Best Employment Benefits & Executive Compensation Lawyers in Vouliagmeni

About Employment Benefits & Executive Compensation Law in Vouliagmeni, Greece

Employment benefits and executive compensation in Vouliagmeni are governed primarily by Greek national law, complemented by European Union rules and local collective bargaining arrangements. Vouliagmeni is part of the Municipality of Vari-Voula-Vouliagmeni in the Athens Riviera, where employers range from hospitality and tourism businesses to real estate, services, and corporate headquarters. Regardless of sector, employers must comply with statutory pay and benefits, social insurance, working time rules, mandatory bonuses, and protections that apply to all employees in Greece. Executive pay and incentives are additionally shaped by corporate law, governance requirements for companies, and tax and social security rules.

Core topics include employment contracts and status, working time and overtime, leave entitlements, statutory bonuses, social security contributions, fringe benefits, equity and long-term incentives, confidentiality and non-competes, termination and severance, and, for listed or larger companies, shareholder approval and reporting on executive remuneration. Sectoral or company-level collective bargaining agreements can add obligations on top of the law, which is common in tourism and hospitality around Vouliagmeni.

Why You May Need a Lawyer

Common situations where legal help is valuable include negotiating or drafting executive employment agreements, bonus and commission plans, and change-in-control arrangements. Employers often seek counsel to design compliant benefits packages, implement equity or phantom plans, and structure tax-efficient incentives. Employees and executives may need advice when disputing unpaid bonuses or commissions, contesting a termination, or reviewing a proposed severance agreement.

Legal support is also important for cross-border assignments, relocations, and immigration permits, as well as for mergers and acquisitions due diligence involving transfer of employees and harmonization of benefits. In the local hospitality sector, seasonal hiring, scheduling, overtime, and Sunday or holiday work rules can be complex. Lawyers can assess misclassification risks between employees and contractors, ensure compliance with equal pay and anti-discrimination rules, address harassment prevention policies, and help with data privacy for HR systems. Finally, interactions with the Labour Inspectorate or audits of payroll, timekeeping, and social security contributions often benefit from counsel.

Local Laws Overview

Employment relationship and contracts. Greek law requires written terms for key elements of employment and prompt registration of hires in the national ERGANI system. Misclassification of employees as contractors carries significant risk. Probation periods must be agreed in writing and comply with statutory limits and collective agreements.

Working time, overtime, and telework. Working time limits, overtime authorizations, and pay premiums are regulated. Telework arrangements are permitted and must define working hours, the right to disconnect, and occupational health and safety obligations. Greece has implemented a digital work card system that tracks attendance in many sectors, with gradual expansion and strict penalties for non-compliance.

Leave and family protections. Employees are entitled to paid annual leave based on seniority, plus parental and other leaves consistent with EU standards. Anti-harassment and equal treatment obligations apply at the workplace and remotely.

Mandatory bonuses and vacation allowance. Greek private-sector employees receive legally mandated holiday-related payments, commonly referred to as Christmas bonus, Easter bonus, and vacation allowance. These are prorated if employment does not cover the full reference periods.

Pay transparency and equal pay. Employers must ensure equal pay for equal work and comply with anti-discrimination rules. Variable pay criteria should be objective and documented.

Social insurance and health coverage. Employers and employees contribute to e-EFKA for pensions and social insurance, with access to national health services via EOPYY. Supplementary schemes may include occupational pension funds and insured benefits. Contribution rates and ceilings are set by law and can change, so payroll should be reviewed periodically.

Fringe benefits and taxation. Benefits in kind such as company cars, housing, and allowances may be taxable and subject to social security contributions depending on their nature and value. Employers must accurately report benefits and withhold taxes under the Income Tax Code.

Equity and long-term incentives. Stock options, restricted shares, phantom plans, and bonuses tied to performance are permitted. Greece provides specific tax rules for equity awards, including preferential treatment in certain cases if legal conditions are met. Plan design should address vesting, termination, change-in-control, tax, and social security treatment.

Executive pay governance. For companies organized as sociétés anonymes, board and executive remuneration must follow company law rules. Listed companies must have a remuneration policy, a remuneration report, and shareholder say-on-pay in line with corporate governance and shareholder rights legislation. Disclosure obligations are enforced by corporate and capital markets authorities.

Restrictive covenants. Non-compete and non-solicitation clauses are enforceable only if reasonable in scope, geography, and duration, and typically require consideration to the employee. Confidentiality obligations are standard but must be tailored to protect legitimate business interests.

Termination and severance. Termination must be in writing and recorded in ERGANI. Severance entitlements depend on tenure, notice, and employee status. Executives may negotiate enhanced severance and post-termination benefits. Unlawful terminations can lead to remedies including compensation and, in some cases, reinstatement. Strict timelines can apply to contest a dismissal, so prompt action is important.

Collective bargaining and sectoral rules. Sectoral and company-level collective agreements registered with authorities may apply in Vouliagmeni, especially in tourism, hospitality, and retail. These can set wages, allowances, scheduling rules, and other benefits exceeding statutory minimums.

Data protection. HR data processing must comply with the GDPR and Greek data protection law. Employers should implement appropriate notices, lawful bases for processing, and security measures for payroll and benefits records.

Immigration and work authorization. Non-EU nationals must hold appropriate residence and work permits. Special regimes apply to highly skilled workers and intra-company transfers. Compensation and benefits often need to be reflected in permit applications.

Frequently Asked Questions

What benefits are mandatory for employees in Vouliagmeni?

Mandatory benefits are set by Greek law and include social insurance coverage via e-EFKA, paid annual leave, public holidays, and legally mandated Christmas, Easter, and vacation payments that function as additional pay periods. Sectoral collective agreements may add allowances, premiums, and improved terms.

Are executives entitled to the same protections as other employees?

Executives are employees unless they genuinely act as corporate officers outside an employment relationship. Many statutory protections apply equally, including leave, social insurance, and termination rules. However, executive contracts often include tailored terms on bonuses, equity, severance, and restrictive covenants, and governance rules can require shareholder involvement for listed companies.

How is overtime handled in hospitality and tourism roles common in Vouliagmeni?

Overtime must be pre-authorized, recorded in ERGANI, and compensated with statutory premiums. Sunday and night work are regulated, with specific rules for tourism-related businesses. Sectoral agreements can adjust premiums and scheduling, so employers and employees should check the applicable agreement.

Can my employer change my bonus plan or commission structure mid-year?

Unilateral changes that reduce agreed pay can be unlawful. Employers have some flexibility with discretionary bonuses, but criteria should be clear, objective, and applied consistently. Commission plans that form part of pay should not be altered without following legal procedures and contract terms. Review your contract and any collective agreement.

Are non-compete clauses enforceable in Greece?

Yes, if they are reasonable in scope, duration, and geography, protect legitimate business interests, and typically provide consideration to the employee. Overly broad or punitive non-competes are unlikely to be enforced. Confidentiality and non-solicitation provisions are more commonly upheld when properly drafted.

How are stock options and other equity awards taxed?

Taxation depends on the type of award and timing. In general, equity can be taxed as employment income or, subject to conditions, as capital gains at a later event. Social security treatment varies with the award and its characterization. Because rules have changed in recent years, obtain current tax and payroll advice before adopting or exercising awards.

What should be included in an executive employment agreement?

Typical elements include job role and reporting line, fixed and variable pay, bonus and commission formulas, equity or long-term incentives, benefits and perquisites, expense policies, confidentiality and IP assignment, compliance with company policies, termination grounds, notice and severance, garden leave, change-in-control protections, and post-termination restrictions.

What happens on termination of employment?

Termination must be in writing and reported to ERGANI. Severance depends on tenure and whether notice is given. Employees must receive all accrued salary, unused leave pay as required, and any statutory or contractual payments. There are strict deadlines to challenge dismissals or claim unpaid amounts, so act promptly if you believe the termination was unlawful.

Do teleworkers have special rights in Greece?

Yes. Telework arrangements must define working hours, equipment provision, cost reimbursements where applicable, health and safety measures, and the right to disconnect. Employers retain obligations to manage working time and prevent harassment and discrimination in remote settings.

How do collective bargaining agreements affect pay and benefits?

Sectoral or company-level agreements can set higher wages, allowances, leave, and scheduling rules than the legal minimums. In hospitality and tourism around Vouliagmeni, these agreements are common. If an agreement applies to your employment, its terms become binding alongside the law and your contract.

Additional Resources

Ministry of Labour and Social Affairs - policy, legislation, and guidance on employment relations and benefits.

Hellenic Labour Inspectorate - inspections and enforcement on working time, pay, health and safety, and harassment policies.

e-EFKA - national social insurance administration for pensions and contributions.

EOPYY - national health services organization for insured medical coverage.

ERGANI II - national information system for employment registrations, schedules, and overtime declarations.

Public Employment Service DYPA - programs, subsidies, and employer support for hiring and training.

Hellenic Capital Market Commission - oversight of listed company disclosures, including remuneration reports.

Athens Bar Association - directory of licensed lawyers serving the Attica region, including Vouliagmeni.

Hellenic Data Protection Authority - guidance on GDPR compliance for HR and payroll data.

Municipality of Vari-Voula-Vouliagmeni KEP Citizen Service Center - assistance with administrative procedures and certificates relevant to employment matters.

Next Steps

Clarify your objective. Are you negotiating a new package, resolving a dispute about pay or bonuses, designing an incentive plan, or handling a termination. Define your goals and acceptable outcomes.

Collect documents. Gather contracts, offer letters, plan documents for bonuses and equity, payroll slips, ERGANI filings, time records, performance appraisals, and relevant emails or policies. If a collective agreement may apply, obtain its latest version.

Map the legal framework. Identify any sectoral agreement in hospitality or tourism that could apply in Vouliagmeni. Confirm probation status, working time arrangements, and any special allowances or premiums.

Check tax and social security impacts. For benefits in kind and equity, ask payroll or a tax advisor to confirm current withholding, reporting, and contribution treatment.

Engage early if a dispute arises. Many employment claims are subject to short deadlines measured in weeks or months. Consider sending a written query or demand and, where appropriate, using the Labour Inspectorate to facilitate dialogue.

Select counsel. Choose a lawyer experienced in Greek employment benefits and executive compensation, ideally with sector knowledge in hospitality or corporate services. Share your documents and timeline, agree on scope and fees, and discuss negotiation strategy or compliance steps.

Implement and document. For employers, update contracts, policies, ERGANI entries, and payroll settings. For employees and executives, confirm any agreement in a signed document and keep copies for your records.

Monitor compliance. Revisit pay and benefits annually to reflect changes in minimum wage decisions, collective agreements, tax thresholds, and governance rules. Ensure telework and digital work card processes remain aligned with current requirements.