Best Employment Benefits & Executive Compensation Lawyers in Moschato

About Employment Benefits & Executive Compensation Law in Moschato, Greece

Employment benefits and executive compensation cover the full range of pay and non-pay items that employers provide to employees and senior managers. In Moschato, Greece, this includes base salary, bonuses, severance, pension and social-security entitlements, health and fringe benefits, company cars, stock or option schemes, and post-employment restrictions such as confidentiality and non-compete clauses. Greek employment regulation is shaped by national labour and tax law, social-security rules, and EU directives implemented into domestic law. Since Moschato is part of the greater Piraeus-Attica area, most employers and advisers draw on the resources and courts of Athens and Piraeus for legal guidance and enforcement.

Why You May Need a Lawyer

Employment benefits and executive compensation often involve complex legal, tax and commercial issues. You may need a lawyer if you are:

- Negotiating an executive employment agreement or change-in-control compensation package.

- Disputing unpaid bonuses, severance or termination payments.

- Asking whether a stock option or equity plan is properly documented and tax-efficient.

- Facing or enforcing a non-compete, confidentiality covenant or restrictive covenant.

- Responding to a collective dismissal, business transfer or restructuring that affects benefits.

- Challenging unlawful changes to your benefits or unilateral reductions by an employer.

- Dealing with social-security classification problems, contributions disputes or tax assessments related to benefits.

- Seeking injunctions or urgent relief to protect pay or enforce restrictive covenants.

Local Laws Overview

This section highlights key legal topics that commonly affect employment benefits and executive compensation in Moschato and Greece generally.

Employment contracts - Employment relationships are governed by written and oral contracts, collective agreements and mandatory labour law provisions. Executive contracts may be customised, but mandatory protections for employees apply in many cases and collective agreements can add further rights.

Working time and minimum wage - National law sets rules on maximum working hours, rest breaks and minimum wage thresholds. Collective agreements can set higher minima. Executive-level arrangements may sometimes be more flexible but must comply with statutory minimums and overtime rules where applicable.

Notice periods and severance - Termination procedures, notice periods and statutory severance depend on the type, duration and cause of termination. Executives often negotiate higher contractual severance or termination payments, but statutory entitlements cannot be waived below mandatory minima.

Social security and contributions - Employers and employees must pay social-security contributions to the Single Social Security Entity (EFKA) and other schemes where applicable. Treatment of executives and managers can differ depending on role, status and contributions history.

Taxation of compensation and benefits - Salary, bonuses, and many benefits are taxable as employment income. Equity awards, option plans and share disposals can have complex tax and social-security consequences. Tax rules for benefits and capital gains should be considered when structuring compensation.

Equity and option plans - Issuing shares or options requires compliance with corporate law and tax reporting. Proper plan documentation, shareholder approvals and adherence to company law formalities are necessary.

Restrictive covenants - Post-employment non-compete and non-solicitation clauses are enforceable when they meet criteria of reasonableness in scope, duration and geography and when they comply with applicable law. In practice courts examine such clauses carefully and may require compensation for post-employment restrictions.

Collective redundancies and transfers of undertaking - Greek law implements EU protections for collective redundancies and transfers of undertakings. Employees retain certain rights on transfer and employers must follow consultation and notification procedures in collective redundancy situations.

Enforcement and dispute resolution - Employment disputes are typically heard in the labour courts or civil courts with specialised labour divisions. Administrative remedies and labour inspectorate interventions can also be available. Alternative dispute resolution and mediation are increasingly used in commercial employment disputes.

Frequently Asked Questions

Can my employer change my benefits or compensation without my consent?

Employers cannot unilaterally make changes that worsen contractual or statutory rights without a legal basis. Minor administrative changes may be possible, but reductions in salary, elimination of agreed bonuses or removal of contractual benefits usually require employee consent or a lawful variation clause. Collective bargaining agreements may affect what changes are permitted. If unilateral changes occur you should seek legal advice promptly about remedies and possible claims.

What notice do I have to give or receive if I am an executive and my contract is terminated?

Notice periods depend on the employment contract and length of service as well as statutory minimums. Executives often have specific contractual notice provisions and negotiated severance. Even where a contract provides for notice, statutory protections for wrongful dismissal or procedural defects can affect entitlements. Review your contract and consult a lawyer to calculate your rights precisely.

Am I entitled to severance pay when my executive contract ends?

Severance entitlement depends on statutory rules, the reason for termination and the wording of your contract. Executives can negotiate enhanced severance provisions, but mandatory statutory severance cannot be removed by contract. A lawyer can check whether your termination triggers statutory severance, contractual compensation, or both.

How are bonuses and long-term incentives taxed in Greece?

Bonuses paid in cash are generally taxable as employment income and subject to social-security contributions. Long-term incentives such as stock options, restricted stock units or other equity awards have specific tax timings and reporting rules that may result in taxation at grant, vesting or exercise and further capital gains tax on sale. The exact treatment depends on plan design and timing, so tax advice is important when accepting or designing such plans.

Can I receive stock options or shares as part of my compensation in Greece?

Yes, many employers offer equity-based compensation. However, equity plans must comply with company law, corporate governance rules and tax reporting obligations. Employers should document plans properly and obtain any necessary corporate approvals. Employees should understand vesting, tax implications and any lock-up or sale restrictions.

Are non-compete clauses enforceable after I leave my job?

Post-employment non-compete and non-solicitation clauses can be enforceable if they are reasonable in duration, scope and geographic reach and if they comply with applicable law. Courts assess proportionality and may require compensation for restrictions on future work. The enforceability can vary by case, so consult a lawyer to assess the likely outcome.

What happens to my benefits if my employer is sold or transferred?

Transfers of undertakings carry protections for employees under Greek law that implement EU rules. Generally, employment contracts and accrued rights transfer to the new employer. However, changes that materially alter terms may trigger consultation obligations or give rise to lawful termination claims. Legal review is recommended when a business sale or restructuring is announced.

How do I challenge an unpaid bonus or wrongful denial of compensation?

First gather all relevant documents - employment contract, bonus plan terms, payslips and correspondence. Then seek legal advice to evaluate contractual rights and any breach. Options include negotiation, labour inspectorate complaints, mediation or filing a claim in the labour courts. Timing matters, so act promptly to preserve your rights and evidence.

Who is responsible for social-security contributions on executive pay and benefits?

Both employer and employee usually have contribution obligations. Social-security rules determine whether a specific benefit is subject to contributions and at what rate. Some equity-related benefits can also attract social-security charges depending on structure. An employment lawyer and a payroll specialist can help confirm correct withholding and employer liability.

How long do I have to file a claim for an employment benefits dispute?

Limitation periods vary depending on the type of claim and whether it is contractual, statutory or administrative. Some claims may have relatively short deadlines for internal complaints or administrative remedies, while others have longer civil limitation periods. Because deadlines differ and can be strict, consult a lawyer early to determine applicable time limits and to preserve any urgent remedies.

Additional Resources

Ministry of Labour and Social Affairs - national body responsible for labour policy and regulations.

Single Social Security Entity (EFKA) - social-security records, contributions and entitlements.

Public Employment Service (OAED) - unemployment and employment programmes and information.

Labour Inspectorate - enforcement of labour and health-and-safety rules and workplace inspections.

Independent Authority for Public Revenue (AADE) - tax treatment and reporting of compensation and benefits.

Hellenic Capital Market Commission - regulatory oversight for securities-related compensation and disclosure requirements.

Hellenic Data Protection Authority - guidance on handling employee personal data in compensation schemes.

Piraeus Bar Association - local bar association that can help you find employment-law specialists serving Moschato and the Piraeus-Attica area.

Next Steps

1. Collect documents - assemble your employment contract, any written compensation policies, payslips, bonus plan documents, and relevant correspondence.

2. Preserve evidence - keep copies of emails, signed documents and any performance evaluations that relate to compensation disputes.

3. Note deadlines - seek preliminary legal advice quickly to identify any urgent filing deadlines or statutory notice periods.

4. Seek a local specialist - contact an employment-law lawyer experienced with executive compensation in the Piraeus-Attica area or through the Piraeus Bar Association for a referral.

5. Prepare for the first meeting - list your objectives, questions and desired outcomes and ask about fee arrangements, timelines and likely next steps.

6. Consider alternative dispute resolution - in many cases negotiation or mediation can resolve compensation disputes more quickly and affordably than litigation.

If you are in Moschato and need help, a local employment-law specialist can review your documents, estimate potential recovery or exposure, and advise on negotiation, administrative complaints and court procedures. Prompt, informed action helps protect your rights and maximise your options.