# Physical Labour Market Research Report

**Generated on:** 2026-06-30 17:32:08.669571  
**Industry:** Physical Labour  
**Geography:** Global  
**Details:** ONLY for Venice in Italy (especially historical centre) - Full time Labour; their work hours, industries they are employed in, attrition, platforms used to  search other jobs, the labour demographics, full time vs part time; focus especially on physically intensive jobs, the job ads that employees respond to, where they come from etc

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# Venice Physical Labour Market Under Tourism Pressure

## Executive Summary

- **Historic-Centre Labour Squeeze**: Venice's historical centre had about **47,704 residents** at November 30, 2025, while the whole municipality had **251,294 residents** at December 31, 2025; local reporting says tourist beds have overtaken residents at **49,639 versus 49,298** -> recruit from commuters, migrants, and mainland workers rather than assuming a local resident labour pool can fill full-time physical roles ([51], [27]).
- **Tourism Sets The Labour Calendar**: Veneto recorded **22.3M tourist arrivals** and **74.2M overnight stays** in 2025, and official tourism data separates the Venice municipality into historical centre, mainland, and Lido -> staff planning should be split by micro-geography, with historical-centre crews sized for hotels, short rentals, luggage, and water logistics ([32], [33]).
- **Full-Time Exists, But Part-Time And Seasonal Work Compete**: Veneto Lavoro reports **617,427 hires** in 2025, down **1%**, and part-time represented **33.1%** of hires; cleaning ads in Venice frequently show part-time patterns, while tourism and logistics ads show full-time **39-40 hour** schedules -> define roles as permanent full-time, seasonal full-time, and part-time add-on shifts before pricing recruitment ([15], [38], [39]).
- **Attrition Is More Churn Than Quits**: Veneto had **602,811 cessations** in 2025, up **1%**, while resignations declined; Veneto Lavoro points instead to end-of-term expirations and economic layoffs, and tourism is heavily seasonal -> retention strategy should focus on converting seasonal workers and improving schedule certainty, not only counter-offers ([15], [1]).
- **Physical Intensity Has A Venice Premium**: Water freight firms describe a city where roads are replaced by canals and calli; goods, luggage, furniture, linen, waste, and hotel supplies require boat transport plus manual handling -> employers should advertise exact location, boat/bridge requirements, rest days, and paid overtime to avoid mismatched applicants ([20], [24]).
- **Foreign And Commuter Labour Are Structural**: Venice is described by local reporting as an accordion city with **42,000 daily commuters**, including **30,000 from the mainland**, while foreign residents in the municipality total **43,255** at December 31, 2025 -> recruitment should be multilingual, transit-aware, and built around Mestre, Marghera, the islands, and migrant communities ([67], [28]).
- **Platforms Are Fragmented**: Workers see manual-job ads across Indeed, Jobsora, Glassdoor, LavoroTurismo, Randstad, Manpower, UMANA, Subito, and Facebook groups; one Venice Facebook job group showed **40.3K members**, Jobsora listed **35 porter** roles and **20 hotel porter** roles in June 2026 -> employers should post the same vacancy through agencies, job boards, and local social groups with WhatsApp or direct contact options ([10], [4], [9]).
- **The Winning Ad Is Specific And Immediate**: Ads that visibly match worker needs emphasize full-time **40 hours**, Monday-Sunday rotation with rest days, immediate availability, CCNL level, nearby residence, and sometimes housing for seasonal roles -> the best recruitment funnel is a high-trust, low-friction ad, not a generic "manual worker wanted" post ([81], [8], [53]).

## Scope: Venice Historical Centre Is The Relevant Market

Although the industry label is broad physical labour and geography was not specified, the requested detail is explicitly "ONLY for Venice in Italy, especially historical centre." This report therefore treats the global market as out of scope and focuses on full-time and near-full-time physically intensive labour in Venice's Centro Storico, lagoon, islands, and mainland feeder areas.

The historical centre is not a normal urban labour market. It has a small resident base, high tourist intensity, restricted vehicle access, canals instead of streets, bridge and stair friction, and a service economy dominated by hotels, short rentals, restaurants, cleaning, luggage handling, goods movement, and public utility work. Official tourism sources distinguish the Venice municipality into historical centre, mainland, and Lido, which matters because a hotel porter in San Marco, a warehouse worker in Mestre, and a boat logistics worker in the lagoon face different commute, schedule, and physical demands ([33]).

The most relevant physical-labour segments are hotel facchini, room attendants, housekeepers, cleaning staff, short-rental turnover cleaners, warehouse workers, couriers, boat freight handlers, porters for luggage, construction and maintenance workers, waste/ecological operators, and public-transport support roles. Some are directly employed by hotels or logistics firms; many are recruited through staffing agencies and multiservice contractors.

**Market-definition insight:** Venice's historical centre should be modelled as a high-friction service-labour micro-market, not as a generic Italian city. The best operating model is a two-pool system: a reliable full-time core for hotels, logistics, and porterage, plus a flexible part-time and seasonal layer for cleaning peaks, arrivals, events, and short-rental turnover.

## Demand Engines: Hotels, Cleaning, Porterage, Water Logistics, And Utilities

Tourism is the main demand engine. Veneto recorded **22.3M arrivals** and **74.2M overnight stays** in 2025, while regional accommodation capacity in 2024 included **3,133 hotel structures** and **214,001 hotel beds** ([32]). Venice's Annuario del Turismo exists specifically to track tourist-cultural indicators for the city, including tourism and passenger flows ([31]). This creates steady demand for hotel back-of-house labour, housekeeping, linen movement, luggage handling, cleaning, and food-service support.

| Demand engine | Physically intensive roles | Full-time signal | Part-time or seasonal signal | Main labour risk |
|---|---|---:|---:|---|
| Hotels and hospitality | Facchino, cameriera ai piani, floor supervisor, kitchen porter, linen staff | Tourism CCNL baseline is **40 hours/week** | Seasonal tourism hiring peaks; room cleaning may be shift-based | Weekend work, rotating rest days, burnout |
| Short rentals and cleaning | Apartment cleaners, turnover crews, supervisors | Some multiservice roles at **30-40 hours/week** | Many ads show **20-25 hours** or short morning shifts | High churn, fragmented worksites |
| Water logistics and warehousing | Boat freight handlers, magazzinieri, delivery crews, furniture and hotel-supply movers | Logistics CCNL baseline is **39 hours/week** | Demand spikes with hotel, retail, and event supply | Physical strain, weather, boat access |
| Porterage and luggage | Station and Piazzale Roma porters, hotel luggage staff | Full-time hotel porter ads exist | Demand varies with arrivals, cruises, and events | Hard manual work and tourist-facing stress |
| Construction and maintenance | Labourers, maintenance technicians, restoration support | Full-time project roles | Project-based and subcontracted | Skill mismatch and safety risk |
| Public utilities and transport | Ecological operators, navigation support, maintenance | ACTV/AVM search results include full-time selection references | Seasonal ecological roles appear in job ads | Shift coverage and public-service constraints |

Job-ad evidence confirms this demand mix. Jobsora listed **35** porter openings in Venice and **20** hotel porter openings in June 2026 ([4], [9]). Glassdoor showed **57** housekeeping jobs in Venice in June 2026, while an Indeed search page for hotel cleaning in Venice showed more than **25** ads on June 30, 2026 ([45], [2]).

**Demand insight:** full-time labour is most defensible where work is daily and operationally critical: hotels, water logistics, facility supervision, and public transport. Pure cleaning and short-rental turnover are more likely to fragment into part-time or seasonal slots unless the employer bundles multiple sites into one full-time route.

## Work Hours, Contracts, And Pay Signals: 39-40 Hours Is The Core, But Rotations Are The Reality

Venice physical labour sits under several Italian collective-agreement baselines. Tourism and hotel roles commonly reference the CCNL Turismo, with a **40-hour** work week, generally distributed over five and a half days, and an hourly divisor of **172** for wage calculations ([39]). Cleaning and multiservice work uses a **40-hour** week over **5 or 6 days**; Conflavoro's multiservice summary lists June 2026 minimum monthly pay of **EUR 1,531.20** for level 4 and **EUR 1,451.00** for level 5, plus overtime premiums of **25%** for daytime ferial overtime and **50%** for night work ([36]). Logistics, transport, and shipping use a **39-hour** weekly baseline for non-travelling staff, with multi-period schedules from **30 to 44 hours/week** and daily shifts from **6 to 10 hours**; overtime is generally capped at **165 hours/year** ([38]).

| Role family | Typical hours found | Full-time vs part-time | Ad evidence | Recruitment implication |
|---|---:|---|---|---|
| Hotel facchino and room attendant | **40 hours/week** or Monday-Sunday rotation | Often full-time or seasonal full-time | Indeed hotel housekeeping ads mention **FULL TIME - 40 ore** and nearby residence; Talent lists Monday-Sunday work with **1/2 rotating rest days** and overtime possibility ([81], [8]) | State rest days, overtime, and location clearly |
| Cleaning and short-rental turnover | **20-30 hours/week** common, but can be bundled | Often part-time, sometimes near-full-time | Glassdoor showed a housekeeping ad with **20-25 hours/week** and **EUR 20,100** annual gross prorated to part-time ([45]) | Bundle routes or guarantee minimum hours |
| Warehouse, delivery, and logistics | **39-40 hours/week** and shifts | More full-time | Indeed shipping ads showed a Venice magazziniere role with full-time shifts Monday-Sunday and two rest days ([44]) | Emphasize stable hours and transport plan |
| Lagoon cleaning and utility support | Short rotating shifts to seasonal full-time | Mixed | Manpower's Venice Lagoon cleaning ad specified **3 days/week**, **11:00-13:00**, rotating shifts, and possible hour increases ([46]) | Use these roles as entry points, not retention anchors |
| Seasonal tourism roles | **30-40 hours/week** depending on role | Seasonal, sometimes convertible | EB Veneto says tourism accounts for over **80%** of seasonal contract hires, with peaks in April, June, and December ([1]) | Offer repeat-season rights or conversion path |

The key distinction is not whether Venice has full-time physical jobs. It does. The issue is whether those jobs are predictable enough to beat part-time cleaning, seasonal tourism, and agency churn. A full-time job that still requires variable weekends, heavy lifting, boat access, and long commuting may fail to retain workers if the ad and contract do not show a clear advantage.

**Hours-and-contract insight:** the strongest full-time offer in Venice is a transparent **39-40 hour** schedule with two rest days, CCNL level, paid overtime, exact sestiere or island location, and a transport or commuting plan. Without those details, applicants compare the job to easier part-time cleaning shifts or mainland work.

## Labour Supply: Residents, Commuters, Migrants, And Housing Pressure

The labour pool is constrained by depopulation. The whole municipality had **251,294** residents at December 31, 2025 ([27]). Local reporting based on municipal data put the historical centre at **47,704** residents at November 30, 2025, with the islands at **25,560** and the mainland at **178,178**; the same article reported that the historical centre lost roughly **800** residents from the end of 2024 to late 2025, while the mainland gained about **400** ([51]).

Foreign residents are material to the labour base. The municipality reported **43,255** foreign residents at December 31, 2025 ([28]). VeneziaToday's reporting on CISL analysis said foreign workers generate **12%** of local GDP and that in the tourism sector, hiring of Bangladeshi and Chinese workers has grown; it also reported Bengali workers in Venice rising from about **2,000** in 2020 to **4,700** in 2025 ([71]).

Housing pressure turns this demographic fact into a recruitment constraint. A housing analysis cited approximately **48,000** residents in the historical centre and roughly **50,000** tourist beds, including **23,000** beds in **5,770** short-term rentals and **27,000** in hotels ([57]). Local reporting also stated that tourist beds had surpassed residents, at **49,639 versus 49,298** ([51]).

Commuting fills the gap. Local reporting, citing Fondazione Pellicani data, described Venice as a "fisarmonica" city, with **42,000** daily commuters, including **30,000** from the municipal mainland ([67]). For physically intensive jobs, this means the worker may start the day with a train, bus, tram, vaporetto, or walk before lifting linen, luggage, refuse, boxes, or furniture.

**Labour-supply insight:** Venice employers should assume that the marginal full-time worker comes from Mestre, Marghera, the wider province, the islands, or migrant communities, not from a large pool of historical-centre residents. Ads and retention packages should therefore solve for commute, language, predictable shifts, and housing pressure.

## Attrition And Recruitment Friction: The Main Risk Is Seasonal And Contract Churn

A direct, Venice-specific attrition rate for full-time physical workers was not found in public sources. The best public proxies are regional cessations, contract-expiration data, part-time prevalence, seasonal hiring patterns, and repeated live vacancies.

Veneto Lavoro reported **602,811** job cessations in 2025, up **1%** from the prior year, while resignations and disciplinary dismissals declined; the increase came from end-of-term contract expirations and economic layoffs ([15]). The same source reported **617,427** hires in 2025, down **1%**, and a positive regional balance of **14,600** dependent jobs, but noted high part-time incidence at **33.1%** of hires ([15]). Cliclavoro Veneto's December 2025 labour-market note described a regional slowdown, including a November balance of **-13,900** positions, attributed more to a **3%** reduction in hires than a surge in cessations ([19]).

For physical labour, the pressure points are sector-specific. Cleaning services had a negative balance of about **-300** positions in 2025, driven by an **11%** drop in new activations, while Veneto Lavoro also reported positive balances in construction and logistics in late-2025 reporting ([15], [19]). Confcommercio warned that commerce, restaurants, and hotels faced a shortage of about **258,000** workers nationally in 2025, a relevant risk for Venice because those sectors are central to its historical-centre economy ([3]).

| Attrition driver | Evidence | Venice-specific mechanism | Mitigation |
|---|---|---|---|
| Seasonal endings | Tourism represents over **80%** of seasonal contract hiring in Veneto, with peaks in April, June, and December ([1]) | Workers cycle out after peak months | Offer repeat-season rights and conversion to full-time |
| Part-time fragmentation | Part-time is **33.1%** of Veneto hires ([15]) | Cleaners combine multiple employers or leave for stable hours | Bundle sites into guaranteed-hour routes |
| Commute burden | **42,000** daily commuters, including **30,000** from mainland ([67]) | Early starts and late finishes collide with transport | Align shifts with train, bus, and vaporetto access |
| Physical intensity | Water logistics and calli require planning, boats, and manual handling ([20]) | Workers leave if the physical load is understated | State lifting, bridges, boats, overtime, and tools in ads |
| Housing pressure | Around **50,000** tourist beds compete with about **48,000** residents ([57]) | Full-time workers cannot live near jobs | Recruit from mainland and add commute support |

**Attrition insight:** the retention problem is not simply workers quitting. It is a structural churn loop: seasonal contracts expire, part-time cleaning hours do not support living costs, commuting adds unpaid fatigue, and physical work is harder than generic ads imply.

## Platforms, Job Ads, And What Workers Respond To

The Venice physical-labour search market is fragmented. Job boards provide scale; agencies provide credibility and payroll infrastructure; local Facebook groups provide speed; sector portals provide tourism-specific reach.

| Channel | Evidence from research | Typical role fit | What makes an ad responsive |
|---|---|---|---|
| Indeed | Venice pages showed hotel cleaning, housekeeping, shipping, turni, and seasonal roles; one hotel housekeeping result specified **FULL TIME - 40 ore** and nearby residence ([81], [44]) | High-volume roles: cleaning, hotel, warehouse, shift work | Full-time hours, pay, location, rest days, immediate start |
| Jobsora | Listed **35** porter roles and **20** hotel porter roles in Venice in June 2026 ([4], [9]) | Facchini and hotel porter aggregation | Clear job title and immediate availability |
| Glassdoor | Listed **57** housekeeping jobs in Venice in June 2026 and **150** addetto alle pulizie jobs in June 2026 in extracted pages ([45], [82]) | Cleaning and housekeeping | Salary visibility and employer identity |
| LavoroTurismo | Presents itself as a tourism job platform in Italy ([6]) | Hotels, restaurants, seasonal hospitality | CCNL level, season dates, housing, language needs |
| Agencies: UMANA, Randstad, Manpower | UMANA recruits for Venice and islands; Randstad lists cleaning and logistics; Manpower listed Venice Lagoon cleaning ([12], [14], [46]) | Agency payroll, cleaning, hospitality, logistics | Fast onboarding, CCNL, contract length, recruiter contact |
| Facebook groups and Subito | A Venice job group showed **40.3K** members; Veneto group showed **24,236** members in extraction/search results ([10], [80]) | Urgent cleaning, removals, informal local leads | WhatsApp contact, daily pay clarity, exact neighbourhood |

No public source found reliable quantified response rates by ad type for Venice physical labour. However, live ad wording shows what employers believe attracts applicants: "disponibilita immediata," exact hours, CCNL level, nearby residence, staff housing, rotating rest days, and direct contact. The highest-friction jobs need more specificity, not less.

**Platform insight:** the best hiring strategy is a channel stack. Use agencies for payroll and compliance, Indeed/Jobsora/Glassdoor for scale, LavoroTurismo for hotel roles, and Facebook or Subito for urgent local shifts, then keep the ad identical enough that applicants trust the offer.

## Major Players And Case Studies

### Case Study 1: Porter Service Venice Shows The Tourist-Luggage Labour Niche

Porter Service Venice positions itself as a luggage transport provider at the Venice Train Station and Piazzale Roma, two access points where tourists transition from wheeled luggage to bridges, calli, boats, and hotels ([30]). Prior verified research also identified the business's own claim that it is a leading porter service in Venice. This is a small but strategically important physical-labour niche: it monetizes the gap between tourist mobility and the city's pedestrian-water infrastructure.

The operating implication is that porters need more than lifting strength. They need route knowledge, crowd navigation, customer interaction, punctuality, and resilience during weather, peak arrivals, and transport disruptions. Full-time porter roles are viable around hotels, rail, Piazzale Roma, and cruise or event flows, but the risk is demand volatility. Employers should therefore combine luggage work with hotel porterage, linen movement, or logistics support where possible.

### Case Study 2: UMANA And Hotel Housekeeping Turn Tourism Demand Into Agency Labour

UMANA's Venice page says the agency works in Venice and its islands and lists hospitality roles such as floor supervisor, room attendants, and porters; the floor-supervisor description includes supervising chambermaids and floor porters, checking room and common-area cleaning, and coordinating work ([12]). Talent.com's Venice listing for room attendant and porter under Law 68/99 specified Monday-Sunday work, **1/2 rotating rest days**, flexible hours, and possible overtime ([8]).

This shows how hotels manage physical work: they need stable daily coverage, but the schedule is not Monday-Friday. The worker proposition must therefore trade inconvenience for security: full-time hours, CCNL level, rest days, overtime clarity, and a known worksite. Failure occurs when the ad promises generic hospitality work but the reality is heavy linen, stairs, rapid room turnover, and weekend pressure.

### Case Study 3: Venezia Distribuzione And Conepo Turn Canals Into A Labour Requirement

Venezia Distribuzione says freight transport in the historical centre and islands requires experience, proper means, and detailed knowledge because roads are replaced by canals and calli; it operates logistics between mainland, historical centre, islands, restaurants, and hotels ([20], [76]). Conepo Facility similarly describes water freight as efficient for moving materials, furniture, equipment, and supplies in the city and lagoon islands ([24]).

This case shows why Venice logistics workers are not generic warehouse workers. They sit between depot, truck, boat, calle, hotel, shop, and customer. Recruitment should test for punctuality, safe lifting, boat-side handling, local geography, and shift reliability. A 39-hour logistics contract may be attractive, but only if the employer explains the route reality and provides equipment, team lifting, and weather protocols.

| Player group | Examples | What they control | Labour implication |
|---|---|---|---|
| Staffing agencies | UMANA, Randstad, Manpower | Candidate sourcing, payroll, contract administration | Important for fast hiring and compliance |
| Job platforms | Indeed, Jobsora, Glassdoor, LavoroTurismo, Talent, Subito, Facebook groups | Vacancy discovery and applicant flow | Must be multi-channel |
| Logistics and porterage | Venezia Distribuzione, Conepo Facility, Porter Service Venice | Water logistics, luggage, freight, depot-to-centre movement | Require Venice-specific physical skills |
| Cleaning and facility contractors | Markas, Service Key Group, Omnis Servizi Alberghieri, Attiva Servizi as visible examples in Indeed listings | Hotel, commercial, healthcare, and apartment cleaning | Often part-time unless routes are bundled |
| Public transport and utilities | ACTV/AVM selections for lagoon navigation and related roles | Public-service operations | More stable but formal selection processes |

**Major-player insight:** the market is not dominated by one employer. It is an ecosystem of hotels, agencies, platform aggregators, cleaning contractors, water-logistics firms, and public-service operators. A new entrant should partner with agencies and logistics firms rather than trying to recruit the entire labour pool directly.

## Synthesis: What Venice Physical-Labour Employers Should Do Next

Venice's full-time physical-labour market divides into three operating models. Hotel and hospitality labour is tourism-driven, customer-facing, and schedule-intensive. Cleaning and short-rental labour is fragmented, often part-time, and highly sensitive to morning turnover windows. Water logistics and porterage are Venice-specific, physically demanding, and less substitutable because they require local route knowledge and boat-side handling.

| Dimension | Hotels and hospitality | Cleaning and short rentals | Water logistics and porterage |
|---|---|---|---|
| Demand mechanism | Tourist stays, room turnover, service standards | Apartment and hotel cleaning cycles | Goods, luggage, linen, furniture, supplies |
| Full-time potential | High for hotels and supervisors | Medium unless sites are bundled | High for established logistics operators |
| Typical hours | **40 hours/week**, rotations | **20-30 hours** common, some 40-hour roles | **39-40 hours/week**, shifts |
| Worker origin | Commuters, migrants, hospitality workers | Local and commuter workers, often multi-job | Mainland/logistics workers plus local specialists |
| Retention risk | Weekend pressure and guest-facing stress | Low hours and multi-employer churn | Physical strain, weather, access complexity |
| Best platform mix | LavoroTurismo, Indeed, UMANA | Facebook, Indeed, Randstad, Manpower | Indeed, Randstad, direct employer, referrals |
| Best ad hook | Full-time, CCNL, rest days, hotel brand | Exact hours, site, direct contact, fast start | Stable hours, equipment, team, route clarity |

The non-obvious tension is that Venice has strong demand for physical labour but weak local labour density. Tourism increases work, but tourism also raises housing pressure and pushes workers to the mainland. That means a high-demand hotel or logistics employer can still fail to hire if it treats Venice as a walk-to-work city. The practical solution is to design jobs around commuting corridors, not only worksites.

Another tension is that full-time is attractive but not always sufficient. A **40-hour** hotel job with rotating weekends may lose to mainland work if the commute is long and the physical load is unclear. Conversely, a **20-hour** cleaning job may attract fast responses if it is near a worker's route, pays promptly, and uses WhatsApp. Employers should therefore sell either stability or convenience. Ambiguous ads sell neither.

The recommended go-to-market model for employers is: build a full-time core for hotel porterage, housekeeping supervision, logistics, and depot-to-lagoon work; use part-time pools for peak cleaning and short-rental turnover; recruit in Mestre, Marghera, Venice, the islands, and migrant communities; post through agencies, major job boards, LavoroTurismo, and local Facebook groups; and publish transparent ads with CCNL level, full-time or part-time status, exact shift, rest days, location, lifting expectations, language needs, and commute guidance.

**Bottom line:** Venice's historical-centre physical-labour market is investable for employers that can convert fragmentation into reliable schedules. The winning employer will not be the one offering the highest generic wage, but the one that reduces uncertainty around hours, commute, contract status, and the true physical demands of working in a city of canals.

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78. *SOS Lavoro-Cerco&Offro Roma⛔️Non è un Agenzia di ...*. https://www.facebook.com/groups/2281711658604095/
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86. *Dimissioni – CCNL Turismo Turismo (aziende)*. https://www.sindacare.it/wp-content/uploads/2021/07/Turismo-aziende.pdf
87. *Lavoro in Veneto: nel 2025 ancora segno più, ma debole. ...*. https://www.genteveneta.it/gvfocus/lavoro-in-veneto-nel-2025-ancora-segno-piu-ma-debole-in-calo-le-assunzioni-per-le-donne/
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90. *📢 LAVORA CON NOI: Marinai a tempo determinato per la ...*. https://www.facebook.com/muoversivenezia/posts/-lavora-con-noi-marinai-a-tempo-determinato-per-la-direzione-operativa-coordinam/1304768035022968/
91. *𝗔𝗩𝗠/𝗔𝗰𝘁𝘃 𝗟𝗔𝗩𝗢𝗥𝗔 𝗖𝗢𝗡 𝗡𝗢𝗜 / AUTISTI A TEMPO ...*. https://www.instagram.com/reel/DU57FdADOTp/
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