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Agia Paraskevi, Greece Attorneys in related practice areas.
Employment and labor law in Agia Paraskevi is governed primarily by national Greek law and European Union rules. There are no separate municipal employment statutes, but residents and employers in Agia Paraskevi are served by regional offices and courts located in the Attica area. Greek employment law covers contract formation, wages, working time, leave, social security contributions, health and safety, collective bargaining, and protections against unfair dismissal and discrimination. Local public bodies - including regional labour inspectorates, social security offices and employment services - provide administrative support and enforcement for these rules.
Employment disputes often involve technical statutory rules and tight deadlines. You may need a lawyer if you face any of the following situations - termination or redundancy, unpaid wages or social security contributions, workplace harassment or discrimination, illegal contract terms, disputes over working time or overtime pay, disciplinary proceedings, breaches of collective agreements, complex settlement negotiations, or representation in Labour Court proceedings.
A lawyer can explain your rights under Greek and EU law, calculate entitlements such as severance or unpaid wages, help collect and preserve evidence, negotiate with your employer, prepare and file claims before the Labour Inspectorate or Labour Courts, and represent you at hearings.
Key aspects of the legal framework you should know if you live or work in Agia Paraskevi include the following.
Employment contracts - Employment may be permanent, fixed-term, part-time, or based on service agreements. Written contracts are strongly recommended and required in certain circumstances like fixed-term employment. Contracts should define duties, pay, working hours, trial periods and other essential terms.
Working time and overtime - Standard working hours, overtime entitlements, rest breaks and weekly rest are regulated by national law and sectoral collective agreements. Overtime is usually compensated by higher pay or time off in lieu, depending on applicable rules.
Wages and minimum pay - The national minimum wage, pay frequency and lawful deductions are set by national law and collective agreements. Pay slips must reflect gross and net pay and social security contributions.
Social security - Contributions and benefits are administered nationally through EFKA and other agencies. Employers must register employees, make contributions and remit social security payments on time.
Leave and family rights - Employees have statutory rights to annual paid leave, sick leave, maternity and parental leave, and other family-related protections. Specific durations and pay rates vary by statute and by length of service.
Termination and redundancy - Dismissals must comply with procedural and substantive requirements. Termination for cause, disciplinary dismissals and redundancies each have different tests and remedies. Notice periods and severance payments are determined by law, collective agreements and employment contracts.
Collective bargaining and unions - Sectoral and company-level collective agreements play a major role in working conditions. Employees have the right to organize and bargain collectively. Strikes and industrial action are regulated under specific rules.
Health and safety - Employers have duties to provide a safe workplace, carry out risk assessments and implement protective measures. The Regional Labour Inspectorate enforces occupational health and safety standards.
Anti-discrimination - National and EU law prohibit unlawful discrimination in employment on grounds such as gender, age, race, religion, disability and sexual orientation. Victims have access to administrative remedies and court claims.
Enforcement and dispute resolution - Administrative complaints can be brought to labour inspectorates and social security bodies. Judicial claims are heard by specialised Labour Courts located in the Attica region for residents of Agia Paraskevi. Mediation and negotiation are often possible before litigation.
Courts and authorities look at the real nature of the working relationship - who controls the work, who provides tools, whether there is economic dependence on one payer, the existence of a written contract and how payment is made. If you work under the employer's direction, on a regular schedule, and receive wages rather than invoices, you are likely an employee. Misclassification can affect social security, taxes and labor protections.
While some employment relationships can start verbally, a written contract is strongly recommended and required for certain types of work like fixed-term or part-time contracts. A written contract provides clear proof of terms such as salary, position, working hours, duration and notice obligations, and is useful in any dispute.
Unpaid wages are a common claim. First collect payslips, bank statements and any written communication. Inform the employer in writing and request payment. If payment is not made, consult a lawyer and consider filing a complaint with the Labour Inspectorate and bringing a civil claim in Labour Court to recover unpaid salary, interest and potentially damages.
Employers can dismiss employees but must comply with legal rules. Dismissal must not violate fundamental protections - such as dismissing for discriminatory reasons, union activity or maternity. Procedural requirements and notice periods apply. If a dismissal is unlawful, you may have remedies including reinstatement or compensation, depending on the case.
Notice periods depend on factors such as length of service, contract type and applicable collective agreements. Contracts and collective bargaining agreements may provide longer notice than the statutory minimum. Because specific notice requirements vary, check your contract and seek legal advice before relying on any general rule.
Severance pay depends on the reason for termination, length of service and whether statutory or contractual rules apply. Employees dismissed for reasons unrelated to serious misconduct often qualify for severance calculated by reference to salary and years of service. Exact calculations can be complex - a lawyer can estimate entitlements and check whether a redundancy procedure was lawful.
Record incidents with dates, times, witnesses and any written messages. Report the conduct to your employer through the internal complaint procedure if one exists. Preserve evidence and seek legal advice early. You may bring administrative complaints to the Labour Inspectorate and pursue civil or criminal claims depending on the conduct.
Time limits apply to employment claims and can be short. Deadlines vary by claim type - for reinstatement or compensation after dismissal, for payment claims and for social security disputes. Because delays can bar your claim, seek advice promptly and do not assume you have months to decide.
Yes. Many disputes are resolved by negotiated settlements or mediation which may provide faster, less costly outcomes. A lawyer can negotiate on your behalf, draft a settlement agreement with clear terms, and ensure that waivers do not unfairly deprive you of statutory rights.
Look for lawyers experienced in Greek employment law and labour court practice. Ask for referrals from the Athens Bar Association, local trade unions or acquaintances who have had similar cases. At the first meeting, ask about experience in dismissal and wage claims, fee arrangements, likely timelines and possible outcomes. Confirm whether legal aid is available if you cannot afford private representation.
For practical help and official information, consider these resources - the Hellenic Ministry of Labour and Social Affairs for legislation and policy; EFKA for social security and contribution issues; the Regional Labour Inspectorate of Attica for enforcement and workplace inspections; OAED for employment support and benefits; the Athens Bar Association for lawyer referrals and legal aid information; local trade unions and sectoral employers associations for collective agreement details; and Citizen Service Centers - KEP - for assistance with administrative procedures. These bodies can provide guidance, complaint handling and forms you may need.
1. Gather documents - employment contract, payslips, bank statements, time records, written communications, personnel notices and any medical or witness statements. Keeping a clear file will help any lawyer assess your case.
2. Note timelines - record the dates of key events such as dismissal, unpaid wages or incidents of harassment. Time limits for claims can be short, so act quickly.
3. Try internal resolution - when safe and appropriate, raise the issue with HR or your manager in writing and request a meeting or formal response. This may resolve the matter without legal action.
4. Seek legal advice - consult a lawyer who specialises in employment law to review your documents, explain options and estimate likely outcomes and costs. Ask about a written fee agreement and whether legal aid or contingency arrangements are possible.
5. Consider alternative dispute resolution - mediation or settlement discussions can save time and expense. Your lawyer can represent you in negotiations and draft any agreement.
6. File complaints or litigation - if necessary, your lawyer can file complaints with the Labour Inspectorate, social security authorities or bring a claim before the Labour Courts. Follow your lawyer's guidance on evidence, witness preparation and timelines.
7. Keep records and stay informed - maintain copies of all correspondence and be aware of changes in law or collective agreements that may affect your case. Good documentation and timely action are often decisive in employment disputes.
