Best Employer Lawyers in Vouliagmeni

About Employer Law in Vouliagmeni, Greece

Employer law in Vouliagmeni is governed by national Greek labor legislation, collective agreements, EU regulations, and key administrative systems used across the country. Vouliagmeni is part of the Municipality of Vari-Voula-Vouliagmeni in the Attica region, so local employment practices often reflect the profile of hospitality, tourism, services, retail, and small-to-medium enterprises. Whether you are an employer building a compliant workplace or an employee seeking to understand your rights, the same national rules apply, enforced by the Hellenic Labor Inspectorate and supported by social insurance and employment services.

Core topics include hiring and contracts, working time scheduling and overtime, minimum wage and allowances, leave and benefits, occupational health and safety, dismissal and severance, workplace harassment prevention, social insurance, and data protection in HR. Compliance is documented digitally through ERGANI II and, where applicable, the digital work card. Getting tailored advice can be crucial because details vary by sector, collective agreement, and the size of your business.

Why You May Need a Lawyer

You may need a labor lawyer in Vouliagmeni when recruiting, setting pay and benefits, drafting policies, or managing performance so that your procedures comply with Greek law and any applicable collective agreement. Legal support is also important for time-sensitive matters such as disciplinary actions, restructuring, and termination planning, where notice, severance, and ERGANI filings must be handled correctly to avoid fines and disputes.

Employers often seek legal help to implement the digital work card and ERGANI II reporting, design lawful shift schedules, calculate overtime and premiums, and structure flexible work or telework arrangements. Companies in hospitality and tourism frequently need guidance on seasonal staffing, Sunday and night work, and accommodation of peak periods while staying compliant.

Employees may need a lawyer to recover unpaid wages or allowances, verify the legality of dismissals, challenge discrimination or harassment, review non-compete clauses, seek accommodations for parental or carers leave, or confirm correct social insurance registration. Foreign workers and local employers hiring non-EU nationals may also require help with permits and residence documentation.

Local Laws Overview

Employment contracts and hiring. Employment in Greece typically uses open-ended contracts, fixed-term contracts for specific duration or project, part-time contracts, and telework arrangements. Written terms must cover key information such as role, pay, hours, place of work, and probation if any. Hiring and changes to terms are reported electronically through the ERGANI II system within strict time limits. Many sectors apply collective labor agreements that set additional standards on pay, allowances, and work rules.

Working time, overtime, and scheduling. The standard full-time schedule is usually 40 hours per week. Overtime and overwork are subject to annual and daily limits and attract specific pay premiums. Sunday and night work require prior authorization or eligibility under sector rules and are paid with statutory premiums. Greek law has recently enhanced controls on working time through the digital work card in selected sectors and progressive expansion, supported by real-time ERGANI II reporting.

Pay, minimum wage, and 14-month pay practice. Greece sets a national minimum wage that applies across the country. It is common practice to pay 14 monthly installments per year, which include Christmas, Easter, and vacation allowances, but this must be aligned with applicable law and any sectoral agreements. Payroll must also account for social insurance contributions and statutory benefits.

Leave and family rights. Employees accrue paid annual leave based on length of service, with public holidays recognized nationally. Greek law provides maternity leave, paternity leave, parental leave, carers leave, and protections for pregnant employees and new parents. Law 4808-2021 strengthened work-life balance rights and introduced the right to be free from workplace violence and harassment.

Termination and severance. Dismissals must follow formalities that include written notice, severance where applicable for open-ended contracts, and timely ERGANI notification. A specific cause is not always required, but terminations cannot be abusive or discriminatory. Collective redundancies trigger additional consultation procedures. Fixed-term contracts typically end at term without severance unless early termination rules apply.

Harassment, discrimination, and whistleblowing. Employers have a duty to prevent and address violence and harassment at work, with mandatory policies and internal procedures for companies over a certain size. Equal treatment protections apply. Whistleblower protections are implemented by national law in line with EU standards, requiring secure reporting channels in larger organizations.

Health and safety. The Occupational Health and Safety Code requires employers to assess risks, document preventive measures, and, depending on size and risk category, appoint a safety technician and occupational physician. Training, incident logs, and workplace risk assessments are essential for compliance and for minimizing liability.

Data protection in HR. The GDPR and Greek data protection rules govern employee monitoring, timekeeping systems, and personnel files. Employers must have a lawful basis for processing, provide clear notices, and implement safeguards for sensitive data, including medical and disciplinary records. Consent is usually not the preferred basis in an employment relationship.

Foreign workers. Non-EU nationals generally require work and residence permits. Employers must follow quota and sponsorship procedures where applicable and ensure registrations with social insurance and ERGANI are accurate and timely.

Inspections and enforcement. The Hellenic Labor Inspectorate conducts audits and can impose fines for unregistered work, misreported hours, unpaid overtime or allowances, and missing policies. In Attica, regional units oversee local compliance, including businesses in Vouliagmeni and nearby areas.

Frequently Asked Questions

What types of employment contracts are most common in Vouliagmeni and how should they be documented

Open-ended contracts are most common, followed by fixed-term and part-time contracts, particularly in hospitality and retail. All key terms should be in writing, including job duties, hours, pay, probation if any, and place of work. Employers must file hiring details with ERGANI II within the statutory deadline. Collective agreements may add mandatory terms, so check sector coverage before finalizing contracts.

How does the 14-month pay practice work in Greece

Many employers pay 14 installments per year, consisting of 12 monthly salaries plus Christmas, Easter, and vacation allowances. These allowances are regulated and must be budgeted correctly. When employment starts or ends mid-year, allowances are usually prorated. Sectoral agreements may provide additional benefits.

What are the normal working hours and how is overtime paid

The standard is typically 40 hours per week. Additional hours may fall under overwork or overtime categories, each with caps and premiums set by law. Employers must pre-register schedules and changes in ERGANI II and keep accurate time records. Non-compliance can trigger fines and claims for unpaid premiums.

Is Sunday or night work allowed in hospitality businesses in Vouliagmeni

Yes, subject to sector rules and authorizations. Sunday and night work are common in hospitality and tourism but require proper scheduling, filing, and payment of statutory premiums. Some roles need prior approval, and rest day requirements still apply.

Do I need to give a reason to dismiss an employee and what severance is owed

Greek law does not always require a specific reason for termination of an open-ended contract, but dismissals cannot be abusive or discriminatory and must follow formalities, including written notice, severance based on service where applicable, and ERGANI filing. Fixed-term contracts usually end at term without severance unless terminated early in breach of legal rules.

What are my obligations on workplace harassment and equal treatment

Employers must prevent and address violence and harassment. Companies over a certain size must adopt written policies, complaint procedures, and training. All employers must investigate allegations promptly, take corrective action, and avoid retaliation. Failure to comply can lead to inspectorate penalties and civil liability.

How does telework need to be arranged and who pays for equipment or expenses

Telework terms should be agreed in writing and cover hours, availability, equipment, costs, data security, and the right to disconnect. Employers generally provide or reimburse necessary equipment and reasonable costs, consistent with law and any collective agreement. Timekeeping and health and safety obligations still apply to telework.

What is the digital work card and do all employers in Vouliagmeni need it now

The digital work card is an electronic timekeeping system linked to ERGANI that records employee start and end times in real time. It has rolled out in specific sectors and is expanding. Employers in covered sectors must implement it and align internal processes. Others must still maintain lawful timekeeping and ERGANI reporting.

Are non-compete clauses enforceable in Greece

Non-compete clauses are assessed for necessity, proportionality, duration, and geographic scope, and often require appropriate financial consideration to be enforceable. Overly broad restrictions may be invalid. Tailor clauses narrowly to protect legitimate business interests and seek legal review before signing or enforcing them.

What should an employee do if wages or social insurance are not paid correctly

Gather payslips, schedules, messages, and any evidence of hours worked. Request a written breakdown from the employer. If not resolved, consider filing a complaint with the Hellenic Labor Inspectorate or pursuing legal action for unpaid wages and contributions. Act promptly because deadlines and evidentiary issues can affect your claim.

Additional Resources

Hellenic Ministry of Labor and Social Security for national labor policies, minimum wage announcements, and guidance on working time, leave, and termination.

Hellenic Labor Inspectorate for inspections, complaints, and guidance on compliance in Attica, including Vouliagmeni.

ERGANI II Information System for electronic filings related to hiring, scheduling, overtime, and terminations.

e-EFKA Social Insurance for registration, contributions, and benefits verification for employers and employees.

DYPA Public Employment Service for job programs, training, and unemployment benefits.

Greek Ombudsman for equal treatment and workplace discrimination issues.

OMED Mediation and Arbitration Organization for collective bargaining and labor dispute resolution.

Municipality of Vari-Voula-Vouliagmeni Citizens Service Centres for administrative guidance and referrals to regional labor authorities.

Local bar associations in Attica for referrals to labor law attorneys experienced in employer and employee representation.

Next Steps

Clarify your goals and timeline. Write down the issue you face, the outcome you want, key dates, and any upcoming deadlines. Early advice can reduce risk and cost, especially for dismissals, wage claims, or inspectorate audits.

Organize your documents. Gather contracts, addenda, time records, ERGANI filings, payslips, social insurance statements, company policies, emails, and witness details. Accurate records are essential in Greek labor disputes.

Assess sector rules. Identify any collective agreement that applies to your business or role in Vouliagmeni. Sectoral terms can affect pay scales, allowances, and scheduling rules.

Schedule a legal consultation. Choose a lawyer with Greek labor law experience and familiarity with Attica enforcement practices. Ask about scope, strategy options, timelines, and fee structures such as hourly rates or fixed-fee packages.

Stabilize compliance. If you are an employer, review ERGANI processes, timekeeping or digital work card readiness, policy updates on harassment and equal treatment, and health and safety documentation. If you are an employee, keep a contemporaneous log of hours, events, and communications.

Follow through and monitor. Implement agreed steps, confirm filings and notices were submitted on time, and document all communications. Reassess if circumstances change, such as seasonal hiring surges or new legal requirements.

This guide is informational and not a substitute for tailored legal advice. A lawyer can apply the rules to your specific facts and help you choose the best path forward in Vouliagmeni.