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Hiring and firing in Elliniko follows the national body of Greek labour law, applied locally by regional labour authorities and courts. Whether you are an employee or an employer in Elliniko-Argyroupoli, the main rules cover how employment contracts are formed, minimum employment conditions, working time and overtime, social security contributions, protections for certain groups such as pregnant workers, and the formal procedures required to terminate employment. Local practice is influenced by sectoral collective agreements and by enforcement activity from the regional Labour Inspectorate. For many disputes the relevant forum is the employment court system based in Athens.
Labour law disputes can involve strict procedural steps, financial calculations and legal remedies that are not obvious to non-specialists. Common situations in which a lawyer is useful include:
- Challenging an alleged unfair or wrongful dismissal, including seeking reinstatement or compensation.
- Calculating and claiming unpaid wages, overtime, severance pay or holiday pay.
- Advising on the correct procedure for redundancies and collective dismissals, including consultation duties.
- Drafting or reviewing employment contracts, settlement agreements and confidentiality clauses.
- Handling discrimination, harassment or whistleblower protection claims.
- Representing you in labour inspections, administrative proceedings before the Labour Inspectorate, or litigation in employment courts.
- Advising on social security and contribution disputes with EFKA or related agencies.
Key legal points that affect hiring and firing in Elliniko include the following:
- Employment contracts: Written contracts are strongly recommended. Contracts can be indefinite-term, fixed-term, part-time or seasonal. The terms define duties, remuneration, working hours and probation periods.
- Minimum pay and working time: National rules set minimum wage levels and maximum working hours per week. Overtime is regulated and should be compensated according to law or collective agreements.
- Leave and protections: Employees have statutory rights to annual leave, sick leave and special leave for maternity and paternity. Pregnant employees and new parents have enhanced protections against dismissal.
- Dismissal requirements: Dismissals must be based on an objective reason - for example, capability, conduct, or genuine operational needs. Employers must follow internal disciplinary procedures where applicable and observe notice periods and any statutory or contractual obligations.
- Severance and notice: Where dismissal is lawful but requires severance, statutory or contractual severance pay is calculated based on salary and length of service. Notice periods depend on contract terms and applicable law.
- Collective dismissals: Redundancies affecting several employees trigger additional consultation, notification and possible approval steps. Labour inspectors and trade unions can be involved in the process.
- Health and safety: Employers must comply with health and safety obligations and risk assessment requirements for the workplace, and may face administrative sanctions for breaches.
- Social security contributions: Employers must register employees with the national social security fund and pay employer and employee contributions to EFKA. Failure to comply can lead to fines and liability for unpaid contributions.
- Enforcement and dispute resolution: The Labour Inspectorate (SEPE) enforces many rules and can investigate complaints. Employment disputes are generally resolved in employment courts, which handle claims such as unpaid wages and unfair dismissal. Time limits apply for bringing claims - it is important to act promptly.
No. In most situations an employer must have an objective reason for dismissal and should follow any required procedure. If the employer gives no valid reason, the dismissal may be challenged as unfair and potentially null or void depending on circumstances.
Notice periods depend on statutory rules and the terms of your employment contract or collective agreement. They commonly vary with length of service. Always check your contract and seek advice if the employer does not provide correct notice or pay in lieu of notice.
Severance entitlements depend on the reason for dismissal, your length of service, and applicable laws or collective agreements. If the dismissal is for operational reasons or is lawful under the law, severance is often payable. If the dismissal is declared null or void by a court, reinstatement may be an alternative remedy.
Pregnant employees and new parents enjoy strong protection against dismissal. Termination on discriminatory grounds related to pregnancy or maternity is generally prohibited. If you believe you were dismissed for such reasons, you should seek immediate legal advice and preserve documents and communications.
Start by raising the issue in writing with your employer and keeping records of hours worked. If the employer does not remedy the situation, you can file a complaint with the Labour Inspectorate or pursue a claim in the employment court. A lawyer can help calculate unpaid amounts and guide you through enforcement options.
Oral contracts can create obligations, but they are harder to prove and are not recommended. Many rights and obligations are clearer and easier to enforce when documented in a written contract. If your employer refuses to provide a written contract, consider seeking advice and keeping other proof of the working relationship.
Fixed-term contracts normally end on the agreed date. Repeated renewal or abuse of fixed-term contracts may give rise to claims for conversion into a permanent contract. Check the contract terms and the working pattern if renewals are frequent.
The regional Labour Inspectorate enforces labour laws and investigates complaints. Social security issues are handled by EFKA. Employment disputes are brought before the relevant employment courts. Local labour centres and trade unions may also provide support and advice.
Possible remedies include reinstatement, back pay, and compensation for losses. The exact remedy depends on the facts, the court decision and applicable law. A lawyer can advise on the likely outcome and help decide whether to sue, negotiate a settlement, or apply for interim relief.
You do not always need a lawyer to start a complaint, but labour law claims involve deadlines, evidence gathering and legal procedure. A specialised labour lawyer improves your chance of success, helps assess the strength of your case, and represents you in court or settlement talks.
Useful bodies and organisations to contact or consult include:
- Ministry of Labour and Social Affairs - national policy and guidance on employment law.
- Labour Inspectorate - regional enforcement office that handles complaints and inspections.
- EFKA - the national social security fund for contribution and benefit issues.
- OAED - employment services and unemployment support.
- Local Municipality of Elliniko-Argyroupoli - for local administrative matters and community support.
- Trade unions and sectoral labour centres - for collective representation and advice.
- Employment courts in Athens - the forum for most employment disputes.
- Local Bar Association - for referrals to specialised labour lawyers and information about legal aid options.
If you need legal help with a hiring or firing issue in Elliniko, consider the following steps:
- Gather documents - employment contract, pay slips, time records, written communications, disciplinary notices and any medical certificates.
- Ask the employer in writing for clarification if the reason for a dismissal or an unpaid amount is unclear. Keep copies of all correspondence.
- Note deadlines - administrative complaints and court claims have strict time limits. Seek advice promptly to avoid losing rights.
- Contact the regional Labour Inspectorate to report breaches or request an inspection if systemic problems exist.
- Consult a specialist labour lawyer for a case assessment, likely outcomes and costs. If finances are an issue, ask about free or low-cost legal advice through the Bar Association or local legal aid schemes.
- Consider negotiation or mediation where appropriate - many disputes settle without full litigation.
- If litigation is necessary, instruct a lawyer to prepare and file the claim, collect evidence and represent you in court.
Act promptly and keep clear records - early steps often determine whether a claim succeeds and what remedy is available.
