In the infamous health emergency situation due to the spread of the Coronavirus, the Italian Government adopted a series of urgent restrictive measures to contain the epidemiological spread from Covid-2019.

In particular, Decree n.6, provided that, in order to "avoid the spread of COVID-19, in municipalities or areas where at least one person is positive for whom the source of transmission is unknown ... the competent authorities are required to take all measures of containment" and "among the measures may be taken" among others, the "closure of all commercial activities", the "closure or limitation of the activity of public offices", "suspension of work for companies": in a word, the suspension of all potential work activities (except for essential or essential public services) both in red areas where "outbreaks" have been identified and in "yellow" areas, i.e., areas at risk of spread (Lombardy, Veneto, Piedmont, Liguria, Trentino-Alto Adige, Friuli and Emilia Romagna).

This paralysis has led to the need to resort to "relocated" forms of work to reduce the impact of the suspension of activities, so much so that, with the subsequent Prime Ministerial Decree of 25/2/2020, the Government established that "the agile working method governed by Articles 18 to 23 of Law no. 81, is provisionally applicable, until 15 March 2020, for employers with registered or operational headquarters in the Regions of Emilia Romagna, Friuli Venezia Giulia, Lombardy, Piedmont, Veneto and Liguria, and for workers resident or domiciled there who work outside those territories, to all employment relationships, in compliance with the principles dictated by the aforementioned provisions, even in the absence of the individual agreements provided for therein".

Outside of government regulations, the further measures to be used to contain the negative consequences deriving from the suspension of work activities could consist of recourse to the Wages Guarantee Fund (Cassa Integrazione Guadagni) or the Wages Guarantee Fund (Fondi di Integrazione Salariale), provided that the conditions are met.

Another measure that could be used could be to place employees on vacation or have them take time off, provided, of course, that such measures are agreed upon and not imposed on employees.

Without claiming to be exhaustive, the above suggestions are merely food for thought while awaiting the desired return of the health emergency situation.