# Due diligence checklist for selecting an Italian in-country partner

> A practical set of questions global EOR vendor managers should ask before signing an Italian in-country partner, grouped by risk area.

Choosing an Italian in-country partner (ICP) is a vendor decision with long consequences. Your customers will see the partner's errors as yours. Payroll mistakes, late filings and slow responses all land on your brand.

This checklist is built for partnership, operations and payroll managers. The questions are grouped by risk area. Ask them in writing. Keep the answers in your vendor file.

## Entity and accountability

Start with who you are actually contracting with.

- Which legal entity will sign the agreement, and which entity will employ the workers?
- Who are the directors and who is the named person responsible for compliance?
- Which insurance covers errors and omissions, and what does it exclude?
- What happens to your employees and data if the partner is sold or stops trading?
- Which subcontractors touch your workers' data or payroll, and are they named in the contract?

A partner who cannot answer these plainly is a partner you cannot audit.

## Employment and payroll accuracy

Italian payroll depends on the national collective agreement that applies to each role. Errors here are common and expensive.

- How do you choose the collective agreement for a new hire, and who signs off on that choice?
- How do you track changes to collective agreements and contribution rates?
- Can you show the source and the date for every rate in your payroll engine?
- Who reviews payslips before release, and what is the error rate you measure?
- How are corrections handled when a mistake is found after payment?
- How do you manage leave, severance accruals and year-end items so that they reconcile with your customer's ledger?

Ask for a sample payslip and a sample reconciliation file. Do not accept a description in place of a document.

## Social security and tax representation

- Who files with the social security and tax authorities on behalf of the employer, and under whose credentials?
- How do you evidence that each filing was made and accepted?
- What is your process when an authority sends a notice or opens a query?
- Who pays penalties if a filing is late because of the partner's delay?

The last question matters most. Many contracts leave it vague. Make the answer explicit.

## Immigration and relocation

If your customers hire non-EU talent, this section decides whether a start date holds.

- Do you handle work and residence permits in house or through a third party?
- How do you report case status, and how often?
- What do you do when an application is delayed or refused?
- Who supports the employee on arrival: registration, tax code, housing paperwork?

Ask for anonymised case timelines. They tell you more than a service brochure.

## Data, integration and security

- Will you exchange data through an API, files or manual email, and in which formats?
- Can you send payroll inputs and outputs in a structured, versioned specification?
- Where is data stored, and who can access it?
- How do you handle personal data requests and breach notification under EU rules?
- Which security certifications or independent audits can you share?
- How do you test changes before they reach production payroll?

Manual data exchange is the most common source of silent errors. A partner that offers a clean specification saves your team hours every cycle.

## Service and commercial terms

- Who is my named contact, and who covers when they are absent?
- What response times do you commit to, and what happens when you miss them?
- How is pricing structured, and which events trigger extra fees?
- How do you handle exits, including transfer of records and employee data?
- Can I speak with another global platform that uses you today?

## How to score the answers

Do not rely on a gut feeling. Score each area as clear, partial or missing. A clear answer comes with a document, a named owner and a process. A partial answer has only some of these. A missing answer has none.

Treat missing answers in entity, social security representation or data security as blockers. Treat missing answers elsewhere as items to fix in the contract.

Run a pilot before you commit volume. Pick a small set of real employees. Check the first payroll cycle line by line. Review how the partner handles the first correction. Their behaviour under a small problem predicts their behaviour under a large one.

Finally, ask what the partner will not do. Good partners have limits and state them. A supplier that says yes to everything has not understood the work.

Partnership teams that want to see how structured data exchange works with an Italian partner can request the data-exchange specification.

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Source: https://italyincountry.com/articles/due-diligence-checklist-italian-in-country-partner.html · 2026-10-27