Best Employer Lawyers in Arta

About Employer Law in Arta, Greece

Employer law in Arta operates under Greek national labor legislation, collective labor agreements, and European Union rules that Greece has incorporated into domestic law. Arta is part of the Epirus region, with a local economy that blends agriculture, food processing, retail, services, and small manufacturing. Employers in Arta face the same core obligations as employers elsewhere in Greece, such as written terms of employment, accurate timekeeping, health and safety duties, and social security registration. At the same time, many businesses in Arta also deal with seasonal or project based staffing, agricultural day work, and small team dynamics that require practical, compliant solutions.

Key compliance touchpoints include transparent employment terms, adherence to working time limits, proper pay and overtime premiums, accurate reporting to the ERGANI information system and the digital work card where applicable, payment of social security contributions to EFKA, and implementation of policies that prevent discrimination and harassment. Employers who understand these building blocks reduce legal risk and create more stable workplaces.

Why You May Need a Lawyer

You may need a lawyer when hiring your first employees and setting up compliant contracts and policies tailored to your business model. Legal counsel helps you choose between indefinite and fixed term contracts, part time or rotating schedules, probation periods, and confidentiality or non compete clauses that are enforceable and proportionate.

Lawyers are often needed when planning restructuring, redundancies, or individual dismissals to manage notice, severance, selection criteria, and ERGANI filings. Early advice can prevent expensive disputes or administrative fines.

Many employers seek help with working time design, shift planning, and overtime management, including the use of the digital work card and ERGANI II declarations. This is especially important if you operate extended hours, seasonal operations, or telework arrangements.

Counsel is valuable when responding to a Labor Inspectorate inquiry or on site inspection, after a workplace accident, or when handling complaints of harassment or discrimination. A lawyer can guide internal investigations, corrective actions, and defense strategy.

Legal advice is also common in collective bargaining, application of sectoral collective agreements, or when dealing with trade unions and works councils. In Arta this can arise in food production, logistics, and retail.

Finally, you may need assistance with data protection in HR, cross border hiring, engaging freelancers versus employees, or using special hiring tools such as the ergosimo voucher for certain categories of casual work.

Local Laws Overview

Hiring and written terms: Greek law requires employers to provide employees with a written statement of key terms within a short period from the start of employment. Fixed term contracts must be in writing and justified by objective reasons. Part time and rotating schedules have specific rules on written documentation and equal treatment.

Registration and reporting: Every hire, termination, change of schedule, and many overtime arrangements must be reported electronically to the ERGANI information system. The digital work card, gradually rolled out by sector, records real time attendance and must align with declared schedules. Employers in Arta that fall under the activation of the digital work card need integrated processes to avoid discrepancies.

Working time and overtime: The standard full time week is typically 40 hours. Greek law distinguishes between additional work over standard hours and legal overtime, each with its own caps and pay premiums. Work on Sundays and public holidays is restricted and usually triggers premium pay and compensatory rest. Keep accurate time records and file required ERGANI declarations before implementing extended hours or split shifts.

Wages and payroll: The statutory minimum wage is set by ministerial decision and is reviewed periodically. Many sectors are covered by collective agreements that set higher minimums or specific allowances such as seniority, marriage, or education allowances. Wages are generally paid by bank transfer with payslips. Unlawful deductions and delayed payment expose employers to penalties and claims.

Leave and time off: Employees are entitled to annual paid leave that increases with seniority, plus public holidays, sick leave supported by medical certificates, maternity and paternity leave, parental leave, and special purpose leaves. Some leaves are subsidized by public bodies while others are paid by the employer. Your policies should reflect the applicable collective agreement and national rules.

Termination and severance: Indefinite term contracts can be terminated with proper notice and severance where applicable, and every termination must be reported to ERGANI within the prescribed timeframe. Dismissals must respect protection rules such as maternity, union office, and discrimination prohibitions. Fixed term contracts end upon expiry, and early termination is limited to serious cause unless otherwise agreed by law.

Collective agreements and company rules: Sectoral or occupational collective agreements may apply automatically to your business based on activity code and membership or by ministerial extension. They can affect wages, benefits, schedules, and leave. Company policies should not undercut minimum standards set by law or collective agreements.

Health and safety: Employers must assess risks, maintain a written risk assessment, provide training, and appoint a safety technician and in some cases an occupational physician depending on headcount and activity. Workplace accidents must be recorded, investigated, and reported to the authorities. The Hellenic Labor Inspectorate conducts audits across Epirus, including Arta.

Anti discrimination and harassment: Greek law prohibits discrimination on grounds such as sex, race, religion, age, disability, sexual orientation, and others. There is a specific framework for preventing and addressing violence and harassment at work, including risk assessment, policies, internal complaint channels, and protection from retaliation.

Telework and flexible arrangements: Telework is lawful where agreed or required under specific circumstances and must include provisions on costs, equipment, health and safety, work hours, and the right to disconnect. Recordkeeping and schedule declarations must still be observed.

Data protection in HR: Employers process personal and sometimes sensitive data about employees. The General Data Protection Regulation applies, requiring lawful basis for processing, transparency notices, secure storage, limited retention, and respect for employee rights. Monitoring such as CCTV or software tracking must be proportionate, disclosed, and necessary.

Non compete, confidentiality, and IP: Confidentiality obligations are standard. Post employment non compete clauses must be limited in duration, geography, and subject matter and typically require reasonable compensation to be enforceable. Intellectual property created in the course of employment usually vests in the employer if job related, but explicit clauses help avoid disputes.

Social security and benefits: Employers must register with EFKA, enroll employees, and pay contributions on time. Errors or delays can lead to surcharges and audits. Benefits such as sickness allowances or maternity benefits involve coordination with EFKA and other bodies.

Seasonal and agricultural work: Many Arta businesses use seasonal staff. Seasonal hiring still requires ERGANI filings and respect for working time and pay rules. In certain cases the ergosimo voucher can be used for specific categories of occasional work, with predefined contributions embedded in the voucher.

Inspections and penalties: The Hellenic Labor Inspectorate can conduct announced or unannounced checks. Violations such as undeclared work, misreported schedules, or unpaid wages can trigger fines, corrective orders, and litigation. Cooperation and timely remediation often reduce exposure.

Frequently Asked Questions

What documents must I give a new hire in Arta

You must provide a written statement of essential terms within the legal deadline, including job title, pay, schedule, place of work, probation if any, and leave entitlements. You must register the hire in ERGANI before the employee starts. If the contract is fixed term, part time, or rotating, it must be in writing with the specific conditions.

How do I handle the digital work card and ERGANI filings

Where the digital work card is activated for your sector, each employee records start and end times and breaks. These must match the schedule and changes declared in ERGANI II. Before overtime or shift changes, submit the appropriate forms. Mismatches can lead to fines, so align real time records, declared schedules, and payroll.

What are the basic rules on overtime

Greek law sets standard weekly hours and distinguishes additional work from legal overtime, each with pay premiums and annual caps. You generally must declare overtime in advance in ERGANI and keep detailed time records. Work on Sundays and public holidays is limited and usually paid with higher premiums. Check any applicable collective agreement for stricter terms.

Can I hire employees on fixed term contracts repeatedly

Successive fixed term contracts are allowed only if justified by objective reasons such as seasonality or project based needs. Chains of fixed terms without justification risk being deemed an indefinite contract. Document the objective reason and duration each time.

How do I lawfully dismiss an employee

Use written notice, pay any severance owed, and file the termination in ERGANI on time. Respect protected statuses such as maternity or union office and ensure the reason is not discriminatory. Prepare evidence of performance or conduct issues if applicable and consider alternatives like reassignment or training before termination.

Do I need workplace policies for a small business in Arta

Yes. Even small employers should have concise policies on attendance and timekeeping, health and safety, anti harassment, data protection, and use of company equipment. Policies help with compliance and provide a defense in inspections or disputes. Keep them simple, in Greek, and acknowledged by staff.

What should I know about telework

Telework requires agreement on schedule, availability, equipment, cost sharing, and safety. The right to disconnect means employees should not be penalized for respecting off hours. Record telework schedules in ERGANI and apply the same overtime rules as on site work.

Can I monitor employee performance with software or CCTV

Monitoring is allowed only if necessary, proportionate, and transparent. Inform employees in advance, limit access to data, and avoid monitoring areas where privacy expectations are high. Retain data only as long as needed and secure it. Coordinate with your GDPR notices and policies.

Which collective agreement applies to my company

It depends on your main activity code and any membership or ministerial extension. Sectoral agreements in retail, food, hospitality, or other trades may apply in Arta. Review the latest terms for wages and allowances and adjust payroll accordingly. If none applies, statutory minimums still do.

How do I hire seasonal or day laborers for harvest

You must still register employment through ERGANI or use the ergosimo voucher where legally permitted for specific casual work. Pay the correct wages and contributions, keep time records, provide safety instructions, and ensure that daily rest and maximum hour rules are respected.

Additional Resources

Ministry of Labor and Social Security. Publishes labor regulations, collective agreement extensions, and guidance for employers.

Hellenic Labor Inspectorate. Conducts inspections in Epirus and provides information on compliance, health and safety, and complaint handling.

ERGANI II Information System Helpdesk. Supports employers with electronic filings for hires, terminations, schedules, and overtime.

Single Social Security Entity EFKA. Handles employer registrations, insurance contributions, and benefits coordination.

Public Employment Service DYPA. Provides employment programs, training subsidies, and information on hiring incentives.

Organization for Mediation and Arbitration OMED. Supports collective bargaining mediation and arbitration in labor disputes.

Hellenic Data Protection Authority. Issues guidance on GDPR compliance in HR and workplace monitoring.

Chamber of Arta. Offers local business support, updates on labor matters, and connections to services.

Bar Association of Arta. Source for local labor law attorneys and legal professionals.

Occupational Health and Safety services in Epirus. Private providers that can act as safety technicians or occupational physicians for compliant coverage.

Next Steps

Map your workforce. List each role, contract type, schedule, and any applicable collective agreement. Identify where you use seasonal, part time, or telework arrangements.

Audit your compliance. Check that each employee has a written statement of terms, that ERGANI filings match actual schedules, that your payroll reflects current minimums and allowances, and that your timekeeping aligns with the digital work card if applicable.

Put core policies in place. Prepare concise policies on attendance and time recording, anti harassment, health and safety, telework, and data protection. Train supervisors and obtain employee acknowledgments.

Set up your safety framework. Complete or update your written risk assessment, assign a safety technician and occupational physician if required, and document safety training and accident procedures.

Consult a labor lawyer in Arta. Bring your contracts, recent ERGANI receipts, payroll samples, and any inspection notices. Ask for a prioritized action plan that fits your budget and risk profile.

Monitor updates. Minimum wage levels, collective agreements, and ERGANI or digital work card rules are updated periodically. Assign someone to track changes and coordinate with your accountant and lawyer.

Prepare for inspections. Keep a ready folder with payroll, time records, ERGANI submissions, safety documents, and policies. A clear, organized file reduces disruption and helps demonstrate good faith compliance.

By taking these steps and seeking timely legal advice, employers in Arta can meet their obligations, avoid fines, and maintain a fair and productive workplace.