Best Hiring & Firing Lawyers in Arta

About Hiring & Firing Law in Arta, Greece

Hiring and firing in Arta operate under Greek national labor law, with oversight by the Hellenic Labor Inspectorate and the Ministry of Labour and Social Affairs. Whether you run a small agrifood business, a retail shop in the city, a hospitality enterprise, or a local services company, the same national rules apply in Arta as in the rest of Greece. Employment relationships are highly regulated from recruitment and onboarding to working time, pay, benefits, and termination. Written documentation, timely filings in the ERGANI information system, respect for employee protections, and compliance with data privacy rules are all crucial. Because penalties for non compliance can be significant and deadlines are strict, both employers and employees benefit from informed legal guidance.

Why You May Need a Lawyer

You may need a lawyer in Arta for a range of common situations. Employers often seek help to prepare compliant job offers, choose the right contract type, set probation terms, and draft policies for working time, overtime, remote work, and conduct. Legal advice is valuable when classifying a worker as an employee or an independent contractor, when hiring non EU nationals who need permits, and when handling sensitive data during recruitment and employment. Employers also turn to lawyers to plan redundancies, restructure operations, conduct disciplinary procedures, or end employment lawfully with the correct documents, severance, and ERGANI filings.

Employees may want legal help if they receive a termination letter and are unsure about notice, severance, or their rights, if they suspect discrimination or retaliation, if wages or overtime are unpaid, or if they face bullying or harassment. Workers on fixed term or part time contracts often need advice on renewals, conversion to indefinite contracts, and lawful scheduling. Both sides benefit from counsel in settlement negotiations, mediation before the Labor Inspectorate, or court actions when disputes cannot be resolved informally.

Local Laws Overview

Greek labor law is primarily statutory and applies uniformly in Arta. Core sources include the Greek Constitution, the Civil Code, classic termination laws, and recent reforms that modernize working time, telework, platform work, and enforcement. Key themes that matter in day to day practice include the following.

Employment contracts. Most hires should be recorded in writing with clear terms about role, hours, pay, place of work, probation if any, and policies. Transparency requirements oblige employers to provide essential information to the employee within short time limits after hiring. Fixed term contracts must have an objective reason and their renewals are regulated. Part time and flexible arrangements must be documented and reported to ERGANI.

Recruitment and equality. Anti discrimination rules protect applicants and employees based on sex, pregnancy, family status, disability, age, race or ethnic origin, religion or belief, sexual orientation, and other protected characteristics. Medical and background checks must be necessary and proportionate for the role. Personal data processing must comply with GDPR, with the Hellenic Data Protection Authority as the regulator.

Working time and pay. The general full time pattern in Greece is 40 hours per week and 8 hours per day, subject to sectoral arrangements and collective agreements. Overtime and additional work are tightly regulated and attract premium pay. Work on Sundays or public holidays is restricted and generally compensated. Employers must register working time measures and changes in ERGANI and many sectors use the digital work card for real time monitoring. Annual leave and holiday allowances, as well as the traditional Christmas, Easter, and leave bonuses in the private sector, are protected by law.

Health, safety, and dignity at work. Employers must ensure a safe workplace and take steps to prevent harassment, bullying, and violence. Telework arrangements require written terms on equipment, cost coverage, availability windows, and health and safety. Whistleblowing protections apply in defined contexts.

Termination of employment. Termination of an indefinite term contract does not require a business reason, but it must not be discriminatory or abusive. Formalities are strict. Employers must provide written notice of termination, observe any applicable notice period, pay statutory severance where owed, and submit the termination to ERGANI within the legal deadline. Amounts for severance and the length of any notice depend mainly on length of service and are set by law and any applicable collective arrangements. Fixed term contracts normally end at expiry without severance, but early termination may trigger compensation unless there is a lawful and documented serious reason.

Protected categories. Dismissals are restricted for certain groups, including pregnant employees and new mothers, employees on specific types of leave, trade union representatives, and others defined by law. Dismissals that violate these protections can be declared invalid, with significant consequences for back pay and reinstatement.

Collective issues. Collective redundancies follow special procedures that include information and consultation steps and notifications to authorities. Collective agreements at national, sectoral, or company level may set additional standards on wages, hours, and termination practices that apply in Arta.

Enforcement and remedies. The Hellenic Labor Inspectorate conducts inspections and can impose fines. Many disputes are first addressed through requests to the Inspectorate or through mediation at the Organization for Mediation and Arbitration before any court action. Litigation deadlines can be short and vary by claim type, so early legal advice is important.

Frequently Asked Questions

Do I need a written employment contract in Arta

Yes. Employers must give employees written information on key terms within short legal deadlines. A full written contract is strongly recommended for clarity on role, hours, pay, probation, policies, and confidentiality. The employer must file the hiring details in ERGANI before the employee starts work.

Can an employer dismiss an employee without giving a reason

Greek law allows termination of an indefinite term contract without stating a business reason, but the dismissal must not be discriminatory or abusive and strict formalities apply. Required paperwork, ERGANI filing, and payment of any statutory severance are essential. Failure to follow the rules can render the dismissal invalid.

What notice and severance apply on termination

Notice periods and severance depend mainly on length of service and the type of contract. The law provides specific scales that are updated from time to time. In general, longer service means longer notice and higher severance. The safest approach is to calculate entitlement on current legal tables before taking action and to pay any amounts due at the time of termination.

How are fixed term contracts terminated

A fixed term contract typically ends on its agreed expiry date without severance. Early termination is only lawful in limited cases and may require compensation equal to the loss from the premature ending unless there is a lawful serious reason. Repeated renewals without objective justification can lead to conversion to an indefinite term contract.

Is there protection for pregnant workers and new parents

Yes. Pregnancy and maternity are strongly protected. Dismissal of a pregnant employee or a new mother within the legally protected period is in principle prohibited unless the employer can prove a serious reason unrelated to pregnancy and follows strict procedures. Parental leaves and related rights are also protected.

What if my employer did not file my hiring or termination in ERGANI

Employers have filing obligations for hiring, schedule changes, overtime, and terminations. Failure to file can result in fines and can strengthen an employee claim about invalid dismissal or unpaid benefits. Employees who suspect non compliance should seek advice promptly and may contact the Labor Inspectorate.

How is overtime handled in Greece

Overtime must be authorized, recorded, and paid with statutory premiums. There are caps and reporting duties. Employers must plan schedules in advance and keep accurate records, increasingly through the digital work card where applicable. Unrecorded or unpaid overtime is a common source of disputes.

Can I use a non compete clause in Arta

Non compete clauses are permitted only under strict conditions. They must protect a legitimate business interest, be reasonable in scope, duration, and geography, and often require financial consideration to be enforceable. Overly broad bans are likely to be invalid. Tailored drafting is essential.

How do I challenge a dismissal I believe is unlawful

Act quickly because deadlines are short. Gather documents such as the termination letter, payslips, and any messages about performance or restructuring. A lawyer can assess invalidity claims, quantify severance or back pay, and advise on filing a complaint with the Labor Inspectorate, pursuing mediation, or starting a court claim within the applicable time limit.

What are common mistakes employers make when firing

Typical errors include failing to deliver a written termination letter, miscalculating or delaying severance, missing ERGANI deadlines, dismissing protected employees without special procedures, using discriminatory criteria, and not documenting performance or misconduct issues. These mistakes can render a dismissal invalid and expose the company to back pay and penalties.

Additional Resources

Hellenic Ministry of Labour and Social Affairs - policy, guidance, and circulars on employment and ERGANI procedures.

Hellenic Labor Inspectorate - independent authority that handles complaints, mediation invitations, and inspections in Arta and the wider Epirus region.

ERGANI II information system - the national platform for registering hires, schedules, overtime, and terminations.

DYPA Public Employment Service - information on unemployment benefits and jobseeker services following termination.

e EFKA - the single social insurance fund for contributions and insurance records.

Hellenic Data Protection Authority - guidance on processing employee data in recruitment and employment.

Organization for Mediation and Arbitration - neutral body for labor mediation and arbitration in collective and individual disputes where applicable.

Arta Bar Association - local directory of licensed lawyers who practice employment law.

Chamber of Arta - support for local employers on compliance and workforce issues.

Citizen Service Centers in Arta - assistance with obtaining certificates and accessing government services.

Next Steps

If you are an employer in Arta, start by reviewing contracts, policies, and ERGANI records. Before hiring, ensure you have written terms that meet transparency obligations and the correct contract type. Before any termination, calculate statutory entitlements on the current legal scales, prepare the termination letter, arrange same day payment and receipts, and plan your ERGANI filings. If the case involves misconduct, restructuring, or a protected employee, obtain legal advice in advance.

If you are an employee, keep copies of your contract, payslips, schedules, and any communications about performance or restructuring. If you receive a termination letter, do not sign documents you do not understand. Seek legal advice immediately because challenge deadlines are short. A lawyer can help you evaluate options, including a complaint to the Labor Inspectorate, mediation, negotiated settlement, or a court claim.

This guide provides general information only. Greek labor law changes frequently and outcomes depend on the facts. For tailored advice in Arta, consult a qualified employment lawyer who can apply the latest rules to your situation.