# Union Overturns Firing of Woman Held Captive by Ex-Partner CGIL union secures reinstatement and compensation after an employee was fired for forced absence. - **Source:** [Il Fatto Quotidiano](https://www.ilfattoquotidiano.it) - **Published:** 2026-11-11 - **Topic:** [politics](https://brifing.si/c/politics) - **Original article:** - **On Brifing:** https://brifing.si/s/3295daaa-4d2f-407a-bfa0-83a5a8d8950c ## Unjust Termination Reversed A Milan-based administrative employee was fired for unjustified absence after being held captive by her former partner. The perpetrator used physical violence to prevent her from reaching her workplace. Following intervention by the CGIL union and its Women’s Center, the company officially annulled the dismissal, recognizing the illegitimacy of the disciplinary action taken. ## Escalating Domestic Violence The victim had been subjected to persistent stalking and violent behavior by her ex-partner for an extended period. These actions eventually escalated into total deprivation of personal liberty. By physically confining her to her home, the aggressor effectively stripped the woman of her ability to exercise autonomy and attend her professional duties. ## Communication Under Duress Despite the severe constraints, the employee attempted to notify her employer as soon as she regained access to her telephone. Reports indicate that the aggressor even issued direct threats to the company supervisor. Despite these clear signs of duress, the firm proceeded with a disciplinary process, ultimately firing her for cause. ## Union Legal Argument The CGIL contested the firing on both legal and labor grounds, arguing that the absence was entirely involuntary. They maintained that the performance of work duties became impossible due to external circumstances beyond the employee's control. Consequently, the union asserted that the dismissal lacked any valid justification under existing labor statutes. ## Gender Discrimination Claim The union further classified the termination as a form of direct gender-based discrimination. This characterization highlights a violation of the protections established by the Workers' Statute. By framing the firing as discriminatory, the CGIL challenged the company's disregard for the specific vulnerabilities faced by the victim during her period of confinement. ## Conciliation and Settlement The formal challenge led the company to reconsider its position during a conciliation meeting. The resulting agreement acknowledged the illegitimacy of the dismissal and provided financial compensation for the damages the woman suffered. This resolution serves as a formal admission that the company's initial disciplinary measures were legally and ethically flawed. ## Broader Political Implications Elena Bettoni, head of the CGIL Milan Women’s Center, emphasized that the agreement extends beyond a simple legal settlement. She noted that the outcome carries significant political and union value, signaling a firm stance against workplace policies that fail to account for the realities of domestic violence and gender-based abuse. ## Setting a Precedent This case underscores the critical role of unions in protecting employees from punitive actions stemming from personal crises. By securing both reinstatement and financial restitution, the CGIL has established a vital precedent for how companies should handle absences caused by criminal acts against their staff, prioritizing human rights over rigid disciplinary protocols. ## Sources covering this story - https://www.ilfattoquotidiano.it/2026/11/11/undefined-75/8568808/ — --- _Summary written by Brifing from the original reporting. Copyright in the original article belongs to its publisher; read the full piece at the link above._