Observation (CEACR) - adoptée 2024, publiée 113ème session CIT (2025)

Convention (n° 111) concernant la discrimination (emploi et profession), 1958 - Grèce (Ratification: 1984)

The Committee notes the observations of the Greek General Confederation of Labour (GSEE) received on 1 September 2021 and 1 September 2023.

Articles 2 and 3 of the Convention. Equality of opportunity and treatment for men and women. The Committee notes, from the statistical information provided by the Government in its report, that the employment rate for women slightly increased from 51.3 per cent in 2019 to 55.9 per cent in 2022, but remained 21 percentage points below that of men (76.9 per cent in 2022). Furthermore, the part-time employment rate for women was estimated at 12.1 per cent compared to 4.8 per cent for men. According to the Hellenic Statistical Authority (ELSTAT), in March 2024, the unemployment rate for women was estimated at 13.8 per cent compared to 7.2 per cent for men. The Committee notes that the National Action Plan for Gender Equality (NAPGE) for 2021– 2025 highlights that the low participation of women in the labour market is due to: (1) the consistently low participation and early retirement of women, and (2) the discrimination shown by employers to women, especially those of childbearing age. More particularly, the NAPGE sets as a specific priority axis the equal participation of women in the labour market, including by: (1) strengthening women’s employment and entrepreneurship and increasing the number of women in decision-making positions, both in the public and private sectors; (2) addressing gender segregation at the workplace and enhancing the education and training of girls and women in science, technology, engineering, mathematics (STEM) and the information and communications technology (ICT) sector; (3) reconciling work and family responsibilities; (4) raising awareness about gender discrimination in employment; and (5) monitoring employment of women and discrimination in the workplace. The Committee notes that, in its observations, the GSEE regrets the lack of tripartite social dialogue in relation to gender equality issues and, more specifically, the lack of adequate social partners’ inputs in the NAPGE. The GSEE further deplores that the General Secretariat for Demographic and Family Policy and Gender Equality was renamed the General Secretariat for Equality and Human Rights and transferred from the Ministry of Labour to the newly established Ministry of Social Cohesion and Family which, in the GSEE’s view, is expected to negatively impact the promotion of gender equality and the implementation of the Convention. As regards reconciling work and family responsibilities, the Committee welcomes the adoption of Law No. 4808/2021 which transposes the European Union (EU) Directive 2019/1158 on work–life balance, introduces more flexible working arrangements and extends paternity leave to 14 days. It further notes the adoption of Law No. 4997/2022 and Law No. 5078/2023 which expand the nine-month parental leave (“special leave for maternity protection”) to all women workers in the private sector and provide that seven out of the nine months can now be shared with the father. The Committee observes that mothers are still considered as holders of the right to qualify for the special leave whereas fathers may share only part of the leave as a derivative, and not individual, right. In that regard, it recalls that when legislation, collective agreements or other measures reflect the assumption that the main responsibility for family care lies with women or excludes men from certain rights and benefits, it reinforces and prolongs stereotypes regarding the roles of women and men in the family and in society. The Committee considers that, in order to achieve the objective of the Convention, measures to assist workers with family responsibilities should be available to men and women on an equal footing (see the 2012 General Survey on the fundamental Conventions, paragraph 786). In that regard, the Committee notes that, in its 2024 concluding observations, the United Nations (UN) Committee on the Elimination of Discrimination Against Women (CEDAW) expressed concern about: (1) the persistence of deep-rooted stereotypes concerning the roles and responsibilities of women and men in the family and in society, which overemphasize women’s traditional role as mothers and wives, thereby undermining women’s social status, autonomy and educational and professional opportunities; (2) the large number of women engaged in unpaid care work; (3) the concentration of women in lower-paid jobs and in the informal economy, where they are exposed to exploitation and have no access to social security systems; and (4) the reluctance of women to file complaints about gender-based violence and discrimination due to the prevalence of judicial gender bias and gender stereotypes among law enforcement officers (CEDAW/C/GRC/CO/8-9, 20 February 2024, paragraphs 13, 21 and 33). The Committee notes the Government’s indication that, from 2020 to 2022, the labour inspectorate investigated 10 cases of discriminatory treatment on the ground of sex. It further notes that, according to the Ombudsman’s 2022 Special Report on equal treatment, 59 per cent of the complaints received referred to discrimination based on sex. The Committee urges the Government to strengthen its efforts to address gender stereotypes and occupational gender segregation and to promote a fair distribution of unpaid care work, including in cooperation with employers’ and workers’ organizations, in order to promote equality of opportunity and treatment for men and women. It asks the Government to provide information on the specific measures taken, in particular in the framework of the NAPGE 2021–2025, to: (i) enhance women’s economic empowerment and access to the labour market, including in non-traditional fields of study and occupations and to decision-making positions; (ii) actively combat gender stereotypes and sexist prejudices; (iii) allow men and women to benefit, on an equal footing, from measures aimed at reconciling work and family responsibilities, including as regards parental leave; and (iv) assess the effectiveness and impact of the measures adopted and programmes implemented to that end.

Equality plans and equality labels. The Committee recalls that Law No. 4604/2019, of 12 June 2019, encourages public and private enterprises to draft and implement equality plans and provides that the Government can award equality labels to public and private enterprises for achievements in the promotion of gender equality. The Committee notes the Government’s indication that: (1) 9 out of 13 regions and 325 out of 332 municipalities have established regional and municipal committees for gender equality, respectively, to raise awareness on gender inequalities and stereotypes, as well as promote women’s rights at the local level; (2) since March 2023, the Government has established a helpdesk for direct contact with competent regional and municipal authorities on gender equality policies; and (3) the members of the National Council for Gender Equality (ESIF) have been appointed. As regards the elaboration of equality plans, the Government states that while ministries shall present, on a compulsory and annual basis, activities, measures and programmes relating to the promotion of substantive gender equality, this obligation has not yet been fulfilled. The Government adds that a tailored action plan to apply gender-mainstreaming at central government level is being elaborated and would include a binding framework for gender impact assessment and gender budgeting implementation. Two officials per ministry will be designated as focal points and will participate in an inter-ministerial team to support the gender mainstreaming in ministries’ public policies. The Committee further notes the Government’s indication that, to date, only ten municipalities have drawn up a gender action plan. As regards equality labels, the Committee notes the Government’s statement that, to date, 18 enterprises have been awarded the “Equality Label” and the Ministerial Decision on equality labels, requested by Law No. 4604/2019, is in its final stage of editing. The Committee asks the Government to continue providing information on the steps taken for the application in practice of Law No. 4604/2019, and particularly on: (i) the establishment, functioning, activities and impact of municipal and regional committees for gender equality and the National Council for Gender Equality; (ii) the elaboration and implementation of equality plans by employers, in both the public and private sectors; and (iii) the number of equality labels awarded by sector, as well as a copy of the Ministerial Decision adopted in that respect.

Equality of opportunity and treatment irrespective of race, colour or national extraction. 1. Roma people. Referring to its previous comments regarding the persistent stereotypes and discrimination affecting Roma people in access to employment and education, the Committee welcomes the adoption of the National Strategy and Action Plan for Roma Social Inclusion for 2021–2030 which emphasizes that marginalization of Roma people results from racism and discrimination that hinders their integration. The Strategy sets, as specific objectives, to: (1) strengthen Roma’s equal access to education and employment; (2) prevent and address stereotypes and discrimination against Roma people; and (3) promote their active participation, inter alia, in economic life. The Action Plan further provides for: (1) supportive interventions to reduce school dropout rates for young Roma and enhance access to education, training and certification, including through annual scholarship programmes; (2) specific actions aimed at promoting access of Roma people to quality and sustainable employment and active participation in the formal labour market, including through the empowerment of young Roma and women; and (3) awareness-raising activities at the local level to combat stereotypes and discrimination against Roma. Specific actions aimed at reducing school dropout rates and enhancing vocational training of Roma women directly connecting them to the labour market are also included in the NAPGE for 2021–2025. The Committee notes that, on 22 March 2023, the first meeting of the Advisory Committee of the new National Strategy, which consists of representatives of all competent ministries and bodies as well as from Roma representatives, was held in order to provide expertise and formulate proposals to the General Secretariat for Social Solidarity and Combating Poverty of the Ministry of Labour and Social Affairs regarding the implementation and monitoring of the Strategy. As regards statistical data, the Committee notes the Government’s indication that no specific information is available for Roma people but that the Strategy provides for the improvement of data collection. The Committee notes that, according to a survey carried out by the General Secretariat, in 2021, high unemployment (64 per cent) and informal employment (54 per cent) rates were recorded among Roma people. As regards education, the survey highlighted that the school attendance rate of children is low, reaching only 66 per cent in compulsory education. In that regard, the Committee notes that, in its 2022 report, the European Commission against Racism and Intolerance (ECRI) also highlighted that the level of education among Roma people remains low compared to other EU countries and to the general population, and that the percentage of young Roma aged 18–24 years who have dropped out of school is very high, being estimated at 92 per cent (ECRI Report, paragraphs 83 to 103). The Committee asks the Government to strengthen its efforts to prevent and address stereotypes and discrimination against Roma people and promote equality of opportunity and treatment in education, training and employment, in both public and private sectors. It asks the Government to provide information on: (i) the measures and programmes implemented to that end, including within the framework of the National Strategy and Action Plan for Roma Social Inclusion for 2021–2030; (ii) any assessment made of the implementation of the Strategy and any recommendations made by the Advisory Committee regarding its implementation; and (iii) updated statistical data disaggregated by sex, on the labour market situation of Roma people.

2. Migrant workers. Referring to its previous comments regarding illegal employment and exploitative working conditions of migrant workers, the Committee notes the Government’s statement that the labour inspectorate conducted targeted controls on demographic groups and economic sectors that are susceptible to labour exploitation (agriculture, construction, tourism and food), in cooperation with other governmental agencies. The Government adds that, in cases of illegal employment of third country nationals, a fine of €5,000 is imposed for each illegally employed worker, together with administrative sanctions for undeclared work amounting to €10,500. According to available statistical data, in 2021, 58 third country nationals were employed by 40 enterprises and, in 2022, 80 were employed by 55 enterprises. The Committee notes that, in its 2022 national report to the UN Committee on the Elimination of Racial Discrimination (CERD), the Government highlights that the agricultural sector is particularly difficult to monitor, especially in remote country areas, due, inter alia, to the increased participation of migrant land workers (CERD/C/GRC/23-24, 14 February 2022, paragraph 208). The Committee further notes the Government’s indication that several measures have been taken to address trafficking in persons for labour exploitation purposes, including by amending the provisions of the Penal Code (Law No. 4619/2019) to introduce new forms of exploitation including servitude, slavery and similar practices (section 323A) and increase penalties. Furthermore, Law No. 4939/2022 guarantees to applicants for international protection and asylum seekers the right to effective access to the labour market (section 57). The Government adds that, in 2022 and 2023, the Reception and Identification Authority organized, in close cooperation with the UN High Commissioner for Refugees, employment events between beneficiaries of international protection and asylum seekers and local employers. The Committee further notes the Government’s indication that information materials on the principle of equal treatment and the rights of seasonal workers have been made publicly accessible in various languages. Furthermore, in February 2022: (1) a Memorandum of Understanding on Migration and Mobility was signed with Bangladesh (Law No. 4959/2022) with the aim of defining the conditions of entry and temporary stay of Bangladeshi citizens for the purpose of seasonal employment, combating irregular migration and promoting returns; and (2) a Declaration of Intent on Migration and Mobility was signed with Pakistan, with the aim of promoting technical and operational discussions on the establishment of a common framework of understanding and cooperation in the fields of migration and mobility. Welcoming the steps taken by the Government, the Committee notes that the National Action Plan against Racism and Intolerance (NAPRI) for 2020–2023 sets, as a specific objective, to effectively tackle racism and intolerance, racist violence and discrimination on the grounds of race, colour, nationality or ethnic origin, in particular through the promotion of diversity with a focus on combating stereotypes. Observing that the National Action Plan ended in 2023, the Committee notes with regret that no information has been made available on the evaluation of its implementation by the National Council against Racism and Intolerance. It further notes that, in its 2024 concluding observations, the CEDAW noted with concern that undocumented migrant women are still exposed to a high risk of sexual exploitation, forced labour and recruitment, including by human trafficking networks (CEDAW/C/GRC/CO/8-9, 20 February 2024, paragraph 43). The Committee asks the Government to continue its efforts to address effectively any cases of discrimination against men and women migrant workers in employment, particularly with regard to labour exploitation in the agriculture, construction, tourism and food sectors. It asks the Government to provide information on: (i) the specific steps taken or envisaged to foster equality of opportunity and treatment in employment and occupation, irrespective of race, colour or national extraction, as well as on their impact; (ii) the number and nature of any complaints or cases of discrimination against migrant workers dealt with by the labour inspectorate, the Ombudsperson or the courts, the sanctions imposed and remedies granted (including remedies regarding wages and social security benefits not fully paid to migrant workers); and (iii) statistical data, disaggregated by sex and national extraction, on the participation of men and women migrant workers in the labour market.

The Committee is raising other matters in a request addressed directly to the Government.