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This guide explains key points employers in Nea Smyrni, Greece should know when they are seeking legal advice. Employment law in Greece is national in scope, so rules that apply in Athens and Nea Smyrni are set by Greek statutes, collective agreements and relevant European Union rules. Local administration and enforcement offices are located in the Athens area, and most employment disputes are dealt with by the courts serving Athens. If you are an employer - from a small local shop to a branch of a larger company - understanding the basic legal framework will help you reduce risks, stay compliant and manage employee relations with confidence.
Employers consult lawyers for many reasons. Common situations include:
- Hiring and drafting contracts: ensuring employment contracts, fixed-term agreements and secondment or consultancy arrangements meet legal requirements.
- Dismissals and disciplinary actions: conducting fair disciplinary procedures, preparing lawful dismissal notices and reducing the risk of claims for unfair dismissal or wrongful termination.
- Restructuring and redundancies: handling collective redundancies, redundancies for economic reasons and compliance with consultation obligations and notification rules.
- Payroll, social security and tax issues: calculating contributions to the social security system, resolving disputes with EFKA and correcting payroll mistakes.
- Health and safety and workplace policies: developing policies to meet occupational health and safety obligations and defending administrative inspections or sanctions.
- Employment disputes and litigation: representing the employer in pre-litigation negotiations, mediation and before the labour courts of Athens.
- Data protection and confidentiality: drafting data processing clauses and non-disclosure agreements compliant with the GDPR and Greek law.
- Hiring non-EU nationals: advising on work permits, residence status and immigration compliance.
Here are the main legal areas that affect employers in Nea Smyrni and what to watch for.
- Employment contracts and terms: Greek employment law requires clarity about the parties, duties, remuneration, working hours and leave. While some contracts can be agreed orally, it is best practice to have written contracts - and a written statement of key terms is required in many cases, such as fixed-term, part-time, agency or telework relationships.
- Working time, minimum wages and leave: national rules set maximum working hours, overtime rules, rest breaks and statutory leave entitlements. The national minimum wage is determined by law or collective agreement - check current rates before payroll decisions.
- Probation, termination and notice: probationary periods are common, but dismissals must follow procedural and substantive legality. Employers must observe notice periods that depend on the length of service and the reason for termination. Unlawful dismissal can give rise to reinstatement orders or compensation.
- Severance and redundancy: severance pay or compensation may be due in certain types of termination. Collective redundancies and large-scale restructuring trigger consultation obligations with employee representatives and notifications to authorities.
- Social security and payroll obligations: employers must register employees with EFKA and make regular employer and employee contributions. Compliance covers payroll records, contributions, income tax withholding and benefits administration.
- Occupational health and safety: employers must ensure a safe workplace, perform risk assessments and provide training. The Labour Inspectorate enforces health and safety rules and can impose administrative fines.
- Collective bargaining and trade unions: national and sectoral collective agreements can set higher standards than statutory minimums. Employee representation bodies and trade unions play an important role in collective procedures.
- Hiring foreign workers: EU citizens enjoy freedom of movement, but non-EU nationals generally need a work permit and residence authorization. Special rules apply to seasonal work, highly skilled employees and intra-company transfers.
- Data protection: handling employee personal data must comply with the GDPR. Employers must provide information to staff, limit data processing to what is necessary and adopt appropriate security measures.
- Dispute resolution: many disputes start with internal procedures or mediation. Employment claims are typically heard before the civil courts that specialise in labour matters in Athens. Administrative inspections and fines come from the Labour Inspectorate and other governmental bodies.
While some employment relationships can be formed orally, written contracts protect both parties and are required in many situations - for example fixed-term, part-time, telework or temporary agency work. A written document makes duties, pay, working hours and notice terms clear and helps avoid future disputes.
Notice periods depend on the reason for dismissal and the employee s length of service. Legal notice periods and contractual terms vary, so check the contract and applicable law or collective agreement. Mistakenly ignoring notice rules can lead to claims for unlawful dismissal or compensation.
Collective redundancies require consultation with employee representatives and notification to authorities. For individual redundancies, follow a fair selection procedure, document economic or operational reasons and ensure proper notice and severance payments where applicable. Seek legal advice before starting redundancies.
Material changes to employment terms, such as salary, working hours or workplace location, generally require the employee s consent or a valid contractual or legal basis. Unilateral changes can lead to breach of contract claims. Where operational needs force a change, follow consultation and negotiation procedures and document agreements.
Employers must register employees with the national social security system, withhold employee contributions, pay employer contributions and keep payroll records. Non-payment or reporting errors can result in fines and retrospective liabilities. Work with an experienced payroll advisor or lawyer to ensure compliance.
Follow a fair disciplinary process: investigate the facts, give the employee an opportunity to respond, document the proceedings and apply sanctions proportionally. Certain sanctions require prior warnings. Proper documentation and legal compliance reduce the risk of successful employee claims.
Employment disputes can be raised before the labour courts. Depending on the case, remedies may include reinstatement or compensation. Many disputes are resolved through settlement before trial. Early legal advice helps assess the strengths of your position and explore negotiated solutions.
Yes. Employers must carry out risk assessments, provide safety training and implement preventive measures. The Labour Inspectorate enforces these rules and can issue fines or stop-work orders. Keep records of risk assessments, training and safety actions.
Non-EU nationals normally need a work permit and the appropriate residence authorization before starting employment. Procedures differ by category - seasonal, temporary, highly skilled or intra-company transfer. Seek legal help to obtain permits and to ensure you comply with immigration requirements.
Costs depend on the lawyer s experience, the complexity of the matter and the fee arrangement - hourly rates, fixed fees or success fees may apply. For contentious issues, a lawyer should be consulted early - before dismissals, redundancies or inspections - to prevent mistakes that can be costly later. Low-income parties may qualify for legal aid through the Greek legal aid system.
Here are public bodies and organisations that can be helpful when you need more information or official support.
- Ministry of Labour and Social Affairs - national policy, legislation and official guidance on employment matters.
- EFKA - the Unified Social Security Fund responsible for social security registrations and contributions.
- OAED - the Manpower Employment Organization provides programs for hiring, training and unemployment benefits.
- Labour Inspectorate - the authority that enforces labour and occupational health and safety rules and conducts workplace inspections.
- Athens Labour Courts and Civil Courts - courts that hear employment disputes for Nea Smyrni employers and employees.
- Athens Bar Association - for finding qualified employment lawyers and information about legal aid and referrals.
- Sectoral employers associations and trade unions - for collective agreements and sector-specific guidance.
If you need legal assistance as an employer in Nea Smyrni, follow these practical steps:
- Gather documents - employment contracts, payroll records, social security files, internal policies, correspondence and any disciplinary records. Clear documentation strengthens your position.
- Get an early assessment - consult a labour lawyer before taking high-risk actions like dismissal or large restructuring. Early advice can prevent costly mistakes.
- Choose the right lawyer - look for experience in Greek employment law, relevant sector experience and clear fee arrangements. The Athens Bar Association can provide referrals.
- Consider alternatives - mediation or negotiation can resolve many disputes faster and with less cost than litigation.
- Prepare for inspections and disputes - keep records up to date, train managers in lawful procedures and appoint a responsible person for compliance with payroll, social security and health and safety rules.
- Check eligibility for legal aid - if costs are a concern, ask about legal aid or pro bono services through the Bar Association.
Following these steps will help you manage employment risks and secure informed legal support. If you are unsure how to proceed, arrange a short initial consultation with a qualified labour lawyer who can advise on your specific situation and next actions tailored to Nea Smyrni and the broader Athens jurisdiction.
