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Hiring and firing in Karditsa is governed primarily by Greek national labour law, supplemented by sectoral or company collective agreements and European Union rules where applicable. Whether you are an employer or an employee, the same national protections and obligations apply in Karditsa as elsewhere in Greece - for example rules on types of employment contracts, working time, minimum pay, social security contributions and the legal grounds and procedures for termination. Local offices and institutions - such as the Labour Inspectorate, the regional OAED office, EFKA and local courts - handle administration, inspections and disputes in the Karditsa area. Practical steps like registering a new hire in the ERGANI digital system and keeping payroll and contribution records are part of everyday compliance.
Employment law can be technical and time sensitive. You may need a lawyer in situations such as:
- You believe you were dismissed unfairly or without proper cause and want to challenge the dismissal.
- Your employer wrongfully withholds wages, overtime, bonuses, or social security contributions.
- You face disciplinary proceedings that could lead to termination and want advice on strategy and defenses.
- You are negotiating a settlement, severance package or employment contract and want to protect your rights.
- You are an employer creating contracts, disciplinary rules or redundancy plans and need to make sure procedures comply with Greek law and collective agreements.
- You need representation before the Labour Inspectorate, in conciliation proceedings or in labour courts.
Key legal aspects to be aware of in Karditsa include:
- Types of contract - Employment can be indefinite-term, fixed-term, part-time, seasonal or temporary. Each type has specific requirements and limitations under Greek law and applicable collective agreements.
- Probation and trial periods - Employers commonly include a probation clause, but its duration and terms must respect national and sectoral rules.
- Working hours and overtime - Normal working time, mandatory rest breaks, night work rules and overtime pay are regulated. Collective agreements often set more specific terms for different sectors.
- Minimum pay and collective bargaining - National collective labour agreements and sectoral agreements can set minimum wages, allowances and working conditions above statutory minima.
- Termination of employment - Dismissal must generally be based on lawful grounds - disciplinary reasons, capability, or economic/restructuring reasons. Proper procedure, documentation and notification are important. Special protections exist for certain categories - for example pregnant employees, new parents, employee representatives and employees on certain types of leave.
- Notice and severance - Notice obligations and severance pay depend on contract type, length of service and reason for termination. Collective dismissals or mass redundancies require additional procedural steps and may involve consultations with authorities and employee representatives.
- Social security and payroll obligations - Employers must make correct contributions to EFKA and keep payroll records. Failure to pay contributions can lead to administrative fines and affect employees rights.
- Enforcement and dispute resolution - Administrative inspections are carried out by the Labour Inspectorate (SEPE). Disputes can be brought before labour courts - often after an attempt at conciliation or within statutory limitation periods. Time limits to file claims can be short, so prompt action is important.
No. A dismissal must be based on lawful grounds and follow required procedures. Even when employers do not initially state a reason, employees can request the reason and may challenge the dismissal if it lacks lawful cause or proper procedure. Written reasons and documentation strengthen a dismissal's validity.
A dismissal can be unfair if it is discriminatory, retaliatory, lacks objective cause, or if the employer failed to follow required disciplinary or consultation procedures. Special categories of workers enjoy additional protection. A lawyer can assess facts against statutory tests, collective agreements and case law.
Notice and severance entitlements depend on the contract type, length of service, the reason for termination and any applicable collective agreement. Some dismissals trigger statutory severance payments; others may require only notice. Exact calculations can be technical and often require a review of pay records and the applicable legal framework.
Keep copies of the termination letter and pay slips, note the date you were told and any reasons given, preserve any correspondence, and gather witnesses or other evidence. Contact a local employment lawyer promptly - there are statutory time limits for bringing claims, so acting quickly is important.
Greek law provides enhanced protection for pregnancy and parental leave periods. Dismissing an employee for reasons related to pregnancy, childbirth or maternity leave is strictly limited and can be unlawful. If you are in this situation, seek legal advice immediately.
Non-payment of wages or failure to remit social security contributions are serious breaches. Employees can bring claims for unpaid wages and request that authorities pursue contributions with EFKA and the Labour Inspectorate. A lawyer can help quantify claims and start enforcement or litigation steps.
For redundancies due to economic or organizational reasons, employers must comply with consultation and procedural rules laid down by law and collective agreements. Large scale redundancies often require prior notification to authorities and consultation with employee representatives. A lawyer can review whether procedures were followed and whether redundancy selection was lawful and non-discriminatory.
There are statutory time limits for filing employment claims and for appealing administrative decisions. These periods can be relatively short, and they vary by claim type. Consult a lawyer quickly to avoid missing a deadline.
Material changes to terms and conditions generally require the employee's consent or must be supported by a lawful reason such as a contractual clause or an agreement under a collective bargaining framework. Unilateral significant changes may be contested as unlawful. Seek advice before accepting such changes.
Workplace inspections and administrative enforcement are handled by the Labour Inspectorate (SEPE) and local labour offices. Disputes over contract terms, unfair dismissal and unpaid wages are usually resolved in labour courts, often after conciliation attempts. A local lawyer will help determine the best forum and procedural steps.
Useful institutions and bodies to contact or consult for further information and assistance include:
- The regional office of the Greek Manpower Organisation - OAED - for unemployment benefits and re-employment programs.
- The Labour Inspectorate (SEPE) for workplace inspections and enforcement of labour rules.
- EFKA for social security questions, contribution records and disputes about contributions.
- The Ministry of Labour and Social Affairs for official guidance and policy information.
- The ERGANI system - the national digital platform where hires and changes to employment status are registered - for employers and employees to verify registrations.
- The Greek Ombudsman for workplace rights complaints and discrimination issues.
- The local Bar Association - for Karditsa, consult the local legal community or the regional bar to find an employment law specialist.
- Trade unions or sectoral associations relevant to your industry for collective agreement information and local support.
If you need legal assistance with hiring or firing in Karditsa, consider the following practical steps:
- Gather documentation - employment contracts, pay slips, termination letters, emails, personnel files, time records and any notices or correspondence.
- Make a clear timeline of events - dates of hiring, warnings, disciplinary meetings, dismissal meetings and any payments or omissions.
- Contact a local employment lawyer for an initial consultation - ask about experience in employment disputes, likely options, fees and estimated timelines. Clarify whether the lawyer offers fixed-fee or hourly services and whether legal aid might apply.
- Consider early alternative dispute resolution - conciliation, negotiation or mediation can resolve many disputes faster and with lower cost than court proceedings.
- If you are an employer, review your internal policies, contract templates and HR practices with legal counsel to ensure compliance and to reduce future risk.
- Keep records of all steps you take and be mindful of procedural deadlines - missing a limitation period can forfeit legal remedies.
Employment disputes are often time sensitive and fact specific. Use the resources and steps above as a guide, but obtain tailored legal advice from a qualified lawyer in Karditsa to protect your rights and to plan the best course of action.
