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 8 Μισθολογική διαφάνεια πριν από την έναρξη της απασχόλησης – Τροποποίηση άρθρου 41 Κώδικα Εργατικού Δικαίου (άρθρα 5 και 8 Οδηγίας (ΕΕ) 2023/970)Σχόλιο του χρήστη Remote Greece S.M.P.C. | 17 Ιουνίου 2026, 20:38
- 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 8 - Pre-employment pay transparency** **The provision:** The prospective employer must provide the applicant with the starting pay or its range, determined on objective gender-neutral criteria, before the interview or the conclusion of the contract. - **Remote’s recommendation:** In the EOR model the starting pay and role are defined by reference to the client's service requirements, and the relevant pay information is established before the employment contract is concluded. Remote recommends ****that the Ministry clarify that, where starting pay is set by reference to the client engagement, the pay information originates with that engagement and rests with that client, the EOR employer being responsible only for relaying it.