justify the dismissal, especially given the timing of the termination relative to the employee’s marriage. It further stated that the company’s lack of knowledge regarding the marriage did not negate the legal safeguards in place. As a result, the court declared the termination null and void, ordering the immediate reinstatement of the employee. In addition to reinstatement, the court mandated that the employee receive compensation equivalent to five months of wages from the date of termination until her return to work. The ruling also included provisions for the payment of related social security contributions. The employee will be entitled to these benefits upon her resumption of duties. The case highlights the importance of adhering to labor laws that protect the rights of employees during personal milestones such as marriage. Legal experts have noted that while companies may attempt to justify dismissals through internal restructuring, such measures must comply with established legal frameworks. In this instance, the court made it clear that personal life events, particularly marriage, take precedence over operational decisions when they fall under legally protected timeframes. The outcome serves as a precedent for similar cases involving employees whose marriages occur shortly before or after their employment tenure.