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 27 Εργατικές διαφορές σχετικά με εικαζόμενη άμεση ή έμμεση διάκριση ως προς την αμοιβή λόγω φύλου – Προσθήκη άρθρου 570Α στον Κώδικα Εργατικού ΔικαίουΣχόλιο του χρήστη Remote Greece S.M.P.C. | 17 Ιουνίου 2026, 19:50
- 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 27 - Labour-dispute procedure** **The provision:** In a dispute, the employer is summoned to produce its pay-setting policy and criteria and the gender-disaggregated average pay for the comparator category; failure to produce them counts as an absence of justification, and unjustified differences are presumed discriminatory. - **Remote's recommendation:** For the EOR employer, the pay-setting criteria are those of the relevant client engagement; it neither holds nor controls them. We recommend that the Ministry clarify that, where pay is determined by reference to the client engagement, the procedure recognizes the client undertaking as the source of the pay-setting criteria, draws the comparator from the employees engaged on the same client engagement, and does not treat the legal employer as having failed to justify a difference where the criteria reside with the client, because the legal employer cannot be expected to produce criteria it does not hold.