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Employment benefits and executive compensation in Agia Paraskevi are governed primarily by national Greek labour, social security and tax law, applied locally through regional offices and courts in the Attica area. Agia Paraskevi is part of Greater Athens, so most administrative and judicial processes use the same institutions as elsewhere in Athens. Employers and executives must comply with statutory entitlements - for example social security contributions, paid leave, parental leave and severance rules - while negotiating additional or bespoke compensation elements such as bonuses, long-term incentive plans and restrictive covenants.
The practical reality is that many arrangements are documented in written employment contracts or company policies, and enforcement or disputes are handled through the Greek labour inspectorate, administrative agencies such as the Unified Social Security Fund (EFKA), and labour courts. European Union rules and Court of Justice case law also influence areas such as non-discrimination, working time and cross-border social security rights.
Employment benefits and executive compensation often involve complex overlaps of labour law, social security and tax rules. You may need a lawyer in Agia Paraskevi if you face any of the following situations:
- You are negotiating an executive employment contract or severance package and want to protect your compensation, benefits or post-employment rights.
- You have been dismissed or face redundancy and need advice on severance pay, notice periods, and whether the dismissal is lawful.
- You suspect your employer did not pay mandatory social security contributions or improperly withheld benefits.
- You are subject to or seeking to enforce restrictive covenants - for example non-compete, non-solicitation or confidentiality clauses - and need guidance on enforceability and compensation for post-employment restrictions.
- You are an employer designing compensation programs - such as bonuses, share plans or deferred compensation - and need to ensure compliance with tax and social-security rules.
- You face discrimination or unequal treatment concerns affecting pay or benefits.
- You need representation before the labour inspectorate, EFKA, tax authorities or labour courts.
This overview highlights key local legal principles relevant in Agia Paraskevi - always confirm details with a qualified lawyer for your situation.
- Employment contracts - Greek law recognises indefinite-term and fixed-term contracts. Essential terms should be in writing for clarity - salary, benefits, working hours, notice periods and grounds for termination. Executive-level agreements often include bespoke clauses on bonuses, severance, confidentiality and restrictive covenants.
- Termination and severance - Employers must follow statutory notice requirements and have valid grounds for dismissal. Severance pay may apply depending on the type of termination and length of service. Dismissals that are discriminatory or retaliatory can be challenged in court.
- Social security and benefits - Employers and employees must make social security contributions to the Unified Social Security Fund (EFKA) or other applicable funds. Statutory benefits include social insurance, sickness and maternity benefits, and pension entitlements. Failure to remit contributions can trigger administrative penalties and individual claims for benefits.
- Annual leave and family leave - Employees are entitled to paid annual leave and certain statutory family leave rights - for example maternity/paternity and parental leave - consistent with national and EU rules.
- Executive compensation elements - Bonuses, profit sharing, deferred compensation and equity-style arrangements are typically governed by contract and must be structured to comply with tax and social-security treatment. Equity plans are less common than in some other jurisdictions, but can be implemented with proper legal and tax advice.
- Restrictive covenants - Non-compete clauses must be reasonable in scope, duration and geography and are generally subject to stricter scrutiny when applied after termination. Where law requires compensation for post-employment non-compete restrictions, the agreement should specify the relevant payment.
- Collective issues and redundancies - Collective dismissals and mass layoffs trigger consultation obligations with employee representatives and sometimes notification to the labour authorities. Collective bargaining agreements can modify statutory minimums in some sectors.
- Taxation - Salary, benefits and severance have specific tax rules and withholding obligations. Some benefits have favourable tax treatment if structured correctly, while others may create immediate tax and social-security liabilities.
Review compensation components - base salary, bonuses, long-term incentives and benefits - and how they are calculated and paid. Check notice and termination provisions, severance entitlements, restrictive covenants, confidentiality obligations and any change-of-control protections. Clarify which law governs the contract and where disputes will be resolved. Ask for clear wording on performance conditions and the treatment of unpaid or deferred compensation on termination.
Severance entitlement depends on the reason for dismissal, your length of service and the terms of your contract or collective agreement. Some dismissals attract statutory severance, while others may not. Because the rules are detail-sensitive, consult a lawyer promptly if you are dismissed to determine your rights and possible remedies.
Non-compete clauses can be enforceable but must be reasonable in duration, scope and geographic reach. Post-employment non-compete obligations often require compensation. Courts will assess the clause for proportionality, and overly broad restrictions may be narrowed or invalidated.
Failure to pay employer social security contributions can affect your entitlement to benefits and pensions and may expose the employer to administrative fines and criminal liability in serious cases. You can raise the issue with the employer, file a complaint with EFKA or the labour inspectorate, and consult a lawyer to explore claims for missing benefits or legal remedies.
Bonuses paid as cash are generally treated as employment income for tax and social security purposes. Stock-based incentives and deferred compensation require careful structuring to determine when they are taxed and whether social security contributions apply. Local tax and social security rules, and the specific plan design, will determine the outcome, so seek specialist tax advice.
Yes - you can challenge an unfair or unlawful dismissal through the labour courts. Time limits apply to bring claims and can be relatively short, so prompt action is essential. A lawyer can advise on the appropriate forum, the likely remedies and applicable deadlines in your case.
Yes - collective bargaining agreements can set sector-specific minimums and terms for pay, benefits, working time and redundancy rules. Where a collective agreement applies, its terms may modify statutory entitlements. Employers and employees should check whether a collective agreement covers their workplace.
The Labour Inspectorate enforces labour law compliance, including working conditions, pay, health and safety and social security contributions. It can investigate complaints, issue fines and order remedial measures. Complaints can often be filed through the local inspectorate office serving the Attica region.
Start with a written employment agreement that clearly sets out pay, benefits, performance metrics and termination provisions. Coordinate with tax and social-security advisors to understand withholding obligations. If using equity or deferred plans, ensure proper documentation and consider shareholder and corporate approvals where required.
Employment disputes are brought before the competent labour courts in the Attica judicial district, or handled administratively by agencies such as EFKA and the Labour Inspectorate. Arbitration or mediation may be available if provided in the contract or agreed by the parties. A local lawyer can advise on the correct procedural route.
Useful local and national institutions and organizations to consult when dealing with employment benefits and executive compensation issues include the Ministry of Labour and Social Affairs for policy and guidance, the Unified Social Security Fund - EFKA - for social insurance matters, the Hellenic Labour Inspectorate for enforcement issues, and the tax authorities for withholding and tax treatment questions.
For collective matters and worker representation, national trade unions and employer associations such as the General Confederation of Greek Workers and local employer federations are relevant. For legal assistance and representation, consult an attorney registered with the Athens Bar Association or another applicable regional bar. Professional tax advisors and payroll specialists can also help on compensation structuring and compliance.
If you need legal assistance in Agia Paraskevi, take these practical steps:
- Gather documents - employment contract, pay slips, bonus plans, any written policies, termination letters and correspondence.
- Note important dates - when an event occurred, notice periods and any deadlines for filing complaints or claims.
- Seek an initial consultation with a lawyer experienced in employment benefits and executive compensation - explain your objectives, ask about likely outcomes, procedural steps and fee arrangements.
- Consider alternative dispute resolution - mediation or settlement negotiations may resolve matters faster and at lower cost than litigation.
- Where immediate protection is needed - for example urgent injunctions or interim relief - tell your lawyer promptly so they can assess options and apply to the courts if necessary.
- Keep records of communications and payments, and avoid unilateral actions that might prejudice a legal claim until you have professional advice.
Employment benefits and executive compensation issues can be technical and time-sensitive. Local specialists understand how national law is applied in the Attica region and can help protect your rights or design compliant compensation packages. Contact a qualified lawyer early to explore your options and secure the best possible outcome.
