Best Hiring & Firing Lawyers in Thivais

About Hiring & Firing Law in Thivais, Greece

Hiring and firing in Thivais are governed by national Greek labor law, which applies uniformly across the country. Rules come from the Greek Constitution, the Civil Code, specific labor statutes and regulations, collective bargaining agreements, and European Union directives. The Ministry of Labor and Social Security issues policy and operates digital employment systems, while the Hellenic Labor Inspectorate oversees compliance locally and nationally. Employers use the ERGANI II platform to register hires and changes in employment, and social security is handled through EFKA.

In practice, employers in Thivais must inform employees in writing about key terms of employment, register new hires in ERGANI II before work starts, observe working time and leave rules, protect personal data during recruitment and employment, and follow strict formalities for termination. Employees are protected against discrimination and retaliatory practices, and certain groups enjoy special dismissal protection, such as pregnant employees and employee representatives.

Why You May Need a Lawyer

You may need legal help in Thivais when you are hiring staff, restructuring a team, or ending an employment relationship. A lawyer can draft or review employment contracts and policies to align with Greek law and any applicable collective agreement. They can design lawful recruitment processes, including compliant job ads, interviews, and background checks with GDPR safeguards.

Legal counsel is especially useful for sensitive dismissals, such as performance or conduct terminations, redundancies, and dismissals involving protected employees. A lawyer can ensure proper notice, severance, documentation, and ERGANI II filings to reduce the risk of invalid termination claims. They can also help negotiate settlement agreements and waivers.

Other common situations include managing overtime and working time with the Digital Work Card, assessing independent contractor versus employee status, handling harassment or whistleblowing reports, implementing remote work arrangements, drafting bonus and variable pay plans, addressing workplace injuries, and supporting business transfers or collective redundancies.

Local Laws Overview

Employment relationship and contracts. Employment contracts can be indefinite or fixed term. Employers must provide a written statement of key terms to the employee within legally set timeframes and must file hires and contract types in ERGANI II before work starts. Repeated renewals of fixed term contracts without an objective reason risk conversion to indefinite employment.

Probation. Greek law permits a probation period for indefinite contracts, typically up to a maximum set by statute or collective agreement. Termination during probation follows simplified rules, but must still respect prohibitions on abuse or discrimination.

Working time. The standard full time schedule is generally 40 hours per week, subject to sectoral rules. Additional working time and overtime are regulated, must be recorded, and attract statutory premiums. Greece has introduced a Digital Work Card for time tracking in many sectors, and employers in Thivais must comply where applicable.

Pay and minimum wage. A national statutory minimum wage applies and is periodically updated by the government. Sectoral collective agreements may set higher minima or additional allowances. Wages must be paid on time and recorded, and mandatory social security contributions must be paid to EFKA.

Leave and family protections. Employees are entitled to paid annual leave, public holidays, and various statutory leaves. Maternity protection is strong. Dismissal is generally prohibited during pregnancy and for a period after birth unless there is a serious justified reason unrelated to the pregnancy. Paternity, parental, and carers leave rights exist under national law implementing EU standards.

Equal treatment and harassment. Discrimination based on sex, pregnancy, family status, age, disability, race or ethnic origin, religion or belief, sexual orientation, gender identity, or union activity is prohibited. Employers must prevent and address harassment and sexual harassment, and may need to adopt internal policies and complaint procedures.

Data protection in hiring. Recruitment and employment data are subject to the EU GDPR and Greek data protection rules. Employers must collect only necessary information, provide privacy notices, set retention periods, and secure data. Background checks and medical examinations are limited and must be justified.

Termination of employment. Dismissals must be in writing and reported to ERGANI II within the prescribed deadline. While an employer does not generally need to state cause for dismissal of an indefinite employee, terminations cannot be abusive or discriminatory and must respect protected categories and leave periods. Notice and severance obligations depend on tenure, contract type, and whether notice is given. Payment in lieu of notice is possible. Immediate termination for serious misconduct is restricted and must be well documented.

Collective redundancies. Larger scale dismissals trigger information and consultation duties with employee representatives and require notifications to the competent authorities. Thresholds and procedures depend on workforce size and the number of planned dismissals in a set period.

Non compete and post termination restrictions. Non compete, non solicitation, and confidentiality clauses may be enforceable if reasonable in scope and duration and supported by legitimate interests. Compensation for post employment non compete is commonly required under Greek practice.

Transfers of undertakings. On a business transfer that preserves an economic entity, employees usually transfer automatically with their existing rights. Dismissals because of the transfer itself are prohibited. Information and consultation duties apply.

Frequently Asked Questions

Do I need a written employment contract in Thivais

A full written contract is not always mandatory for an indefinite hire, but the employer must give the employee a written statement with essential terms within legally set deadlines and must register the hire in ERGANI II before work starts. A signed contract is strongly recommended for clarity and to address confidentiality, IP, working time, and benefits.

Can an employer dismiss an employee without stating a reason

Greek law does not generally require employers to state cause for dismissing an indefinite term employee, provided the termination is in writing, the ERGANI II filing is made on time, and statutory notice and severance are observed. However, dismissals cannot be abusive or discriminatory, and special protections apply to certain categories such as pregnant employees and employee representatives.

What notice period and severance apply on termination

Notice and severance depend on the employee’s length of service and whether the employer gives notice or pays in lieu. After probation, employees on indefinite contracts are typically entitled to statutory notice and severance that increase with tenure. If termination is with notice, severance is usually lower than for termination without notice. Collective agreements or individual contracts may provide more favorable terms.

How are fixed term contracts treated if renewed repeatedly

Successive renewals of fixed term contracts are only lawful if supported by an objective reason, such as a specific project or seasonal need. If renewals are repeated without objective justification or exceed legal limits, the contract may be deemed indefinite.

What is the Digital Work Card and does it apply in Thivais

The Digital Work Card is a system for real time recording of working time that has been rolled out in specific sectors and continues to expand. Employers in Thivais that operate in covered sectors must implement it, synchronize schedules with ERGANI II, and ensure accurate time tracking and premium pay for additional hours.

How should recruitment processes comply with Greek law and GDPR

Recruitment should use objective criteria and avoid discriminatory questions. Employers must provide a privacy notice to candidates, collect only necessary data, and retain it for limited periods. Background checks must be proportionate and lawful. Medical exams are restricted to roles where health fitness is essential.

Are non compete clauses enforceable in Greece

Yes, if they protect legitimate business interests and are reasonable in duration, geography, and scope. Post employment non compete clauses are more likely to be enforceable when accompanied by appropriate financial consideration. Overly broad restrictions risk being unenforceable.

What protections exist for pregnant employees and new parents

Dismissal during pregnancy and for a significant period after birth is generally prohibited unless there is a serious justified reason unrelated to the pregnancy and properly documented. Maternity, paternity, and parental leave entitlements apply, and employees returning from such leave are protected from unfavorable treatment.

How are collective redundancies handled

When dismissals exceed statutory thresholds in a month, employers must inform and consult employee representatives, notify the authorities, and follow specific timelines before implementing the dismissals. Failure to follow the process can render terminations invalid and expose the employer to penalties.

Where can I report labor law violations in Thivais

Complaints can be filed with the Hellenic Labor Inspectorate, including the regional office that covers Thivais. Depending on the issue, you may also contact EFKA for social security matters or the Hellenic Data Protection Authority for data related complaints. A lawyer can help you frame and submit a complaint.

Additional Resources

Ministry of Labor and Social Security - information on employment policies, minimum wage announcements, and digital systems such as ERGANI II.

Hellenic Labor Inspectorate - independent authority overseeing labor law compliance, conducting inspections, and mediating workplace disputes.

Public Employment Service DYPA - services for jobseekers and employers, including subsidies and training programs.

Single Social Security Entity EFKA - employer registrations and social security contributions.

Hellenic Data Protection Authority - guidance on GDPR compliance in recruitment and employment.

O.ME.D. Mediation and Arbitration Organization - collective labor dispute mediation and arbitration.

Chamber of Boeotia and local business associations in Thivais - practical guidance and networking for employers.

Local Bar Associations in Central Greece - directories of employment law practitioners.

Next Steps

Document your situation. Gather contracts, offer letters, policy manuals, performance records, pay slips, time records, ERGANI II filings or screenshots, and any correspondence related to the hiring or firing issue.

Assess urgency. Employment disputes often involve short procedural deadlines for filings or challenges. Act promptly if you intend to contest a dismissal or a wage claim.

Seek tailored legal advice. Contact an employment lawyer familiar with Greek law and practice in Thivais to evaluate risks, strategy, and potential outcomes. Ask about notice, severance, settlement options, and the best forum for your case.

Engage with authorities when appropriate. For compliance questions or to report violations, consider contacting the Hellenic Labor Inspectorate or EFKA. A lawyer can guide you on when to use administrative routes versus court action.

Negotiate carefully. If presented with a termination agreement or waiver, do not sign under pressure. Request time to review and obtain advice on tax and social security consequences as well as future rights, including unemployment benefits through DYPA.

Plan forward. For employers, update contracts, handbooks, and HR processes, and train managers on lawful interviewing, time recording, and termination steps. For employees, keep records of job search efforts, apply for benefits where eligible, and follow your lawyer’s advice on mitigation and next steps.

This guide provides general information only and is not legal advice. For specific guidance about hiring or firing in Thivais, consult a qualified Greek employment lawyer.