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Article 32, ‘Time-limits and provisions relating to fixed‑term employment contracts’, of Law No 183 of 4 November 2010 (GURI No 262 of 9 November 2010, Ordinary Supplement) (‘Law No 183/2010’), provides: ‘1. Articles 6(1) and (2) of Law No 604 of 15 July 1966 [on individual dismissals, GURI No 195 of 6 August 1966, “Law No 604/1966”] shall be replaced by the following: Dismissal must be contested, on pain of being time‑barred, within 60 days of receipt of written notification of the dismissal, or of notification, also in writing, of the grounds, if not contemporaneous, by any written document, including extrajudicial document, capable of communicating the intention of the employee, including through the intervention of a trade union organisation, to contest the dismissal itself. The contestation shall be ineffective if it is not followed, within a following period of 270 days, by the lodging of an action with the registry of the judicial body acting as a labour court or by the notification to the other party to the proceedings of a request for an attempt at conciliation or arbitration, without prejudice to the possibility of producing new documents drawn up after the action was lodged. If the conciliation or arbitration requested is refused or the agreement necessary for the relevant implementation is not reached, the action must be lodged, on pain of being time-barred, within 60 days of the refusal or failure to reach agreement. 2. The provisions set out in Article 6 of [Law No 604/1966], as amended by paragraph 1 of the present article, shall apply also to all cases of invalidity of dismissal. 3. The provisions set out in Article 6 of [Law No 604/1966], as amended by paragraph 1 of the present article, shall further apply to: (a) dismissals which require the resolution of issues relating to the classification of the employment relationship or the lawfulness of the time-limit placed on the contract; … (d) an action for a declaration of nullity of the time-limit placed on the employment contract within the meaning of Articles 1, 2 and 4 of Legislative Decree No 368 of 6 September 2001 [implementing Directive 1999/70/EC concerning the framework agreement on fixed‑term work concluded by ETUC, UNICE and CEEP (GURI No 235 of 9 October 2001), “Legislative Decree No 368/2001”], as subsequently amended, with time running from the date on which it expires. 4. The provisions set out in Article 6 of [Law No 604/1966], as amended by paragraph 1 of the present article, shall also apply to: (a) fixed‑term employment contracts concluded in accordance with Articles 1, 2 and 4 of [Legislative Decree No 368/2001] in the course of performance on the date on which the present Law enters into force, with time running from expiry of the time-limit; (b) fixed‑term employment contracts, including those concluded pursuant to the provisions in force before [Legislative Decree No 368/2001], already concluded on the date on which the present Law enters into force, with time running from the same date on which the present Law enters into force; … 5. In cases in which a fixed‑term contract is converted, the court shall order the employer to compensate the employee by setting comprehensive compensation ranging from a minimum of 2.5 to a maximum of 12 months’ actual overall pay, having regard to the criteria laid down in Article 8 of [Law No 604/1966]. … 7. The provisions laid down in paragraphs 5 and 6 shall apply to all legal proceedings, including those pending on the date on which the present Law enters into force. With reference to such actions, where necessary, and solely for the purposes of determining the compensation referred to in paragraphs 5 and 6, the court shall fix for the parties a period within which any additions to the application and to the pleas relating thereto are to be made and shall exercise the powers of inquiry provided for by Article 421 of the Code of Civil Procedure’.