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The hiring and firing framework in Chalcis follows national Greek labour law, with the Labour Code acting as the core guide. Local practice in Chalcis aligns with these national provisions, and employers and employees in Euboea typically resolve disputes through the Greek court system or through labour authorities.
In practice, an employee may be hired on an indefinite or fixed-term basis, and a dismissal must generally have a lawful basis or be economically justified. Written notice is usually required, and severance or other protections may apply depending on contract type and collective agreements. When disputes arise, most appeals start with the labour courts and may progress to appeal courts if needed.
Chalcis residents should understand that regional differences are minimal in terms of substantive rules, but local negotiation and enforcement can reflect sector and enterprise practice. The same rules apply to private sector employees across Central Greece, including Chalcis, with sector-specific collective agreements shaping day-to-day terms. Always verify current rules with official sources or a licensed lawyer before acting.
Source: Greek labour authorities outline the core framework for hiring and firing under the Labour Code and related regulations. OAED
Source: The government portal provides access to labour rights information and official guidance on termination procedures. gov.gr
Key terms to know for Chalcis workers include lawful dismissal, just cause, fixed-term vs indefinite contracts, notice periods, severance pay, and collective bargaining agreements. Understanding these basics helps residents determine when legal counsel is warranted. For official definitions and guidance, see the sources cited above.
The core framework for Hiring and Firing in Chalcis rests on the national Labour Code and related regulations. Employers and employees should also consider sector-specific collective agreements that may modify minimal standards for notice, severance, and procedures.
Labor Code (Κώδικας Εργατικής Νομοθεσίας) provides the broad rules on contracts, termination, and protections. It sets the general requirements for just cause, notice, and severance for private sector workers across Greece, including Chalcis. Recent reforms have addressed telework and some procedural updates, while maintaining foundational protections for workers.
Collective Labour Agreements (Συλλογικές Συμβάσεις Εργασίας) operate alongside the Labour Code to tailor terms by sector and region. In Chalcis and Euboea, sector-specific CBAs can adjust notice periods, severance calculations, and dismissal procedures. Employers must comply with both national law and applicable CBAs.
Unlawful Dismissal and Equal Treatment Standards include protections against termination for discriminatory reasons or for exercising lawful workplace rights. These protections are enforced through Greek courts and national agencies. For current guidance, consult official resources from the Greek government and labour authorities.
Recent guidance emphasizes digital administration of some termination-related processes and clearer procedures for fixed-term contracts. gov.gr
Payroll, social security, and severance matters are coordinated through the unified EFKA system and the OAED case processes. EFKAOAED
Jurisdictionally, disputes arising from hiring and firing in Chalcis are handled within the Greek court system, with labour and civil proceedings depending on the nature of the claim. The Labour Court system operates nationwide, and local offices or regional offices in Central Greece can provide initial guidance. Always confirm current practice with a licensed attorney in Chalcis.
A lawful dismissal must be for a just cause related to performance, behaviour, redundancy, or operational needs. The employer must prove the reason if challenged, and notice or severance obligations may apply depending on contract type and length of service. Inadequate cause or procedure can lead to a claim for unlawful dismissal.
Notice periods vary by contract and seniority, as well as any applicable collective agreements. The Labour Code provides minimum standards, but CBAs can extend these periods. A lawyer can calculate exact notice requirements based on your specific contract and sector.
Written contracts are common and often help prove terms of employment and notice. Even without a written contract, employees receive protections under the Labour Code and applicable CBAs. A lawyer can review oral terms and corroborate them with payroll records and witnesses.
Severance pay depends on contract type, length of service, and sector agreements. If the dismissal is deemed unlawful, severance or reinstatement remedies may apply. A lawyer can determine eligibility and assist with notice and payment calculations.
Claims typically must be filed within the statutory limitation period after dismissal, which varies by case type. A lawyer can identify the precise deadline and initiate timely proceedings to protect your rights. Local courts provide the process for such claims.
Yes, termination based on pregnancy or maternity status is prohibited and considered discriminatory. Employers must demonstrate a legitimate, non-discriminatory basis for any dismissal and may be liable for remedies if rules are violated. Legal counsel helps ensure compliance and remedies if violations occurred.
Begin with a written complaint to the employer or human resources, then file a claim in the Labour Court if unresolved. A lawyer guides evidence gathering, representation, and strategic timing for hearings. Court outcomes can include reinstatement or monetary compensation.
Fixed-term contracts terminate automatically at the end date unless renewed; indefinite contracts require a formal dismissal with just cause or economic reasons. Termination for fixed-term contracts generally does not require notice unless specified in the contract. Both types are subject to labour protections and potential severance on certain terminations.
Severance amounts depend on contract type, length of service, and applicable CBAs or statutory scales. Some sectors have fixed severance formulas under CBAs, while others follow general labour standards. A lawyer can calculate and negotiate the exact figure for your case.
Collective agreements can modify general terms for specific sectors or workplaces. If you are covered by a CBA, its terms on notice, severance, and discharge procedures may apply in addition to the Labour Code. Always verify both sources when assessing your rights.
Yes. A lawyer can assess whether the proposed settlement fully resolves your claims and protects your future rights. They can also negotiate terms to avoid future disputes and clarify tax and social security implications.
Small businesses follow the same legal framework, but practical enforcement and administrative timelines may differ. Some sectors may have simplified procedures under CBAs or local guidelines. An attorney can tailor guidance to the business size and sector.
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The information provided on this page is for general informational purposes only and does not constitute legal advice. While we strive to ensure the accuracy and relevance of the content, legal information may change over time, and interpretations of the law can vary. You should always consult with a qualified legal professional for advice specific to your situation.
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