The Uni/Pdr 192:2026 practice, published last April, identifies 28 performance indicators through which the level achieved by the organization is assessed. The areas considered include welfare and flexibility, support for parenting, assistance for caregivers, economic and organizational measures for families and career continuity. The elements examined include, for example, the share of workers who take advantage of parental and paternity leave, policies that provide economic supplements during leave, the possible extension of periods of absence for fathers, the possibility of resorting to smart working and part-time, even for those who care for family members, and the existence of a budget intended for family welfare. Furthermore, to make the conciliation policy effective, the company management must identify a manager and an internal working group, responsible for following the introduction and continuous application of the envisaged measures.
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The required level of result is not identical for all companies, but changes depending on the number of employees. For companies with up to 49 employees, at least 50% satisfaction with at least one quantitative indicator is expected. For companies that have 50 or more workers, however, the threshold rises: at least 60% satisfaction with at least two quantitative indicators must be achieved. The other parameters can be qualitative, i.e. linked to the existence of specific company policies, or quantitative and measurable. Overall, each indicator contributes to the evaluation with a different weight, between 0.75 and 7.5 points.
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The benefit consists of a 1% reduction in social security contributions, with a maximum ceiling of 50 thousand euros for each company each year. Over the three years, the theoretical benefit can therefore reach a total of 150 thousand euros. For companies that manage to achieve certification as early as 2026, the relief takes effect from 28 June 2026, the date of entry into force of law 112/2026, which converted the decree of 1 May.
Resources, however, are not unlimited. The allocation amounts to 7 million euros for 2026 and 12 million for each of the years 2027 and 2028. If the requests exceed the available sums, the amount recognized to the beneficiaries may be reduced.
A decisive step is represented by the identification of the bodies authorized to certify companies, an operation that will be carried out by the deliberation committee of Accredia, the Italian accreditation body, with the first officially accredited bodies set to arrive starting this week. Some checks at the companies involved had already been started previously, precisely in view of completing the accreditation procedure.
Interested companies do not necessarily have to navigate the certification journey alone. In fact, there is also an accompanying program managed by Unioncamere and financed by the Department for Family Policies. The call makes non-repayable contributions available to provide free support services to companies that intend to obtain the certification. A share of 60% of the resources is reserved for SMEs. To access the assistance path, the company must submit its application through the Restart platform. The procedure also includes a self-assessment test, useful for preliminarily verifying the degree of maturity achieved in the policies for reconciling family life and work.
The advantage for businesses is not limited to the reduction of social security contributions. Possession of the certification can in fact represent an element of reward in accessing public incentives and contribute to strengthening the company's ability to attract and retain its employees. The new practice was born as a development of Uni/Pdr 125:2022 on gender equality, but introduces a system of indicators specifically focused on the conciliation between family responsibilities and work. Among the aspects valorized there is also space for assistance to non-self-sufficient family members, with the aim of pushing companies towards forms of corporate welfare that are more service-oriented.
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