The Employers and Industrialists Federation (OEB) has voiced strong objections to the new Telework Regulation Bill for the Public Service, warning that it creates “two different sets of rules” between the public and private sector.

In a letter to Parliament, OEB Director General Michalis Antoniou urged MPs to ensure equal treatment, arguing that the draft law exempts the state from key obligations on health, safety, and telework costs—duties already imposed on private employers under the Telework Framework Law of 2023.

The bill, expected before the House plenary on Thursday, sets procedures for telework in the civil service—eligibility, approval, and participation quotas—but omits clear employer responsibilities.

Antoniou noted that under the 2023 law, private employers must carry out risk assessments, provide training, and ensure safe home workspaces, even in areas beyond their control. “The risks of telework are the same regardless of employer,” he said. “Obligations for health and safety should also be the same.”

OEB insists the absence of similar duties for the public sector breaches the principle of equal treatment and adds burdens only to private employers.

The federation also criticized the unequal treatment of telework costs. Under the private-sector law, employers must cover expenses such as electricity and internet, while the public service bill includes no such provision.

OEB reiterated that telework expenses should be negotiated, not legislated. Though the Labour Minister can set a minimum reimbursement after consultation, no decision has been published yet. OEB calls on MPs to amend the bill to align employer obligations across sectors.

The Finance Committee describes the bill as part of the Recovery and Resilience Plan (RRP) to modernize the public service and introduce hybrid work models—combining remote and in-office days—to enhance flexibility, productivity, and work-life balance.

Authorities argue that guidelines prepared by the Public Administration Department already provide safety instructions consistent with general workplace law.

Though implementation was originally due by January 2025, delays pushed the timeline back. Approval before year-end remains possible, tied to the EU RRP’s seventh payment milestone.