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Employment relationships in Agia Paraskevi are governed by Greek national employment law and by applicable collective agreements. While Agia Paraskevi is a municipality in the Athens metropolitan area, the legal framework that applies to hiring, discipline and dismissal is set mainly at the national level and through sectoral collective bargaining. Local practice follows the rules on contract formation, working time, pay, social security contributions, workplace health and safety, and dismissal procedures that apply throughout Greece. Employers and employees in Agia Paraskevi must also comply with national administrative requirements such as registration with the social security authority and reporting to the Labour Inspectorate when required.
Hiring and firing raise legal, financial and practical issues. You may need a lawyer if you face or are responsible for:
- A disputed dismissal that may be wrongful, unfair or discriminatory.
- Complex redundancy or collective layoff procedures that trigger consultation obligations and special notice rules.
- Disciplinary processes where sanctions could lead to dismissal and you want to ensure procedural fairness.
- Disagreements over unpaid wages, severance, overtime, or unpaid social security contributions.
- Allegations of workplace harassment, discrimination or retaliation that require immediate protective steps.
- Drafting employment contracts, non-compete clauses, confidentiality agreements or settlement agreements to ensure they are enforceable under Greek law.
- Cross-border employment issues, secondments, or international contractual provisions that interact with Greek rules.
- Regulatory inspections or sanctions by the Labour Inspectorate or disputes that must be brought before labour courts.
Key legal aspects to understand when hiring or firing in Agia Paraskevi include the following.
Types of contracts - Employers commonly use indefinite-term contracts and fixed-term contracts. Some types of employment and certain terms must be confirmed in writing. Probationary periods are permitted within limits and must be clearly set out.
Pay and social contributions - Employers must pay agreed wages and make the employer portion of social security and insurance contributions to the unified social security fund. Payslips and records must reflect hours, pay and deductions.
Working time and leave - National rules set maximum working hours, rest breaks, annual leave, public holiday entitlements and rules for overtime and night work. Certain sectors have special rules under collective agreements.
Dismissal - Dismissal must usually be based on objective or substantive grounds, such as conduct, capability or business necessity. Employers must follow fair procedure where required. Notice periods and the obligation to give written reasons may apply. Dismissals that breach mandatory protections - for example related to pregnancy, health and safety participation, or union activity - can be void or give rise to enhanced remedies.
Severance and remedies - Where dismissals are ruled unfair or unlawful, remedies can include reinstatement or compensation. Compensation and severance calculations depend on length of service and the nature of the dismissal, and collective agreements can add protections.
Collective redundancies - Larger scale redundancies trigger consultation duties with employee representatives and notification to authorities. Failure to comply can invalidate dismissals or create liability for additional compensation.
Health and safety - Employers must comply with occupational health and safety rules and take preventive measures. Serious breaches can affect the legality of dismissals and lead to administrative penalties.
Enforcement and dispute resolution - Labour Inspectorate complaints and litigation before labour courts are the main enforcement routes. Many disputes go through conciliation steps or court proceedings in specialized labour courts.
Choose between indefinite-term contracts for ongoing roles and fixed-term contracts for temporary needs. Make sure the contract clearly sets out duties, pay, working hours, probation, notice periods and any special conditions. Some roles and certain clauses may require written confirmation to be enforceable.
While many terms can be agreed verbally, best practice and legal requirements for certain information mean you should provide written terms. A written contract reduces disputes and is often needed to prove agreed conditions in a dispute or inspection.
No. Employers must have a lawful ground for dismissal and follow applicable procedural steps. Summary dismissals for serious misconduct are possible but must be justified and documented. Dismissals that breach mandatory protections or procedural rules can be challenged.
Preserve all employment records - contract, payslips, correspondence and any disciplinary notices. Request a written explanation of the dismissal if you have not received one. Seek legal advice promptly about the next steps - for many claims there are strict time limits to file complaints or start court proceedings.
Severance and compensation depend on the reason for dismissal, length of service, and applicable collective agreements. National rules and court practice influence calculations. A lawyer or accountant can help calculate entitlements and check whether additional compensation might be due for unlawful dismissal.
Greek law protects employees against dismissal on grounds related to pregnancy, maternity leave and related medical leave. Special leave and job-protection rules apply. Employers that dismiss for protected reasons risk voiding the dismissal and facing sanctions.
Victims can raise complaints internally, request protective measures, file claims with the Labour Inspectorate or bring civil or criminal claims depending on the situation. Employers are obliged to prevent and remedy harassment and discrimination in the workplace.
Employers may offer settlement agreements to resolve disputes. Do not sign without understanding the full legal effect. A lawful settlement should be voluntary, in writing, and you should seek legal advice to ensure you are not giving up rights without fair compensation.
Labour law is enforced by the Labour Inspectorate and by labour courts for disputes between employers and employees. Complaints can also be raised with social security authorities for unpaid contributions and with relevant trade unions for collective matters.
Time limits vary by type of claim and forum. Administrative complaints and conciliation steps may have shorter deadlines than court actions. Because of these limits, act quickly - save documents and get legal advice as soon as possible to protect your options.
Useful public bodies and organizations for employment matters in Agia Paraskevi include the Ministry of Labour and Social Affairs, the Labour Inspectorate, the unified social security fund (EFKA), and the local labour courts that handle employment disputes. Trade unions active in your sector can provide guidance and support for collective matters. The Athens Bar Association can help you find a qualified employment lawyer. Local municipal social services and Citizens Service Centres can provide practical information about administrative procedures.
If you need legal assistance with hiring or firing in Agia Paraskevi follow these steps:
- Gather documentation - contract, payslips, timesheets, disciplinary letters, emails and any other records relevant to the issue.
- Try to resolve the matter internally - raise the issue with human resources or the employer in writing and request a meeting to discuss a solution.
- Preserve evidence - keep originals and copies of documents, save electronic communications and record dates of meetings and conversations.
- Seek early legal advice - an employment lawyer can assess your situation, explain applicable rights and deadlines and recommend the best route such as negotiation, mediation, complaint to the Labour Inspectorate or court action.
- Consider alternative dispute resolution - conciliation or mediation can resolve disputes faster and with lower cost than litigation in many cases.
- Be cautious with any settlement offers - ask for written terms and have a lawyer review them before signing.
Act promptly - employment disputes often have strict time limits and legal requirements. Early professional advice increases your chances of a favorable outcome and helps you avoid procedural mistakes.
