AB People Solutions Ltd

24/02/2026

🇬🇷 EU speaking Customer Service Representative | Remote – Greece
💻 Work remotely from Greece

Are you a EU citizen and fluent in English C1? Looking for a stable remote job with relocation support and long-term growth? This role is for you!

💼 What you’ll do:
• Support customers via phone, email & chat
• Deliver excellent customer experience

✅ Requirements:
• Speak another EU Language Italian German Spanish French Dutch Polish Swedish Norwegian Portuguese or Chinese. Must speak English
• Strong communication skills
• EU citizenship or valid work permit
• Salary: € 15400 - 22,400 per gross
• Bonus: Up to 10% of monthly pay
• Full-time
📈 Salary Progression
✈️ Relocation Support
✔️ Flight + Hotel + House search assistance
🎁 Benefits
• Health care & employee discounts
• online Greek lessons 🇬🇷
• Great Place to Work–certified company
• Career growth & international environment
👀Working for Big companies
📩 Apply now!
Send your CV to [email protected]

24/02/2026

🌏 Language Speakers in Greece Wanted!
Living in Greece and speak German, Spanish, Dutch, French, Italian, Polish, Czech, Swedish, Norwegian or Danish?
We’re hiring for full-time roles in an international environment.
Remote roles available.
Comment below and I’ll get back to you with more details!

11/02/2026

🇳🇱 Full-Time Job in Amsterdam with Accommodation

A fast-growing Korean street food brand with locations in Utrecht and Rotterdam. They are opening a new restaurant in Amsterdam and hiring new kitchen and counter staff to join the team.

🔹 Who we’re looking for:
Energetic and reliable people with valid EU documents (passport, ID, or residence permit). No agency – you work directly for the employer.

📍 Location: Amsterdam
⏰ Schedule: Full-time, 40 hours per week (opportunity to work extra hours)
💶 Salary: €2,200 net per month
✈️ Travel covered: Train or flight to the Netherlands if relocation is needed
🏡 Accommodation arranged (rent is €400-600)
🗣️ Language: No Dutch needed – English is enough
📝 Legal work contract & training provided
🚀 Start in 1–2 weeks

👨‍🍳 Join a fun, international team in a real, fast-paced hospitality job. Perfect for those who want to relocate and grow in the food industry.

👉 To apply email your CV to [email protected]

09/02/2026

🇬🇷 EU speaking Customer Service Representative | Remote – Greece
💻 Work remotely from Greece

Are you a EU citizen and fluent in English C1? Looking for a stable remote job with relocation support and long-term growth? This role is for you!

💼 What you’ll do:
• Support customers via phone, email & chat
• Deliver excellent customer experience

✅ Requirements:
• Speak another EU Language Italian German Spanish French Dutch Polish Swedish Norwegian Portuguese or Chinese. Must speak English
• Strong communication skills
• EU citizenship or valid work permit
• Salary: € 15400 - 22,400 per gross
• Bonus: Up to 10% of monthly pay
• Full-time
📈 Salary Progression
✈️ Relocation Support
✔️ Flight + Hotel + House search assistance
🎁 Benefits
• Health care & employee discounts
• online Greek lessons 🇬🇷
• Great Place to Work–certified company
• Career growth & international environment
👀Working for companies such as Google, Dell Facebook Microsoft
📩 Apply now!
Send your CV to [email protected]

16/01/2026

Do you need to consult in a redundancy if there’s only one person affected?

Yes — absolutely.

This comes up a lot with small businesses where there isn’t really a “pool” at all. Some people still think consultation only applies to collective redundancies (20+ roles), but that’s not correct.

Even a single-person redundancy requires consultation. Redundancy is still a dismissal, and a fair process matters. Consultation gives the employee a chance to understand the reasons, respond, and explore alternatives. Skipping it can make the dismissal unfair and increase the risk of a tribunal claim.

Practically speaking, it also helps the employee feel heard and reassured that the decision hasn’t been taken lightly.

Good consultation in single-role redundancies means:

• being clear and transparent about the business reasons
• giving the employee time and space to respond
• holding a genuine discussion (and keeping a record)
• considering alternatives or redeployment, even if they seem unlikely

Consultation isn’t just a collective exercise — it’s a legal and practical must.

14/01/2026

An employee calls their manager a “clown” on Slack — misconduct or just banter?

As much as people brush this off as a joke, context really matters. Was it said playfully, or is it part of a wider pattern of disrespect?

Tone, intent and previous behaviour all count.
Where it was said matters too. A comment in a public team channel can undermine authority far more than a private message.

Clear expectations around respectful communication help here. You don’t need a policy for every insult, but consistency in how issues are handled is key.

Sometimes this is misconduct. Other times, a quiet conversation and reset is enough.

12/01/2026

Open roles for EU professionals willing to relocate to Greece and work with major clients. Check out the advert for more info.

Δημοσιεύτηκε 8:19:33 π.μ.. 📢 Customer Service Roles in Greece – RELOCATION REQUIRED (EU ONLY)I’m recruiting for well-known… Δείτε αυτήν και παρόμοιες θέσεις εργασίας στο LinkedIn.

12/01/2026

Do you use labels like freelancer, contractor, associate or zero-hours in your business?

They might sound clear, but none of these terms have a legal definition — and that’s where misclassification risk creeps in.

Using a label doesn’t determine someone’s employment status, and it may not even be clear to the worker themselves. When questions about rights come up, that lack of clarity can quickly become a problem.

Before dealing with any issue, the first step should always be to establish the person’s actual employment status. Someone you call a contractor could, in reality, be self-employed, a worker, or an employee — and what matters is what happens in practice, not just what’s written in a contract.

The safest approach? Make sure everyone has an agreement that reflects reality, and review it as things change. Getting status wrong can be far more costly than getting it right — especially when circumstances shift or rights are challenged. Clear classification now helps avoid unpleasant surprises later.