- Response to COVID-19
- Working time flexibility
Εκ περιτροπής εργασία
Employees whose employment contract is suspended because their employer opted to do so.
Businesses that are affected by COVID-19 measures, based on their Activity Code number (ACN).
Employers whose economic activity is limited may, instead of terminating the contract of employment, impose a system of rotating employment in their firms, after having previously informed and consulted with the employees' lawful representatives. Rotating employment is considered to be employment for fewer days a week, or fewer weeks a month, or fewer months a year, or a combination thereof compared to full-time work. The duration of any rotating employment scheme may not exceed 9 months in the same calendar year. Employee representatives are defined, in the following order of priority, as:
- Representatives of the firm or undertaking’s most representative trade union, covering, according to its statutes, employees irrespective of category, position or skill;
- Representatives of the firm or undertaking’s existing trade unions;
- The works council;
- In the absence of trade unions or a works council, the entire workforce is notified and consulted with.
Businesses affected by COVID-19 based on their ACN can agree with their employees, whose contract is suspended the provision of remote working only for temporary business needs and on condition that only up to 10% of the employees whose employment contract is unilaterally suspended will work remotely. This remote working must be declared in the ERGANI Platform prior to its commencement and is paid by the employer proportionally based on the gross salary of the specific employee. More specifically and according to the Ministerial Decision No. 13564/Δ1.4770/2020, employers shall submit to the ERGANI Platform the special document named 'Form 4.2 Declaration of temporary remote working'.
- No specific funding required
According to the Ministry of Labour (ERGANI) for the first six months of 2020 426,847 people were recruited with a full-time employment contract, 338,098 with a part-time contract and 85,456 under a rotating employment contract. During the same period 2,404 employment contracts were altered from full-time to part-time, 1,577 from full-time to rotating employment.
In 2019, 1,277,396 people were recruited with a full-time employment contract, 1,203,794 with a part-time contract and 349,695 under a rotating employment contract.
In 2018, 1,218,566 people were recruited with a full-time employment contract, 1,110,239 with a part-time contract and 340,118 under a rotating employment contract.
In 2017, 1,083,418 people were recruited with a full-time employment contract, 981,758 with a part-time contract and 335,222 under a rotating employment contract.
In the first five months of 2016, the new hirings with a part-time contract or a rotating employment contract exceeded the new hirings with a full-time contract. In particular, during this time 409,060 people were recruited with a full-time employment contract, while 414,957 people were recruited either with a part-time or a rotating employment contract. In particular, 300,874 people were recruited with a part-time contract and 114,083 people were recruited with a rotating employment contract.
In 2012, there was a 18.42% reduction in full-time contracts of employment compared with 2011, and a 3.61% increase in part-time employment contracts. New hirings on part-time and rotating employment contracts represent 45% of all new contracts.
In 2010, 26,253 alterations of contracts were registered with SEPE (labour inspectorate), of which 18,713 were altered from full-time to part-time and 7,540 from full-time to rotating employment. These figures rose in 2011 to 58,962 alterations of contracts (an increase of 124.6% over 2010), of which 32,420 were altered from full-time to part-time and 26,542 from full-time to rotating employment. In 2012, alterations of contracts soared to 84,490 (an increase of 43.3% over 2011), of which 49,640 were altered from full-time to part-time and 34,850 from full-time to rotating employment.
Through this measure, dismissals can be prevented and at the same time the employer is saving employment costs in times of crisis.
It is not proved that in times of harsh economic climate this measure alone can prevent business closures.