Best Employer Lawyers in Acharnes

About Employer Law in Acharnes, Greece

Employer law in Acharnes follows national Greek employment and social security rules. Whether you run a private business, a small shop, or work for the Municipality of Acharnes, the same core legal framework applies across Greece. Key obligations for employers include correct contracting and registration of employees, paying wages and social security contributions, following rules on working time and leave, protecting health and safety at work, and treating employees without unlawful discrimination. Enforcement and guidance are provided by national bodies, while local offices in the Attica region can help with inspections and administrative procedures.

Why You May Need a Lawyer

Employment law issues can be technical and time-sensitive. You may need a lawyer in the following common situations:

- Drafting or reviewing employment contracts, policies, and staff handbooks to ensure legal compliance and reduce future disputes.

- Handling dismissals, disciplinary procedures, or redundancy processes to avoid costly unfair dismissal claims.

- Responding to wage, overtime, or social security disputes raised by employees or inspectors.

- Representing the employer before labor courts, administrative bodies, or during inspections by the Labor Inspectorate.

- Advising on collective bargaining, union relations, or strike-related matters.

- Ensuring compliance with health and safety obligations and workplace investigations following accidents or complaints.

- Advising on personal data processing of employees under data protection rules, including GDPR obligations.

Local Laws Overview

In Acharnes, as in the rest of Greece, employers must follow national legislation supplemented by sectoral collective agreements and individual contract terms. The most relevant legal aspects are:

- Employment contracts: Terms should be clear on duties, remuneration, working hours, place of work, and type of contract - fixed-term, permanent, part-time or full-time. Some contracts must be in writing for transparency and proof.

- Working time and overtime: Normal work hours, maximum weekly hours and overtime rules are set by law and collective agreements. Overtime pay rates and compensatory rest must be respected.

- Minimum wage and pay: Minimum pay is set by national law and collective bargaining. Employers must comply with statutory minimums and timely payment of wages and payslips.

- Leave and absence: Employees have statutory rights to annual paid leave, sick leave, maternity and paternity leave, parental leave and other special leaves under Greek law.

- Termination and severance: Dismissals must usually be supported by objective reasons and follow proper procedure. Unlawful dismissal can lead to reinstatement or compensation. Severance pay depends on contract type, length of service and legal provisions or collective agreements.

- Fixed-term contracts: These are permitted but must respect legal limits and objective reasons; otherwise they can be treated as indefinite contracts.

- Social security and taxes: Employers must register employees with the unified social security authority, withhold income tax and pay employer social contributions and insurance contributions to EFKA and other required funds.

- Health and safety: Employers must comply with occupational health and safety regulations, conduct risk assessments, provide training and report work accidents to authorities.

- Inspections and enforcement: The Labor Inspectorate (SEPE) enforces employment standards. Non-compliance can result in fines, administrative sanctions and civil liability.

- Collective rights and unions: Employees may join unions and collective bargaining agreements may apply. Public sector employment follows additional public law rules.

- Data protection: Employers must process employee personal data lawfully and respect privacy obligations under GDPR and national data protection law.

Frequently Asked Questions

What information should be included in an employment contract?

An employment contract should clearly state the parties, job title and description, start date, place of work, salary and payment frequency, working hours, probationary period if any, holiday entitlement, notice periods, and the contract type - permanent, fixed-term or part-time. If there are special clauses - for example non-compete, confidentiality or bonus terms - these should be precise and legally reviewed. Written terms reduce later disputes.

Can I dismiss an employee without risk of a claim?

Dismissal carries risk if it is not justified or the correct procedure is not followed. Dismissals must be based on objective grounds such as serious misconduct, performance issues or redundancy reasons. Employers should document the reasons, follow any internal disciplinary process and give the required notice. Failure to follow the rules can lead to claims for reinstatement or compensation. Always seek legal advice before dismissing in borderline cases.

What notice period must an employer give?

Notice periods depend on the contract, collective agreements and length of service. Contracts often set minimum notice periods which must meet or exceed statutory minima. Because precise notice requirements vary, check the employment contract and applicable collective agreement and obtain legal advice before acting.

How do I calculate severance pay?

Severance pay depends on whether the contract is indefinite or fixed-term, the reason for termination and the employee s length of service. Collective agreements and statutory provisions influence the calculation. For accurate computation, gather the employee s contract, pay records and any collective agreements and consult a lawyer or payroll specialist.

What are my social security and payroll obligations?

Employers must register employees with the social security authority, withhold employee income tax at source, and pay employer and employee social contributions to EFKA and other funds as required. Contributions, reporting and payment deadlines must be followed to avoid fines and liability for unpaid contributions.

What should I do if an employee claims unpaid wages?

Investigate the claim promptly - check payroll records, timesheets, and written agreements. If the claim is valid, correct the payment and document the remedy. If you disagree, communicate the reasons in writing and seek legal advice. Employees can file complaints with the Labor Inspectorate or bring claims before labor courts, so timely and documented responses are important.

How should I respond to a labor inspection in Acharnes?

Cooperate with inspectors, provide requested documents such as contracts, payroll records, work schedules and social security registrations, and follow any instructions. If the inspector raises violations, ask for written findings and deadlines for remedy. Consider obtaining legal advice to manage rectification measures and defend against penalties if needed.

Are fixed-term contracts allowed and for how long?

Fixed-term contracts are allowed but must be justified by objective reasons - for temporary or seasonal work, special projects or other legitimate needs. Excessive use of consecutive fixed-term contracts without justification can lead to reclassification as indefinite employment. Legal limits vary by sector and circumstances, so seek advice when using fixed-term arrangements.

What obligations do I have for workplace health and safety?

Employers must assess workplace risks, implement preventive measures, provide safety training and personal protective equipment where appropriate, and keep records of incidents. Serious accidents must be reported to authorities. Health and safety obligations are strict and non-compliance leads to fines and potential criminal liability in severe cases.

How do I handle collective bargaining or a union request?

If employees are organized, respect their right to collective bargaining and engage in good-faith negotiations. Collective agreements may set terms that supersede individual contracts in certain areas. For industrial action, understand legal limits and notice requirements and seek legal counsel to manage negotiations, ensure continuity of operations and limit legal exposure.

Additional Resources

Useful organizations and public bodies to contact for information or assistance include:

- Ministry of Labour and Social Affairs

- Labor Inspectorate - SEPE

- Unified Social Security Authority - EFKA

- Public Employment Service - OAED

- Bar Association of Attica for referrals to employment law specialists

- Labour Courts in Athens for filing claims

- Hellenic Data Protection Authority for employee data issues

- Greek Ombudsman for public sector employment complaints

- National trade unions such as GSEE and public sector union ADEDY for collective matters

- Municipality of Acharnes administrative offices for local public employer procedures

Next Steps

If you need legal assistance with an employer-related issue in Acharnes, follow these practical steps:

- Gather documents - employment contracts, payslips, tax and social security records, time sheets, written communications, disciplinary notices and any collective agreement that applies.

- Act quickly - employment claims often have strict deadlines and remedy options narrow over time. Prompt action preserves options.

- Seek an initial consultation with an employment lawyer experienced in Greek labor law and local practice in Attica. Ask about fees, likely timelines and possible outcomes.

- Consider alternative dispute resolution - negotiation or mediation - especially where a practical commercial outcome is preferable to litigation.

- If a government inspection or formal complaint is involved, cooperate but consult your lawyer before signing documents or admitting liability.

- If cost is a concern, ask about legal aid options or phased payment arrangements with your lawyer, and check whether the Bar Association offers referral services.

Employment matters can affect your business operations and finances. A targeted legal review of your contracts, payroll practices and HR procedures can reduce risk and help you manage disputes efficiently.