Best Employment & Labor Lawyers in Thivais

About Employment & Labor Law in Thivais, Greece

Employment and labor law in Thivais follows national Greek law, shaped by the Greek Constitution, the Civil Code, core labor statutes such as Law 4808-2021 and newer reforms, collective bargaining agreements, and European Union directives. Thivais sits within the regional labor market of Central Greece, where sectors like manufacturing, logistics, agriculture, construction, retail, hospitality, and services are active. Employers must comply with national rules on contracts, working hours, pay, leave, health and safety, and social insurance, while employees benefit from strong protections on wages, working time, equality, and termination rights.

Labor relations are increasingly digitized in Greece through systems like ERGANI II and the digital work card. Inspections and enforcement are carried out by the Labor Inspectorate. Disputes are handled by the labor divisions of the local courts. Collective agreements at sectoral or company level can set better terms than the statutory minimums, and trade unions remain influential in many workplaces.

Why You May Need a Lawyer

Employment issues often involve strict deadlines, complex documentation, and fast-moving changes to the law. A lawyer can help you understand your rights and obligations, evaluate evidence, and choose the best route to protect your interests. Common situations include the following.

For employees: dismissal or redundancy, unpaid wages or allowances, changes to contract terms, bullying or harassment, discrimination, workplace injury, unsafe work, excessive hours or unpaid overtime, misclassification as a contractor, invalid non-compete clauses, unlawful schedule changes or transfers, and maternity-paternity-parental leave disputes.

For employers: hiring and onboarding compliance, drafting contracts and policies, working time planning and ERGANI declarations, overtime and Sunday work rules, disciplinary processes, performance management, investigations into harassment or violence at work, collective bargaining, reorganizations and redundancies, telework arrangements and cost reimbursement, data protection and monitoring, and defense of labor inspectorate audits or court claims.

In urgent cases like dismissals, wage non-payment, or occupational safety incidents, immediate legal advice is critical because missed deadlines can limit or eliminate your options.

Local Laws Overview

Employment relationship and contracts: Employment can be indefinite or fixed-term, full-time or part-time. Written terms must be provided to the employee within statutory time limits, including job role, pay, schedule, place of work, and probation. Probation is typically up to 6 months for indefinite contracts unless a collective agreement sets a shorter period. Repeated back-to-back fixed-term contracts may convert to indefinite if objective reasons are absent.

Working time and overtime: The standard full-time schedule is usually 40 hours per week. Additional hours on a 5-day week up to 45 hours are often treated as overwork with a premium, and beyond that as overtime. Greece sets annual overtime caps, most recently up to 150 hours. Premium rates are commonly around 20 percent for overwork, 40 percent for overtime within the cap, and higher if beyond the cap. Night work often carries a 25 percent premium. Sunday or public holiday work commonly carries a 75 percent premium and may require special conditions. Employers must record schedules and changes in ERGANI and, where applicable, via the digital work card.

Part-time work: Additional hours beyond the agreed part-time schedule usually require a premium, commonly 12 percent per extra hour, and cannot exceed full-time limits without becoming overtime.

Pay and minimum wage: Greece sets a national minimum wage that is reviewed periodically. As of 2024 the gross monthly minimum wage is 830 euros for full-time work, but amounts can change, and sectoral agreements may set higher rates. Equal pay for equal work applies.

Leave and family protections: Paid annual leave increases with seniority. Public holidays are recognized. Maternity leave is generally 17 weeks, with additional protection benefits available. Paternity leave is 14 days. Each parent is entitled to parental leave, with a portion paid through the public employment service. There are specific leaves for marriage, bereavement, caregiving, and medical needs. Sick leave is covered by the employer initially and by social insurance thereafter, subject to medical certification.

Health and safety: Employers must assess risks, provide training and equipment, and keep a written risk assessment. Certain businesses must appoint safety officers and occupational physicians. Workplace violence and harassment prevention policies are required for employers with at least 20 employees, and all employers must take steps to prevent, investigate, and address incidents.

Equality and anti-discrimination: Discrimination based on sex, pregnancy, parental status, race or ethnicity, religion or belief, disability, age, sexual orientation, gender identity, and other protected grounds is prohibited. Reasonable accommodation for disabilities is required. Victimization for raising concerns is prohibited.

Telework and remote work: Telework is regulated. Key terms must be agreed in writing, including schedule, cost sharing, equipment, and the right to disconnect. Employers often must contribute to telework costs and ensure health and safety standards for remote setups.

Termination and severance: Dismissals must not be discriminatory or abusive. Notice and severance depend on length of service and the type of contract. Indefinite contracts require written notice once the employee has sufficient service. Statutory severance can reach the equivalent of several months of wages depending on tenure. Termination during protected periods, such as maternity, is heavily restricted. Collective redundancies trigger special procedures and thresholds.

Collective redundancies: For businesses with 20-150 employees, dismissals of more than 6 employees in a month can be collective. For more than 150 employees, dismissals above 5 percent of staff up to a cap per month can be collective. Information and consultation with employee representatives and notifications to authorities are required.

Social insurance and taxes: Employers must register employees with EFKA and pay contributions. Wages are paid net of withholding taxes and employee contributions. Certain casual or seasonal work may use special schemes such as labor vouchers for eligible categories.

Platform and flexible work: Greek law regulates platform work, on-call and split shifts, multiple job holding, and predictable scheduling rights in line with EU standards. Workers have rights to request changes to work patterns and to receive clear information on scheduling.

Recordkeeping and inspections: Employers must maintain accurate records, register schedules and changes in ERGANI, and cooperate with the Labor Inspectorate. Fines can be significant for violations such as undeclared work or misclassification.

Data protection and monitoring: Workplace monitoring must be necessary, proportionate, and transparent, with information given to employees and compliance with GDPR. Special categories of data require heightened protections.

Dispute resolution: Employees can file complaints with the Labor Inspectorate for mediation and enforcement. Court actions follow fast-track labor procedures, but strict limitation periods apply to different claims.

Frequently Asked Questions

What types of employment contracts are common in Thivais

Most workers are on indefinite contracts. Fixed-term, part-time, and seasonal contracts are also common, especially in agriculture, hospitality, and retail. The terms must be given in writing. Repeated fixed-term renewals without a genuine objective reason risk conversion to indefinite.

How many hours can I be required to work each week

The standard full-time schedule is usually 40 hours per week. Additional hours can be requested within limits and with premiums. Overtime beyond legal caps requires special conditions and higher pay. Employers must report schedules in ERGANI and respect daily and weekly rest rules.

What should I be paid for overtime or Sunday work

Premiums commonly include around 20 percent for overwork, around 40 percent for overtime within the annual cap, higher rates if beyond the cap, 25 percent for night work, and 75 percent for Sunday or public holiday work. Exact rates depend on current law and any applicable collective agreement.

Can my employer change my schedule or place of work without consent

Employers have limited managerial rights, but material changes to schedule, place of work, or duties must be lawful, justified, and consistent with the contract and any collective agreement. Many changes must be declared in ERGANI before they take effect. Unilateral substantial changes may allow the employee to object or claim constructive dismissal.

What are my rights if I am dismissed

You are entitled to written notice and statutory severance depending on your length of service, unless you are still in probation or on a fixed-term contract that ends on its agreed date. Dismissals cannot be discriminatory or abusive. Certain groups have special protection, such as pregnant employees, new parents, and union representatives. Strict deadlines apply to challenge a dismissal, so seek advice quickly.

What can I do if I am not paid on time

Document the amounts due, your schedule, and any communications. You can send a written demand, file a complaint with the Labor Inspectorate for mediation and potential fines, and pursue a court claim for unpaid wages plus legal interest. Wage claims are subject to limitation periods, often up to five years, but do not delay because practical deadlines and evidence issues can arise.

How does parental leave work in Greece

In addition to maternity and paternity leave, each parent is entitled to parental leave that can be used until the child reaches a certain age, with a portion paid by the public employment service. There are also special leaves such as caregiving and medical leave. Employers must not penalize employees for using family leave.

Am I an employee or an independent contractor

Courts look at the reality of the relationship. If the business controls your work, sets your schedule, provides tools, integrates you into teams, and prohibits substitution, you are likely an employee regardless of what the contract says. Misclassification triggers back payments and fines.

Can my employer monitor my emails or install cameras

Monitoring is limited. Employers must have a lawful basis, notify employees in advance, be proportionate, and protect privacy under GDPR. Cameras should not cover areas where privacy is expected and audio recording is heavily restricted. Sensitive data requires extra safeguards.

Are non-compete clauses enforceable in Greece

They are enforceable only if necessary to protect legitimate business interests, limited in time, geography, and scope, and usually accompanied by reasonable financial compensation during the restriction. Overbroad non-competes may be void or reduced by a court.

Additional Resources

Ministry of Labor and Social Affairs - sets national employment policies, minimum wage, and labor regulations.

Labor Inspectorate - the authority that conducts inspections, mediates disputes, and imposes fines for violations. Regional offices cover Central Greece and the Thivais area.

Public Employment Service DYPA - provides unemployment benefits, training programs, and parental leave allowances for eligible periods.

EFKA Social Insurance - handles employee and employer social security contributions, sickness benefits, and pensions.

ERGANI II - the national digital system for registering employment, schedules, and overtime. Employers must use it for declarations.

Local Bar Association and labor law practitioners - for referrals to employment lawyers who handle disputes in the Thivais courts.

Trade unions and employer associations - provide guidance on sectoral collective agreements and workplace representation.

Citizen Service Centers KEP - can direct residents to relevant public bodies and application procedures.

Next Steps

Assess your situation. Collect key documents such as your contract, payslips, time records, ERGANI printouts, emails, and any witness details. Write down a timeline of events.

Check immediate deadlines. Dismissal challenges, wage claims, and discrimination complaints have strict time limits. Act quickly to preserve your rights.

Consider administrative options. Filing a complaint with the Labor Inspectorate can lead to fast mediation and enforcement, especially for unpaid wages, undeclared work, or safety issues.

Seek legal advice. Contact an employment lawyer experienced in Greek labor law and the local Thivais courts. Ask about fees, timelines, and possible outcomes. Early advice often saves time and money.

Protect yourself at work. If you are still employed, continue performing your duties while asserting your rights in writing. For health and safety concerns, report hazards immediately and request corrective measures.

Plan for resolution. Many cases settle through negotiation or mediation. If litigation is needed, your lawyer will file the appropriate claim and evidence. Keep records updated and follow legal guidance closely.

Stay informed. Minimum wage rates, overtime caps, digital work card coverage, and leave benefits are updated periodically. Confirm the latest rules before making decisions.