Best Employment Benefits & Executive Compensation Lawyers in Arta

About Employment Benefits & Executive Compensation Law in Arta, Greece

Employment benefits and executive compensation in Arta are governed primarily by Greek national law, with the same rules applying across the country. Local practice in Arta follows the national framework on wages, benefits, working time, social insurance, and corporate governance for executive pay. Collective agreements, where applicable, can shape pay and benefits in specific sectors or companies, and there may be local branches of national unions and employer associations active in the Arta area.

For employees, Greek law sets a floor of mandatory benefits, including minimum wage protections and specific annual bonuses. For executives, especially in sociétés anonymes and listed companies, additional rules on remuneration policies, approvals, reporting, and clawback mechanisms can apply. Multinationals and local businesses in Arta often blend statutory benefits with employer policies, equity awards, and variable pay plans, which must be designed and administered in line with Greek labor, tax, social security, and corporate laws.

Why You May Need a Lawyer

Employment benefits and executive compensation issues frequently require tailored legal advice because the rules interact across several areas of law. You may need a lawyer in situations such as negotiating executive employment agreements, bonuses, and equity awards, drafting or revising bonus and incentive plans, assessing the validity of non-compete, non-solicit, and confidentiality clauses, structuring severance and exit packages, or handling dismissals of senior managers and board members.

Legal guidance is also important when implementing or changing benefits programs, complying with filings in the ERGANI information system, documenting overtime and working time arrangements, addressing misclassification risks for contractors receiving benefits, preparing remuneration policies and reports in companies that require shareholder approvals, and ensuring tax and social insurance compliance for cash and in-kind benefits. In dispute situations such as unpaid bonuses, clawbacks, discrimination or equal pay claims, or the enforcement of restrictive covenants, a lawyer can protect your position and help reach a compliant and pragmatic outcome.

Local Laws Overview

Employment status and contracts. Most employment in Arta uses open-ended employment contracts. Written terms are recommended and often required for clarity on duties, pay, benefits, working time, bonus eligibility, and termination terms. Executive roles can be combined with corporate offices such as board membership in a société anonyme, which can trigger additional approval and governance rules.

Minimum wage and pay. Greece sets a national minimum wage. As of April 2024 the gross monthly minimum wage for full-time employment is commonly cited as 830 euros, and it is subject to periodic adjustment. Employers must also comply with equal pay rules for equal work or work of equal value.

Mandatory bonuses. Private sector employees are entitled by law to Christmas bonus, Easter bonus, and vacation allowance. The Christmas bonus typically equals one monthly salary and is payable by 21 December. Easter and vacation allowances are typically half-month each and are paid before Easter and during the summer period, with pro rata calculations for partial service in the reference period. These amounts are subject to tax and social insurance rules.

Working time and overtime. The standard full-time schedule is generally 40 hours per week. Additional hours up to the statutory thresholds and overtime beyond those thresholds must be recorded and, where required, pre-notified through ERGANI and compensated with statutory premiums. Night work and Sunday or holiday work attract additional premiums. Failure to notify or to compensate correctly can lead to administrative fines from the Hellenic Labor Inspectorate.

Telework and flexible arrangements. Teleworking is regulated. Employers must document telework terms, meet health and safety and data protection obligations, and cover agreed telework costs. Any change in schedule or telework status often requires prior ERGANI filings.

Benefits in kind. Company cars, housing, low-interest loans, meal cards, and other benefits in kind are generally taxable to employees and must be reflected in payroll. Whether social insurance contributions apply depends on the benefit and its characterization as remuneration. Proper documentation and payroll treatment are essential.

Executive compensation governance. In sociétés anonymes, and especially in listed companies, board and key executive remuneration may require a shareholder-approved remuneration policy and an annual remuneration report in line with corporate law. Certain payments to board members and related parties require corporate approvals to be valid.

Equity awards. Employee stock options, restricted shares, and RSUs are recognized in Greece. Favorable tax regimes may apply if statutory holding periods and other conditions are met. Without meeting those conditions, equity gains can be taxed as employment income and may trigger social insurance. Timing of taxation can occur at exercise or at disposal depending on the regime. Plan terms must comply with Greek law and any securities law requirements for offers to employees in Greece.

Termination and severance. Greek law provides statutory severance on dismissal of employees under open-ended contracts. The amount depends on length of service and whether notice was given. Executives with dual status as board members may need both corporate removal actions and employment law steps. Separation agreements should address bonuses, equity vesting, garden leave, confidentiality, return of property, and release of claims where appropriate.

Social insurance and pensions. Salaried employees are generally insured with the Unified Social Security Fund EFKA. Contributions are shared between employer and employee at rates that vary depending on the insurance category and benefits covered. A new auxiliary defined contribution fund TEKA applies for certain newer entrants. Employers must register and make timely monthly submissions and payments.

Whistleblowing and compliance. Companies with 50 or more employees must implement internal reporting channels under the Greek whistleblowing law. Benefits and pay processes must respect GDPR obligations, including transparency notices and data minimization. Auditable records of hours, overtime, and benefits are required.

Collective bargaining and policies. Sectoral or enterprise collective agreements can set more favorable terms on pay and benefits. Internal policies on bonuses, travel expenses, telework, and use of company assets should be written, communicated, and consistently applied. Changes that disadvantage employees may require consultation, agreement, or notice.

Frequently Asked Questions

What counts as employment benefits in Greece

Benefits include mandatory items like Christmas, Easter, and vacation allowances, and voluntary items like bonuses, private health insurance, meal vouchers, company car, housing allowance, education support, and equity awards. Many of these are taxable and some may attract social insurance contributions. The exact treatment depends on the benefit and plan terms.

Are the 13th and 14th salaries mandatory in the private sector

Yes. In the private sector the Christmas bonus, Easter bonus, and vacation allowance are mandated by law and paid on the statutory timetable, with pro rata adjustments for partial service. They are separate from any discretionary performance bonuses.

How is executive bonus or commission income treated for tax and social insurance

Cash bonuses and commissions paid to employees are typically treated as employment income and subject to payroll withholding and social insurance in the period paid. Proper plan documentation helps determine when a bonus is earned, whether it is discretionary, and how forfeiture or clawback applies.

How are stock options and other equity awards taxed

Greece recognizes equity compensation. Taxation depends on the type of award and whether a favorable regime applies. In general, if statutory conditions like minimum holding periods are met, gains may be taxed as capital gains on disposal. Otherwise, the spread may be taxed as employment income at exercise or vesting. Social insurance treatment varies. Because rules evolve, obtain current advice before grants or exercises.

Can an employer change or cancel a bonus plan

Employers can change a discretionary plan prospectively if they respect good faith principles, provide clear notice, and avoid retroactively removing vested rights. If a plan is contractual or incorporated into individual or collective agreements, changes may require employee consent or collective bargaining and timely ERGANI filings if terms of employment change.

Are post-employment non-compete clauses enforceable in Greece

Yes, if they are reasonable in scope, geography, and duration, protect legitimate business interests, and provide fair consideration to the employee for the restraint. Courts examine proportionality. For executives, negotiated compensation for the non-compete is common and should be clearly defined in the contract.

What severance is due when terminating an executive

Statutory severance applies to employees under open-ended contracts, based on years of service and whether proper notice is given. Executives who also hold corporate offices may require both corporate removal and employment termination steps. Contractual severance and bonus or equity vesting should be addressed in a written settlement to avoid disputes.

Do working time and overtime rules apply to managers and executives

Working time protections apply broadly, but truly senior executives who direct the business with substantial autonomy may fall outside certain working time limits. Employers should not assume blanket exemptions. Overtime must be recorded and, where required, pre-notified and paid with premiums unless a lawful exclusion applies. Misclassification risks penalties.

What filings are required when hiring or changing terms in Arta

Employers must submit new hires, schedule information, telework arrangements, overtime notifications, and changes to terms of employment through the national ERGANI information system. Failure to file accurately and on time can lead to fines from the Hellenic Labor Inspectorate.

Are there incentives for relocating talent to Greece

Greece offers tax incentives for certain individuals relocating to work in Greece, subject to eligibility criteria and application deadlines. These can reduce taxable employment income for a set period. There are also regimes for start-up equity and for certain high net worth or pensioner categories. Confirm current eligibility and procedures before relying on an incentive.

Additional Resources

Ministry of Labor and Social Affairs. Sets employment policy, minimum wage, and issues guidance on benefits, working time, and telework.

Hellenic Labor Inspectorate. Independent authority that oversees compliance, conducts audits in workplaces such as those in Arta, and imposes fines for violations.

EFKA Unified Social Security Fund. Handles registration, contribution rates, and insurance coverage for salaried employees and employers.

TEKA Hellenic Auxiliary Defined Contribution Fund. Manages supplementary pensions for eligible newer entrants to the labor market.

Public Employment Service DYPA. Provides employment services, programs, and information on subsidies and training relevant to benefits and hiring.

Hellenic Capital Market Commission. Oversees securities law compliance, relevant to employee share plans and equity incentives in listed companies.

Hellenic Data Protection Authority. Provides guidance on GDPR compliance in HR and benefits administration.

OMED Organization for Mediation and Arbitration. Handles collective disputes and hosts collective agreements that may affect pay and benefits.

Arta Bar Association. Local professional body that can help you identify qualified employment and corporate lawyers in the Arta region.

Next Steps

Clarify your objectives. Define what you want to achieve, such as negotiating a new executive package, reviewing a bonus plan, correcting payroll and benefits issues, or structuring a compliant termination.

Gather key documents. Collect employment contracts and amendments, bonus and equity plan rules, board and shareholder approvals, payslips, ERGANI filings, time records, relevant emails, and any collective agreements that apply to your company or sector.

Check timelines. Note payroll cutoffs, bonus determination dates, statutory deadlines for ERGANI notifications, notice periods for termination, and payment dates for statutory bonuses.

Assess compliance gaps. Identify where policies or practices may not align with Greek requirements, for example unpaid overtime, missing ERGANI filings, unclear bonus criteria, or inadequate data protection notices for HR processing.

Consult a lawyer. Engage an employment and corporate compensation lawyer with experience in Greek law and the Arta region. Ask for a practical action plan, risk assessment, and a document checklist tailored to your situation.

Implement and document. Put agreed changes in writing, update contracts and policies, obtain required corporate approvals, complete ERGANI and social security filings, and align payroll and HR systems accordingly. Keep records to demonstrate ongoing compliance.

Important note. Laws and rates change, including minimum wage levels, contribution rates, and tax rules for equity and relocation incentives. Always verify current figures and requirements before making decisions.