By Vangelis Dourakis

The “map” of employment is radically changing with the new labor bill promoted by the competent ministry: the “menu” of flexible forms of employment is enriched by opening a window for 13 hours of work a day, and expressed expression processes through mobile for recruitment and retirement. This ‘convenience’ – as it seems – paves the way for the infamous “On order” contractswhile also changing the working time model.

The promoted bill, therefore, introduces, among other things, the possibility of four -day work throughout the year (and not just for one semester): the settlement can be made on weekly, monthly to an annual basis. However, attention to any conversion to working hours is required to consent to employees.

‘Window’ for 13 hours of work a day

Based on the new data and after consultation with the employer they will be able to increase or reduce the daily working hours while maintaining the average of 40 hours weekly.

Extra hours of work will be able to be offset by reduced hours, repo or license in the next few days.

For examplewill be able to apply 10 -hour work per day for two days, and in return the workers will have a reduced daily working hours for two consecutive week, and on the fifth day they will take a day off the 4 -day work.

The same bill will provide for work 13 hours a day to an employer, extending an earlier arrangement setting 13 hours as a working day ceiling to two employers (one regular eight -hour + part -time).

Condition For the expanded working hours it is to observe the laws provided for daytime rest (11 hours) and weekly working time (40 hours), as well as for salary surcharge.

It should be noted here that today, beyond 8 hours, one hour of overlapping (with a legitimate increase of +20%) and up to 3 hours of overtime (with approval and surcharge +40%). However, they are not allowed to exceed 150 hours per year (unless special license is given by the SEA).

With the promoted arrangement, the permissible 12 -hour will be 13 hours, without changing the other conditions.

At the same time, the possibility will be allowed for the first time overtime On a rotation regime, with the predicted increases (40% in the hourly wage), boosting both the income of employees and the functionality of businesses, especially those operating in the catering sectors and have increased needs some days a week.

What changes in the summer licenses

Changes in the distribution of the annual summer leave provides for a provision that will be included in the new labor bill.

Specifically, this provision will allow the employee to distribute his annual leisure permit as he wishes, upon consultation with the employer.
Today, the split of leave (“split license”) is permitted only by exceptional in two periods, one of which must include at least 12 working days on six -day weekly work and 10 working days on a five -day day, at the employee’s written request to the employer.

However, practically in most private sector businesses the license is given for three weeks in August, when businesses are closed or rescued. On the contrary, a series of businesses (eg bottled water, soft drinks) prefer to give employees a great deal of license instead of the peak season.

The new provision abolishes the ‘waters’ as the employee can to ‘break’ His permission as he convenients him, but in consultation with the employer – which means that this “freedom” can be restricted again if the employer refers to workload.

New recruitment and retirement procedures

One of the reversals that are still coming is that each recruitment can be done on the same day and the employee will be sufficient to accept the terms of mobile phone recruitment to immediately launch his employment. A similar fast track procedure is also adopted in the voluntary departures.

If, the recruitment and retirement procedures are automated and the infamous ‘On -demand contracts’which are contracts concluded for employment of one, two or three days and for clear emergencies.

Recall that article 10 of Law 5053/2023 introduced the concept of ordering contracts or different contracts of guaranteed hours.

Item missing in order to be activated was the recruitment with fast track Mobile application procedures so that staff can be hired, especially in emergencies such as holidays and weekends, when increased customer service needs are presented in catering, accommodation and hotel units.

This is a new type of contract, which can be agreed between employer and employee: Each business has the opportunity to form a “tank” of employees on customary contracts, where the total hours of employment will be agreed, per week / month without the pre -early designation of the work.

Hiring with SMS and 24 hours… work

According to the relevant law, the problem of unpredictable work is addressed, which cannot be followed by organized planning of its execution, such as the product transportation, catering and catering, cultural interests, repairs, etc.

These contracts puts a framework within which (and under certain conditions), the employer has the opportunity to invite the employee to provide his / her services if necessary.

In these contracts there is no (entirely or mostly) fixed working hours.

But it should at the same time:

– Work to be provided within predetermined days and hours of reference.

– The employee has been notified by the employer of the assignment of the work in writing or by a mobile phone (SMS) message or by email or in a different way, in a reasonable time that may not be less than twenty -four (24) hours before taking up the work, except for the employer.

Since the two above are not met with cumulative conditions, the employee had the right to refuse to undertake a job.

The remuneration is predetermined for 25% of employment and with a forecast for overtime.

The guaranteed remuneration means that if for example, the contract on demand provides 80 hours a month, and the employee is finally employed 15 hours will be paid for at least 20 hours work corresponding to the guaranteed fee for 25% of employment (80 x 0.25 = 20).

In other words, there should be a minimum number of paid working hours that cannot be less than 1/4 of the total. Otherwise, the contract is invalid.