Best Employer Lawyers in Thivais

About Employer Law in Thivais, Greece

Employer law in Thivais is governed primarily by national Greek legislation and European Union rules, applied locally through regional authorities and courts. Thivais, also known as Thiva or Thebes, is in the Boeotia region, where the Hellenic Labor Inspectorate conducts inspections and the competent courts hear labor disputes. Employers in Thivais must follow the Greek Labor Code, recent labor reforms, collective bargaining agreements where applicable, and strict rules on working time, pay, leave, termination, social insurance, health and safety, equality, and data protection. Most procedures, such as hiring, scheduling, and termination notifications, are completed through the national ERGANI digital platform, and more sectors are gradually using the Digital Work Card system that tracks real working time.

Although the legal framework is national, practical enforcement is local. This means employers in Thivais should be ready for on-site inspections, respond to employee complaints filed with the Hellenic Labor Inspectorate, and appear before the competent labor court if a dispute arises. Having clear documentation, compliant contracts and policies, and timely filings is essential to reduce risk and maintain good employee relations.

Why You May Need a Lawyer

You may need a lawyer when hiring staff and drafting compliant contracts, especially when deciding between indefinite and fixed-term arrangements, setting probation, and defining job duties, working time, and confidentiality. Legal advice is crucial when you implement working time systems, including the ERGANI schedule declarations and the Digital Work Card, to avoid fines for under-reporting hours or mismanaging overtime. Counsel can help you create or update handbooks and policies covering health and safety, anti-harassment, equal treatment, telework, use of equipment, monitoring, and data protection.

Legal help is often needed during restructurings, redundancies, or individual dismissals, where the form of notice, severance, and timing of ERGANI filings are strictly regulated. A lawyer can assess whether a role can be performed by an independent contractor or must be an employee, and how to manage outsourcing and temporary agency work. If you face a complaint or inspection by the Hellenic Labor Inspectorate, counsel can represent you, respond to findings, and negotiate corrective measures. Lawyers are also valuable in handling workplace investigations, discrimination or harassment claims, whistleblowing reports, work accidents, or wage and hour disputes, and in managing immigration and work permits for third-country nationals.

Local Laws Overview

Employment relationship and contracts. Employment can be indefinite or for a fixed term. Written contracts are strongly recommended and in many cases required, and key terms must be provided to employees in writing within short statutory deadlines. Probation for indefinite contracts is typically up to six months. Fixed-term renewals must be objectively justified, and repeated renewals without justification may convert to an indefinite contract. Employment documents should be in Greek or otherwise understood by the employee.

Hiring and ERGANI declarations. Hiring must be notified to the ERGANI system before work starts. Changes to schedules, overtime, and telework arrangements are notified in ERGANI within prescribed deadlines. More sectors are joining the Digital Work Card system that records actual working time, and employers must ensure consistency between declared schedules and recorded hours.

Working time and rest. The standard full-time working week is generally 40 hours, typically over five or six days depending on the sector and any applicable collective agreement. Daily and weekly rest rules apply. Overtime and Sunday or holiday work are tightly regulated, require prior or timely declarations, and attract statutory pay premiums. Night work and on-call arrangements are subject to specific rules. Telework is permitted and governed by rules on voluntary agreement, equipment costs, health and safety, and the right to disconnect.

Pay and minimum wage. Pay must meet at least the national minimum wage and any higher amounts set by applicable collective agreements. As of April 2024, the national minimum monthly wage was 830 euros gross, but this is periodically updated by ministerial decision. Employers must issue payslips and maintain accurate payroll and time records. Equal pay for equal work is a legal requirement.

Leave and family protections. Employees are entitled to paid annual leave that increases with service, plus public holidays. Maternity leave, paternity leave, parental leave, and caregiver leave are protected by law, with income support in some cases provided through public schemes. Additional protections apply to pregnant employees and new parents, including restrictions on termination.

Termination and severance. Termination of an indefinite contract requires written notice and ERGANI notification on the date of termination. Severance may be due depending on length of service and whether notice is given. Fixed-term contracts generally end on expiry, but early termination is limited to specific reasons. Employers should document performance and business reasons and ensure final pay, severance, and certificates are provided on time.

Health and safety. Employers must assess risks, provide training and equipment, maintain records, and appoint a safety technician and, in some cases, an occupational physician. Work accidents must be reported to the Hellenic Labor Inspectorate and the social insurance authority. Employees have the right to a safe and healthy workplace.

Equality, harassment, and whistleblowing. Discrimination based on protected characteristics is prohibited. Greece has specific rules on prevention of violence and harassment at work, including policies, training, and investigation duties. Whistleblowing protections apply to qualifying reports, and certain employers must implement internal reporting channels.

Data protection and monitoring. Employers are data controllers under the GDPR and Greek law. They must have a legal basis for processing employee data, provide transparent information notices, apply data minimization, secure records, and complete data protection impact assessments where required. Employee monitoring, including CCTV or tracking of digital tools, must be necessary, proportionate, and properly disclosed.

Collective bargaining and unions. Sectoral or occupational collective agreements may apply in Boeotia or nationally and can be extended to all employers in a sector. Works councils or union representatives have consultation rights in certain cases. The Organization for Mediation and Arbitration handles collective disputes and offers mediation and arbitration services.

Social insurance and payroll taxes. Employers must register with the unified social security fund, pay employer and employee contributions, and file monthly declarations. Accurate classification of employees and contractors is key to avoiding back contributions and penalties.

Inspections and penalties. The Hellenic Labor Inspectorate can conduct announced or unannounced inspections, interview staff, and review records. Penalties for undeclared work, under-reporting hours, or safety breaches can be substantial, and corrective action plans may be required.

Dispute resolution. Most individual labor disputes are filed before the competent Court of First Instance in the labor section, with simplified procedures compared to ordinary civil cases. Pre-litigation negotiation or mediation can help resolve disputes faster. Deadlines can be short and measured in weeks or months, so prompt legal advice is important.

Frequently Asked Questions

Which authorities oversee employment matters in Thivais

The Hellenic Labor Inspectorate oversees labor relations, working time, pay, and safety. Social insurance issues are handled by the unified social security fund. The Ministry of Labor and Social Security sets policy and maintains ERGANI. Labor disputes are heard by the competent local courts for the area where the work is performed or where the employer is established.

Do I need a written employment contract

Yes, you should issue a written contract or at least a written statement of key terms within statutory deadlines. This should cover role, workplace or telework location, working time, pay, probation, leave, confidentiality, and any collective agreement. Written terms help ensure compliance with ERGANI declarations and reduce disputes.

What is ERGANI and the Digital Work Card

ERGANI is the national electronic platform where employers declare hiring, schedules, overtime, telework, and termination. The Digital Work Card is a system that records real working time by sector. Where the card applies, entries must match schedules and payroll. Non-compliance can lead to fines, so align attendance, schedules, and payslips.

How is overtime regulated and paid

Overtime must be recorded and declared, stays within legal limits, and is compensated with statutory premiums. Sunday and holiday work, night work, and on-call arrangements also have special rules and premiums. Always check whether a collective agreement or ministerial decision sets stricter conditions.

Can I engage independent contractors instead of employees

Yes, but only if the working relationship is genuinely independent. If you control hours, place of work, and methods, or if the person is integrated into your organization, authorities may reclassify the relationship as employment. Reclassification can trigger back pay, social contributions, and fines. Use clear contracts and manage the relationship consistently with contractor status.

What are the rules on termination and severance

For indefinite contracts, termination must be in writing, notified in ERGANI on the termination date, and accompanied by any severance due depending on length of service and whether notice is given. Termination cannot be discriminatory or retaliatory, and special protections apply to certain categories such as pregnant employees. Fixed-term contracts usually end at expiry and early termination is limited.

What leave are employees entitled to

Employees have paid annual leave that increases with service, public holidays, and specific leaves such as maternity, paternity, parental, caregiver, and sick leave. A special six-month maternity protection leave is available through the public employment service after maternity leave. Entitlements and income support depend on the type of leave and any applicable collective agreement.

Do collective agreements apply in Thivais

They may. Sectoral or occupational collective agreements can apply nationally or regionally and may be extended by ministerial decision. If an agreement covers your sector, it can set higher minimums for pay, allowances, working time, and leave. Check whether your business falls within an extended agreement.

How should I handle employee data and workplace monitoring

Follow GDPR and Greek data protection rules. Provide privacy notices, identify a legal basis for processing, limit data collection, secure records, and set retention periods. Monitoring such as CCTV, access logs, GPS, or email review must be necessary and proportionate, with clear policies and employee information. Some monitoring requires impact assessments or consultation.

What happens during a labor inspection

Inspectors can visit your premises, review ERGANI filings, time records, payslips, contracts, and health and safety files, and interview management and staff. If issues are found, they may issue recommendations, order corrective actions, or impose fines. Cooperate politely, provide requested documents, and follow up with evidence of compliance.

Additional Resources

Ministry of Labor and Social Security - policy, guidance, and the ERGANI platform.

Hellenic Labor Inspectorate - inspections, complaints, and guidance on working time, pay, and safety.

Unified Social Security Fund e-EFKA - employer registration, contributions, and benefits.

Public Employment Service DYPA - employment programs, maternity protection leave, and training support.

Organization for Mediation and Arbitration OMED - collective dispute mediation and arbitration services.

Citizens Service Centers KEP in Thivais and Boeotia - assistance with filings and public service information.

Local Bar Associations in the Boeotia region - referral to employment law practitioners.

Chambers of Commerce and local employer associations - practical guidance and updates on labor compliance.

Next Steps

Step 1 - Gather your documents. Collect any existing contracts, ERGANI filings, time sheets, payroll records, policies, health and safety files, and correspondence. Accurate information will help a lawyer assess your risks and options quickly.

Step 2 - Identify the issue and your goals. Whether it is a hire, policy update, inspection, overtime question, or termination, clarify what outcome you want, your timeline, and your budget for compliance or settlement.

Step 3 - Consult a local employment lawyer. Choose counsel with experience in Greek labor law and local practice in Thivais and Boeotia. Ask for a short diagnostic review and a practical compliance plan, including any immediate ERGANI corrections and policy changes.

Step 4 - Implement corrective actions. Update contracts and policies, align schedules with ERGANI declarations, ensure accurate recording through the Digital Work Card where applicable, and train managers on working time and leave procedures.

Step 5 - Prepare for inspections and disputes. Keep documents organized, designate a person to liaise with inspectors, and set internal timelines to respond to employee requests or complaints. Consider mediation to resolve disputes early.

Step 6 - Monitor updates. Greek labor rules, minimum wage, and Digital Work Card coverage change periodically. Assign responsibility to track official announcements and collective agreements that may affect your business in Thivais.

This guide provides general information and is not a substitute for legal advice. For specific cases in Thivais, seek advice from a qualified employment lawyer who can tailor solutions to your organization and sector.