Direct answer: yes, when a receipt proves that the application was filed and the conditions of Article 5(9-bis) TUI are met. The right ends if the application is refused or the authority notifies an obstacle. Give the employer copies of the receipt and ID, verify the mandatory employment filing and keep the evidence. Apply the 2025/2026 amendment to the individual case. Sources: Article 5(9-bis) TUI and Portale Integrazione Migranti, 13 May 2026.
Who this applies to: An employer hiring someone with a regular pending issuance or conversion application who must verify the receipt.
Practical steps: 1) check the application type and pending status on the receipt; 2) give the employer the receipt, identity document and previous permit and have eligibility checked before hiring; 3) have the mandatory employment notice filed with the application details; 4) keep the contract, receipt and notice and do not start if the office says that the document does not authorize work.
Documents to keep: receipt with identifier, ID, tax code, proof of application and filing data.
Verifiable timing and costs: Work is possible only under Article 5(9-bis) conditions; it is not a blanket authorisation.
Exceptions and special cases: An illegible receipt, refused application or entry without a valid basis requires checking before hiring.
If the procedure stalls: If the employer doubts the receipt, keep the refusal and seek official verification; do not substitute a declaration.
Practical example: The employer checks the receipt and ID, keeps copies and files the mandatory notice after verification.