Best Employer Lawyers in Melissia

About Employer Law in Melissia, Greece

Employer law in Melissia follows Greek national employment and labour legislation. Melissia is a suburb of Athens, so employers and employees there are governed by the same statutes, regulations and case law that apply across Greece. Key legal areas include employment contracts, working time, wages, social security contributions, health and safety, collective bargaining and termination rules. Enforcement and practical assistance are provided by national bodies and local offices based in the Attica region. If you operate in Melissia you should expect to comply with Greek law, apply any sectoral collective agreements that cover your business, and cooperate with local labour authorities when required.

Why You May Need a Lawyer

Employment law can be complex and disputes can be costly if handled poorly. You may need a lawyer if you face any of the following situations:

- Drafting or reviewing employment contracts and company policies to ensure compliance with national law and with sectoral collective agreements.

- Planning hires with non-standard arrangements - for example fixed-term, part-time, remote or secondment arrangements - and ensuring they are correctly documented.

- Managing disciplinary procedures, warnings and dismissals to avoid claims for unfair or wrongful dismissal.

- Handling collective issues such as redundancies, restructuring or collective bargaining with unions.

- Responding to audits or inspections by the Labour Inspectorate or social security authority (EFKA).

- Defending or pursuing claims in labour courts for unpaid wages, severance, discrimination, harassment, or reinstatement.

- Addressing occupational health and safety incidents and related liability concerns.

- Ensuring lawful processing of employee personal data under data protection rules.

Local Laws Overview

Below are the key aspects of Greek employment law that are particularly relevant to employers in Melissia:

- Employment Contracts - Contracts can be written or oral, but written contracts are strongly recommended. Contracts should set out salary, working hours, position, probation period if any, and any special conditions. Contracts in Greek are preferable for enforceability.

- Types of Employment - Common forms include open-ended (indefinite) contracts, fixed-term contracts, part-time contracts and temporary employment. Fixed-term contracts are subject to rules that prevent abusive successive renewals.

- Working Time and Overtime - The ordinary working week, maximum daily and weekly limits, rest periods and overtime rates are regulated. Sectoral collective agreements may set more generous terms.

- Minimum Wage and Pay - National minimum wage rules apply. Wages must be paid on time and proper payroll records must be kept. Additional mandatory payments can include holiday pay, thirteenth payments where applicable under collective agreements, and overtime premiums.

- Leave and Family Rights - Employees are entitled to annual leave, sick leave, maternity and paternity leave, and certain parental leaves as provided in law and in collective agreements.

- Termination and Severance - Dismissals must meet statutory requirements. Summary dismissal for serious misconduct is possible but must be justified. Unfair dismissal remedies often include compensation; in very specific cases reinstatement may be ordered. Notice periods and severance pay depend on length of service and the reason for termination.

- Collective Dismissals and Consultations - Large scale redundancies and transfers of undertakings require prior information and consultation with employee representatives and sometimes notification to authorities.

- Trade Unions and Collective Bargaining - Unions and collective agreements can set terms above statutory minima. Sectoral agreements can be binding on employers in covered sectors.

- Social Security and Contributions - Employers must register staff with EFKA and make the employer and employee contributions to social security and health insurance. Accurate contribution reporting is critical to avoid penalties.

- Health and Safety - Employers must implement occupational health and safety measures, provide training, and report accidents. The Greek Labour Inspectorate (SEPE) enforces workplace safety and employment standards.

- Discrimination and Harassment - Law prohibits discriminatory treatment and harassment based on protected characteristics. Employers have duties to prevent and remedy such conduct.

Frequently Asked Questions

Do I need a written employment contract?

Written contracts are not always mandatory but they are best practice. A written contract reduces ambiguity and helps prove the agreed terms in disputes. Contracts in Greek are preferable. Make sure the contract states salary, working hours, job duties, probation, and termination terms.

What notice period do I have to give when dismissing an employee?

Notice periods depend on the employee's length of service and the terms set out in law or in collective agreements. There are statutory minimums. For dismissals with cause and without cause different rules apply. Seek legal advice before terminating employment to ensure you meet notice and procedural requirements.

What constitutes unfair dismissal and what are the remedies?

Unfair dismissal generally means termination without a fair reason or without observing required procedures and notice. Remedies commonly include compensation and in limited cases reinstatement. Employees normally must bring claims before the competent labour court within statutory time limits.

How is severance pay calculated?

Severance pay depends on the reason for termination, length of service and the applicable statutory formulas or collective agreement terms. There are different regimes for dismissals with or without cause. Calculation can be technical, so use a lawyer or payroll specialist to ensure correct amounts and avoid underpayment.

Can I use fixed-term contracts for ongoing work?

Fixed-term contracts are meant for temporary needs. Repeated renewals or serial fixed-term contracts for permanent roles can be treated as indefinite contracts by courts. Follow legal limits on duration and renewals and ensure legitimate reasons for a fixed-term arrangement.

What obligations do I have for social security contributions?

Employers must register employees with EFKA, calculate contributions, withhold employee portions and pay employer contributions. Reporting and payment deadlines must be met to avoid fines and liability for unpaid contributions. Social security rules also affect entitlements for pensions, health care and unemployment benefits.

How should I handle workplace harassment or discrimination claims?

Take any complaint seriously and investigate promptly and impartially. Put in place interim measures if needed to protect complainants. Corrective action may include discipline against perpetrators and changes to policies. Document investigations and outcomes. A lawyer can help ensure the process is lawful and reduces future liability.

What happens if the Labour Inspectorate inspects my business?

The Labour Inspectorate (SEPE) can check employment records, payroll, working conditions and health and safety compliance. Cooperate and provide requested documentation. If violations are found you may face administrative fines and be required to correct breaches. Legal representation can assist during investigations and appeals.

Do collective agreements apply to my business in Melissia?

Sectoral collective agreements may be binding on employers in specific industries and can impose conditions above statutory minimums. Company-level agreements also apply if negotiated. Check which agreements cover your business and incorporate obligations into contracts and policies.

What are the time limits for bringing employment claims?

There are strict statutory time limits to bring employment claims to court, and these limits vary by claim type - for example unpaid wages, discrimination or unfair dismissal. Missing a deadline can bar a claim. Consult a lawyer promptly if you anticipate a dispute to preserve your rights or defenses.

Additional Resources

Below are key bodies and organisations that can provide information or assistance:

- Ministry of Labour and Social Affairs - national regulator for employment policy and legislation.

- Labour Inspectorate - called SEPE - enforces labour standards and workplace safety.

- EFKA - Unified Social Security Entity - handles registration and contributions for social insurance.

- OAED - Manpower Employment Organization - provides employment services and information.

- Athens Bar Association - for lists of qualified employment lawyers servicing Melissia and the Attica region.

- Hellenic Data Protection Authority - for questions on processing employee personal data.

- GSEE - General Confederation of Greek Workers, and sectoral trade unions - for employee-side perspectives and collective bargaining matters.

- Employer associations such as the Hellenic Federation of Enterprises (SEV) - for employer guidance and sectoral advice.

Next Steps

If you need legal assistance with an employer matter in Melissia, follow these steps:

- Gather key documents - employment contracts, payroll records, social security registrations, internal policies, correspondence, disciplinary records and any relevant collective agreements.

- Attempt an internal resolution - where appropriate, use internal grievance or disciplinary procedures before escalating to formal legal steps.

- Consult a specialised employment lawyer - look for lawyers experienced in Greek labour law and, if needed, English or other languages you prefer. Ask about relevant experience, likely strategy, estimated timelines and fee structure.

- Consider urgent remedies - if there is a risk of irreparable harm, such as unpaid wages or an employee seeking urgent interim relief, ask your lawyer about emergency court measures.

- Prepare for inspections or litigation - cooperate with authorities, preserve evidence, and follow your lawyer's advice on communications and disclosures to limit exposure.

- Explore alternative dispute resolution - mediation or negotiated settlement can save time and costs in many employment disputes.

Getting early legal advice will improve your chance of a cost-effective outcome. Employment law is heavily procedural, so acting promptly and with proper documentation is essential.