Αρχική «Ενίσχυση της εφαρμογής της ισότητας της αμοιβής μεταξύ ανδρών και γυναικών για όμοια εργασία ή για εργασία ίσης αξίας και λοιπές διατάξεις - Ενσωμάτωση Οδηγίας (Ε.Ε.) 2023/970»Άρθρο 9 Δικαίωμα πληροφόρησης – Προσθήκη άρθρου 56Α στον Κώδικα Εργατικού Δικαίου (άρθρα 7 και 8 Οδηγίας (ΕΕ) 2023/970)Σχόλιο του χρήστη Remote Greece S.M.P.C. | 17 Ιουνίου 2026, 19:35
- Αρχική
- Πρωθυπουργός της Ελλάδας
- Ανοικτή Διακυβέρνηση
- Δικτυακός Τόπος Υπουργείου
- Διαβουλεύσεις Υπουργείων
Remote is a global HR platform operating in 180+ countries, offering Employer of Record, Global Payroll and Contract Management solutions through a single, compliant platform. Remote participates in this consultation as an Employer of Record (EOR) provider operating in Greece through its local entity, Remote Greece S.M.P.C., which directly employs individuals in Greece to deliver employment-related services to its clients (ΓΕΜΗ no. 159109403000; ΑΦΜ 801558204 / VAT EL801558204), with its registered seat at Alexandras Avenue 116A, 4th Floor, 11471 Athens. Remote fully supports the objectives of Directive (EU) 2023/970 and of the draft, and the purpose of this submission is to ensure that the new obligations apply to the EOR model in a way that produces accurate and meaningful data, thus supporting the monitoring objectives of the competent authorities as well as employers and workers. **Article 9 - Right to information** **The provision:** On request, the employer must provide the worker's individual pay level and the average pay levels, by sex, for the category performing equal work or work of equal value; for temporary-agency work, the host undertaking provides this information once the agency has supplied the individual figure. - **Remote's recommendation:** Remote recommends that the Ministry clarify that the average pay levels are to be drawn from employees of the same Remote entity engaged on the same client engagement, rather than pooled across unrelated client engagements, because ****an average across unrelated engagements, each with its own pay basis, does not support a like-for-like comparison. The Regulatory Impact Analysis recognises, in the temporary-agency context, that the meaningful comparison lies where the work is performed rather than at the level of an employer whose workforce spans multiple unrelated engagements.