The State-Regions Agreement No. 59/CSR of 17 April 2025 sets out a specific employer training course, including minimum content and duration. The May 2027 date must be read in context: it is not a blanket extension for every business.
Who must take the course
The Agreement provides a course for employers, separate from the training required of people who perform the duties of the prevention and protection service. The employer course concerns organisational responsibilities under Legislative Decree 81/2008; it does not replace role- and risk-specific training.
The role depends on actual decision-making and spending powers, not only the person’s job title. Identify the employer for each organisational unit, then check any additional course requirements and previously earned credits against the Agreement and the Ministry’s FAQs.
- Employer course: minimum 16 hours.
- An employer who also acts as RSPP follows an additional, specific pathway.
- Contractors on construction sites should also check the duties under Article 97.
Course content and duration
The 16-hour course covers legal requirements, safety organisation and management, risk assessment and communication. The aim is to help employers turn rules into responsibilities, resources and prevention measures suited to their business.
An attendance certificate is not automatic: attendance, the final learning assessment, the training provider’s requirements and course records must comply with the Agreement. Ask for the programme, assessment method and credit information before enrolling.
What the May 2027 date actually means
The Agreement took effect on 19 May 2025, when it was published on the Ministry of Labour’s website. The 24-month transition period therefore ends on 19 May 2027.
This is not a general postponement allowing every employer to wait. Transitional rules concern courses started under previous provisions and specific cases. Distinguish a course already under way, a course not yet started and a request to recognise an earlier certificate; check the Ministry’s FAQs before relying on a credit.
How to organise training at work
List the employers and anyone who also acts as RSPP, collect existing certificates, and ask the provider to assess eligible credits in writing. Then schedule the course, final assessment and retention of the training records.
Plan early and connect the course to the risk assessment document and actual company risks. Keep evidence of roles, certificates and decisions together, and add future refresher training to the company calendar.
Four checks before enrolment
Start with the organisation chart and actual decision-making powers, especially where several sites or management levels are involved. Then collect certificates, dates, programmes and assessment records; do not assume that training for workers, managers or RSPPs automatically replaces the employer course.
Ask the provider to confirm any recognised credit, verify attendance and assessment requirements, and assign someone to retain the records. After the course, link the learning to responsibilities, checks and management of workplace changes.
- Identify employers by their actual role and powers.
- Verify credits before exempting anyone from the course.
- Check the programme, attendance, assessment and provider records.
- Connect training to the risk assessment and company controls.
Common mistakes about the 2027 deadline
Do not confuse the employer course with the specific pathway for an employer who also performs RSPP duties. Nor should an older certificate be accepted without checking its content, date, attendance and eligibility for credit.
Do not treat 19 May 2027 as a universal extension. Its effect depends on the individual case and transitional provisions. If training has not started, check the current Ministry guidance and schedule it rather than waiting until the deadline.