Best Hiring & Firing Lawyers in Acharnes

About Hiring & Firing Law in Acharnes, Greece

Hiring and firing in Acharnes - as in the rest of Greece - is governed primarily by national labour legislation, collective bargaining agreements where they apply, social security rules and relevant civil and administrative procedures. Employers and employees in Acharnes must follow the same legal framework as elsewhere in Greece, while local institutions and courts in the Attica region handle enforcement and disputes. Employment relationships can be established by written or verbal contract, but written contracts are strongly recommended because they clarify terms such as duties, pay, working hours, probation and termination arrangements.

Why You May Need a Lawyer

Employment issues often involve complex legal rights and tight deadlines. You may need a lawyer if you face any of the following situations:

- Unlawful or unfair dismissal, including dismissals you believe are discriminatory or retaliatory.

- Dispute over notice periods, severance pay or outstanding wages and benefits.

- Employer attempts to change key terms of your contract - for example salary, hours, or place of work - without agreement.

- Allegations of gross misconduct that could lead to summary dismissal.

- Collective redundancies or restructuring where consultation, notification and procedure are required.

- Workplace harassment, bullying or discrimination based on protected characteristics.

- Enforcement of or defence against restrictive covenants - for example non-compete and confidentiality clauses.

- Work-related injury, occupational health and safety violations and social security claims.

- Disputes involving unions, collective agreements or sectoral provisions.

Local Laws Overview

Key legal aspects to understand in the context of Acharnes include the following:

- Employment contract types - indefinite-term, fixed-term, part-time and temporary contracts are all used. The exact rights tied to each contract type can differ, and fixed-term contracts are subject to rules to prevent abuse.

- Probation and disciplinary procedure - probationary periods are permitted but must be expressly agreed. Employers must generally follow fair procedure before imposing disciplinary sanctions that could lead to dismissal.

- Termination rules - dismissals must be based on lawful grounds. Employers must respect applicable notice periods, or alternatively pay in lieu of notice where the contract allows. For some dismissals immediate termination is permitted for serious misconduct, subject to procedural safeguards.

- Severance and compensation - in many cases employees dismissed for objective reasons or for redundancy are entitled to statutory severance or compensation determined by law, contract or collective agreement.

- Collective redundancies and restructuring - larger scale dismissals trigger specific consultation and notification obligations toward employees, employee representatives and public authorities.

- Anti-discrimination and protection - employees are protected against dismissal or other adverse treatment for reasons such as gender, age, race, religion, disability and pregnancy, among others. Special protections apply for employees on leave for maternity, parental leave or health reasons.

- Working time, minimum pay and social security - working hours, overtime rules and minimum wage standards are set by national rules and sectoral collective agreements. Social security contributions and benefits are administered through the national social security system.

- Enforcement and dispute resolution - labour disputes are typically handled through inspections by the national labour inspectorate, conciliation mechanisms and by labour courts at first instance. Time limits for filing claims can be short, so prompt action is important.

Frequently Asked Questions

Can my employer fire me without giving a reason?

Employers should provide a legitimate reason for dismissal. While some dismissals are lawful for business or performance reasons, summary dismissals without cause may be challenged. You should seek legal advice quickly because statutory time limits to contest a dismissal can be short.

What notice am I entitled to before termination?

Notice periods depend on the contract, applicable collective agreements and statutory rules. Employers may be required to give notice or to pay salary in lieu of notice. Check your employment contract and consult a lawyer to confirm the applicable notice period in your case.

Am I entitled to severance pay if I am dismissed?

Severance entitlement depends on the reason for dismissal, length of service, collective agreements and statutory provisions. In many cases employees dismissed for economic redundancy or without just cause are entitled to severance or compensation. A lawyer can help calculate any amounts due and advise on recovery options.

What should I do if I think I was unfairly dismissed?

Preserve all documentation - employment contract, payslips, written communications, performance reviews, termination letter. Contact a lawyer or the labour inspectorate to understand your options. There are statutory deadlines for lodging complaints and for bringing court claims, so act promptly.

Can an employer change my contract terms - for example salary or work location?

Material changes to essential terms usually require the employee's agreement. Unilateral major changes imposed by the employer may be unlawful and could amount to constructive dismissal in some circumstances. Employers can propose changes for objective business reasons, but should follow a consultative process and obtain consent where required.

What protections exist for pregnant employees or those on parental leave?

Pregnant employees and those on maternity or parental leave have special protections against dismissal and adverse treatment. Employers must respect health and safety rules and provide the legally mandated leave and benefits. If you face dismissal or disadvantage while pregnant or on leave, seek legal help quickly.

How are collective redundancies handled?

Collective redundancies and large-scale restructurings trigger notification and consultation obligations with affected employees and authorities. Employers must follow formal procedures and may need to provide information about the reasons, timing and selection criteria. Failure to comply can lead to legal challenges and remedies for employees.

Can my employer enforce a non-compete clause after I leave?

Non-compete and restrictive covenants are enforceable under certain conditions if they are reasonable in time, geographic scope and scope of activity and if the employer provides any required compensation. Courts will assess whether the restriction is necessary to protect legitimate business interests and whether it is proportional.

Where do I file a complaint about unpaid wages or unfair dismissal?

Complaints can be raised with the national labour inspectorate and workplace protections may be enforced administratively. Employment disputes that cannot be resolved by inspection or conciliation are typically brought before the competent labour court. A lawyer can advise on the right forum and the procedural steps.

How much does a lawyer cost and is free legal aid available?

Lawyer fees vary by experience, complexity of the case and whether services include court representation. Low-income individuals may qualify for legal aid or assistance through bar association schemes. Ask potential lawyers about fee structures, written fee estimates and the availability of legal aid or payment plans.

Additional Resources

Useful institutions and organisations to contact for information or help include:

- The national Labour Inspectorate - for workplace inspections, complaints and enforcement.

- The Ministry of Labour and Social Affairs - for national policy, guidance and regulatory information.

- EFKA - the national social security authority - for issues relating to social insurance contributions and benefits.

- OAED - the public employment service - for redundancy procedures, unemployment benefits and re-employment support.

- Local trade unions and the General Confederation of Greek Workers - for collective bargaining and worker representation.

- The Athens Bar Association and local lawyers - for specialist employment law advice and representation in the Attica region, which includes Acharnes.

- Labour courts and public legal aid offices - for filing claims and obtaining advice if you cannot afford a private lawyer.

Next Steps

If you need legal assistance in Acharnes - follow these practical steps:

- Gather documentation - collect your employment contract, payslips, written communications, performance reviews, disciplinary notices and the termination letter if applicable.

- Note key dates - the date of dismissal, the date you received any notice, and any relevant meeting dates. Many remedies have strict time limits.

- Seek an initial consultation - contact an employment lawyer or the local bar association to arrange an assessment of your case. Many lawyers offer brief initial consultations to outline your options.

- Contact the labour inspectorate - for certain complaints, starting with an inspection or administrative complaint can be a useful step and may prompt conciliation or corrective action.

- Consider alternative dispute resolution - mediation or negotiated settlement can be faster and less costly than litigation in many cases.

- Explore legal aid if cost is a concern - ask about eligibility for public legal aid or reduced-fee services through the bar association.

Act promptly and get professional advice tailored to your circumstances to protect your rights and preserve any legal remedies that may be available.