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Hiring and firing in Lamia, Greece follow national Greek labor law as interpreted by local courts and enforcement bodies. The framework covers employment contracts, probation periods, termination procedures, notice requirements, and severance or compensation in case of dismissal. While the laws are national, Lamia residents interact with local resources such as the Labour Inspectorate and regional courts to resolve disputes.
In practice, a Lamia employer must justify termination with a lawful basis under Greek law and follow proper written notice procedures. Employees have rights to appeal or seek reinstatement or compensation if a dismissal is unlawful or procedurally flawed. A local lawyer can help translate complex statutory language into concrete steps for both individuals and small businesses in Lamia.
The core aim of these rules is to balance employer flexibility with employee protections, while ensuring predictable, transparent processes for hiring and termination across Central Greece. Because labour matters can involve procedural timeframes and court calendars, timely legal advice is often crucial for residents of Lamia who face job loss or staffing changes.
When you are based in Lamia, concrete, real-world scenarios often require qualified legal assistance to navigate local procedures and national standards. A lawyer can help you assess whether a dismissal was lawful, and what remedies may apply. Below are five common situations seen by Lamia practitioners.
Lamian workers and employers operate under national Greek labour law, supplemented by European directives that Greece implements locally. Below are two to three named laws or regulatory frameworks that govern Hiring & Firing, along with notes on their application in Lamia.
Κώδικας Εργασιακής Νομοθεσίας (Labour Law Code) and basic rules on individual employment contracts - This framework provides the core rules for how a contract is formed, how termination can occur, and what constitutes lawful notice and severance. In practice, disputes are resolved under procedures defined by statute and interpreted by Greek courts, including those serving Lamia and Central Greece. Employers and employees in Lamia should ensure that contracts are in writing and reflect the terms required by law.
Directive 91/533/EEC on information to be provided by employers to workers on the terms of the contract - This European directive, as transposed into Greek law, requires clear disclosure of essential contract terms. Lamia employers must provide accessible information to employees, including working conditions, wage details, and duration of the contract, to reduce disputes later.
Directive 2019/1152 on transparent and predictable working conditions - This EU directive, implemented in national law, obliges employers to specify working conditions, expected hours, and other key terms. Lamia employees gain improved clarity about their duties and protections when a job begins or ends. See European Commission guidance for full details on implementation in member states, including Greece.
Directive 2019/1152 on transparent and predictable working conditions aims to ensure that workers have clear, stable terms across the EU, including Greece. European Commission
Recent changes in Greece focus on ensuring information rights, prompt notice, and proportional remedies in cases of dismissal. For Lamia residents, procedural compliance by both sides can prevent costly disputes and help preserve business relationships. For concrete steps and forms, consult government portals and SEPE guidance.
Key sources and official references provide more details on these topics. For authoritative explanations specific to Greece, see the Greek government and EU materials cited below.
A regular dismissal cites objective grounds such as redundancy or performance issues. Unfair dismissal occurs when due process, notice, or legal protections are lacking. In Lamia, an employee may challenge an unfair dismissal in court or via SEPE and seek reinstatement or compensation.
Begin by collecting the contract, payslips, and any communications about the dismissal. File a complaint with SEPE or initiate a court action within the statute of limitations. An attorney can help prepare evidence and represent you in hearings in Lamia.
Termination typically requires written notice or payment in lieu of notice, according to the contract type and tenure. In cases of immediate dismissal for grave misconduct, fixed-term contracts may have different rules documented in the employment agreement.
Official guidance is available on gov.gr and SEPE websites. These sources provide forms, procedures, and contact points for complaints and investigations in Lamia and across Greece.
A lawyer can verify the validity of the termination grounds, calculate any owed notice or severance, and safeguard your rights if the employer mishandles the process. In Lamia, local courts may have specific timelines and procedures that an attorney can navigate efficiently.
For most indefinite contracts, a legitimate reason or just cause is required for termination. The exact standards depend on the contract type and applicable collective agreements, with courts reviewing proportionality and due process.
Severance or compensation depends on tenure, contract type, and the nature of the dismissal. The amount and eligibility are determined through contract terms, statutory minimums, and court rulings when disputes arise.
Disputes typically move through SEPE processes or court proceedings, which can take several months to over a year depending on caseload. Early mediation or settlement efforts can shorten the timeline.
Performance-based terminations require documented evidence, fair procedures, and often a progressive discipline process. A lawyer can help ensure that the steps taken comply with Greek requirements and avoid potential claims.
Bring the employment contract, any written warnings or performance reviews, payroll records, and correspondence about termination. Additional items such as non-disclosure or non-compete agreements may also be relevant.
Non-renewal must be based on legitimate grounds and proper notice. A lawyer can assess whether the non-renewal is legally justified and help pursue remedies if the contract should have been renewed under the terms of the agreement or law.
Sources and further reading:
European Commission guidance on the directives mentioned above is available at ec.europa.eu. For statutory information, see the official Greek portals at gov.gr and sepe.gov.gr.
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Disclaimer:
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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