A major change is introduced by the new Ministry of Labor bill, consisting of the extension of the 13-hour workday. According to estimates, on one hand greater flexibility is introduced, but on the other hand major challenges arise regarding the balance between everyday life beyond work and working time. Thus, critics of the bill express concerns about the potential consequences on workers’ health and well-being from the 13-hour workday, while supporters point out that the new regulation can boost productivity and contribute to economic development.
The 13-hour workday bill was submitted yesterday and according to labor law expert Dimitris Rizos “there is a regulation which states that if an employee refuses to work the 13-hour shift or does not agree to this work, this cannot be considered grounds for salary reduction. It also cannot constitute grounds for dismissal.” Moreover, he clarifies that for the 13-hour workday to exist, explicit “perhaps even written consent from the employee” is required, following a proposal from the employer. When asked which businesses would want an employee for 13 hours, the labor law expert responds: “All of them. This will greatly benefit businesses operating on a seasonal basis and of course restaurants, especially on days with high traffic.”
Read: New labor bill submitted to Parliament – Regulations added with social partners’ proposals
Labor legislation: How the 13-hour workday will be implemented
- Requires written consent from the employer
- Not imposed unilaterally by the employer
- After 13 hours of work, 11 hours of continuous rest
- Five-day week up to 65 hours and six-day week up to 78 hours
- Break time for 13 hours of work will reach 32.5 to 35 minutes
- Compensation for 13 hours of work is calculated (based on minimum wage) at €70.91 (gross), if this happens on Sunday €124.02 gross
What the labor bill provisions stipulate
The bill provides, among other things, greater freedoms in four-day work and in employee requests for distribution of annual vacation leave, increases the number of beneficiaries of pregnancy and maternity allowances, stipulates that parental leave allowance is non-transferable, unseizable, tax-free, prohibits salary reductions after implementation of the digital work card, requires mandatory presence of health and safety coordinators in major technical projects.
At the same time, it includes provisions that facilitate businesses. Among other things, it provides significant simplification of the hiring process, fast-track fixed-term hires for urgent needs, and elimination of many forms whose information is already submitted to the ERGANI II Information System, aimed at replacing “paperwork” with digital operation.
Furthermore, it incorporates provisions aimed at functionally strengthening the Labor Inspection, as well as social insurance provisions which stipulate, among other things, that exemption from surcharges on social security contributions for overtime, overtime work, night work and holidays is extended to overtime, overtime work, night work and holiday surcharges provided by Collective Labor Agreements as well as related surcharges granted voluntarily by the employer, benefiting workers and businesses.
“It was an extremely fruitful process that resulted in the final text of the bill in which we incorporated a large number of proposals from social partners and comments from the consultation. This is a bill that responds to the needs of the modern labor market and originated from its core, the workers and businesses. We are always open to realistic proposals, and our goal is continuous and constructive dialogue with all stakeholders,” stated Labor and Social Insurance Minister Niki Kerameos.
Basic labor bill regulations: 15 Q&As
Parapolitika.gr analyzes the labor bill through 15 Q&As. More specifically:
1. What does the new bill provide?
The new labor framework focuses on three main axes. First, simplification of procedures through elimination of forms and acceleration of hiring. Second, strengthening workers with new regulations that improve working conditions. Third, empowering Labor Inspection controls for better compliance with labor legislation.
2. How are workers strengthened by the new bill?
Workers gain greater freedoms in managing their working time. Specifically, working parents can work four days a week throughout the year, instead of the current six months. Additionally, possibilities for distributing annual vacation leave according to employee preferences are expanded.
Significant improvements concern family benefits. More women will be entitled to pregnancy and maternity allowances, while parental leave allowance becomes tax-free, non-transferable and unseizable. Maternity leave is extended to adoptive mothers, strengthening the rights of all families.
In health and safety, mandatory presence of health and safety coordinators in technical projects is established, depending on their size. Parallel training in first aid lessons is provided, including CPR and Heimlich techniques.
3. How does the bill facilitate businesses?
Businesses benefit from significant simplification of hiring procedures. Fast track fixed-term hires for up to two days are introduced, covering urgent needs. Many forms whose information is already submitted to the ERGANI II Information System are eliminated.
Additionally, further exemption from surcharges on social security contributions for overtime, overtime work, night work and holidays is provided. A special application for employers like myErgani is created, while policies against violence and harassment are merged.
4. Does the new bill abolish the 8-hour workday and establish 13-hour daily employment?
The eight-hour daily employment remains an acquired right and continues to apply absolutely. The possibility of 13-hour employment, which today exists for workers with two or more employers, is extended to workers of one employer. This requires worker consent and payment of 40% surcharge for overtime.
The employer cannot force an employee to work 13 hours daily, as their consent is required. At the same time, they cannot refuse to pay overtime if the employee works beyond their scheduled hours.
It’s important that an employee cannot work 13 hours daily all year round. Maximum working time is 48 hours weekly in a four-month reference period, with a maximum overtime limit of 150 hours annually.
5. Can an employer force an employee to work 13 hours daily?
The new labor framework provides greater flexibility in taking annual vacation leave. The employee can request division of their leave into more time periods, for example into four different periods within the same year. The time period for taking leave is chosen in consultation with the employer.
Regarding dismissals, the bill does not provide any change to the current institutional framework. There is no possibility of dismissing an employee with a simple text message, as absolutely nothing changes in dismissal procedures.
6. Can an employer refuse to pay overtime if an employee works beyond their scheduled hours?
The bill explicitly prohibits salary reductions after implementation of the Digital Work Card. Salary reduction immediately after Digital Work Card implementation is considered unilateral harmful change and is prohibited.
Shift workers gain the right to overtime work with 40% surcharge, if they wish. This allows workers, such as those in restaurants operating specific days, to supplement their income with overtime work.
7. What happens with dismissal procedures and worker protection?
Dismissing an employee via simple text message (SMS) remains impossible. The new bill does not include such provision, keeping the current institutional framework for dismissals unchanged. Workers continue to be protected from arbitrary employer practices.
8. What changes in annual vacation leave?
Workers gain greater flexibility in managing their annual leave. While previously leave was taken as a whole in one period, with division possible only upon employee request, now distribution into more time periods is allowed.
Specifically, an employee can take their annual leave in parts during four different periods within the same year. The time period for taking leave is determined in consultation with the employer, ensuring balance between employee needs and business requirements.
9. Overtime work for shift workers
Workers in shift work arrangements gain the right to overtime work. This regulation allows those working four days a week to work beyond their eight hours, receiving 40% surcharge for each overtime hour.
For example, a restaurant worker operating Friday, Saturday and Sunday can supplement their income with overtime work, if desired.
10. Protection from salary reductions due to Digital Work Card
The bill protects workers from arbitrary salary reductions. Salary reduction immediately after Digital Work Card implementation is considered unilateral harmful change and is explicitly prohibited.
11. Extension of four-day work
The possibility of four-day work (10 hours daily) is extended for the entire year. While previously it applied only for six months, now every worker can work on a four-day basis throughout the year, after consultation with the employer.
This regulation particularly benefits parents with minor children, providing greater flexibility in managing their time.
12. Improvements in maternity benefits
Working mothers who have been employed by different employers and insured in different funds gain entitlement to pregnancy and maternity allowances. Henceforth, a mother who has completed 200 stamps will receive the allowance, regardless of the number of insurance funds and employers.
Additionally, parental leave allowance is secured as:
• Tax-free
• Non-transferable
• Unseizable
Granting of the post-birth portion of maternity leave is extended to adoptive mothers.
13. Protection of working pensioners
Working pensioners are protected from increases in the Pensioner Solidarity Contribution. When entitled to pension increases from their work, the additional benefit does not lead to increased contribution rates.
14. Exemption of surcharges from social security contributions
Extension of surcharge exemption from social security contributions proves beneficial. Data shows that in April, insurance fund revenues increased by 48% in one month, as more businesses declared overtime and night work.
Meanwhile, worker earnings from overtime increased by 62%, resulting from reduced contribution costs.
15. Relationship between individual and collective labor law
Reforms in individual labor law do not affect discussions on collective labor agreements. On the contrary, an increase in signing new Collective Labor Agreements is observed, such as hotel employees, bank employees and metal industry workers after 12 years.
New collective agreements provide terms more favorable than individual labor law, with salaries higher than minimum wage.
