Best Hiring & Firing Lawyers in Vouliagmeni

About Hiring & Firing Law in Vouliagmeni, Greece

Hiring and firing in Vouliagmeni is governed by national Greek labor law, applied uniformly across the country and supervised locally by authorities in the Attica region. Employers and employees must comply with rules on written contracts, notice and severance, anti-discrimination, working time, and mandatory filings through the ERGANI information system. Many processes are digital, including hiring notifications, shift declarations for certain sectors via the digital work card, and termination filings. Although Vouliagmeni is a coastal suburb, practical handling of disputes and inspections generally runs through Athens-based services, courts, and inspectorates.

Greek law provides strong formalities for termination of employment, protections for vulnerable categories such as pregnant employees and union representatives, and specific requirements for fixed-term and agency work. Failure to follow the correct process can render a dismissal null and void. Because legislation has been modernized in recent years, including significant reforms on working time management and transparency, employers and workers should confirm current rules before acting.

Why You May Need a Lawyer

You may need a lawyer to draft lawful employment contracts that reflect your business reality, including probation rules, variable hours, remote work, commission schemes, confidentiality, and proportionate post-termination restrictions. A lawyer can help you design compliant hiring procedures, including data privacy notices for candidates, background checks within GDPR limits, and ERGANI onboarding filings.

On termination, legal advice is valuable when planning performance-based separations, redundancy programs, restructuring, or disciplinary action. Errors in written notice, severance calculation, or filings can make a dismissal invalid, trigger claims, or lead to fines. Counsel can also evaluate risks involving protected employees, parental leave, disability accommodation, or alleged discrimination and harassment.

Employees benefit from advice when facing dismissal, forced resignation, unpaid wages or overtime, misclassification as a contractor, or an unlawful non-compete. A lawyer can assess whether a termination is abusive, negotiate a settlement agreement, recover wages and benefits, and represent you before the Hellenic Labor Inspectorate or the courts. In Vouliagmeni and the wider Athens area, local counsel also understands how regional authorities apply national rules in practice.

Local Laws Overview

Hiring formalities. Before an employee starts work, the employer must file a hiring declaration in the ERGANI system and provide written terms. Job ads and selection must respect equal treatment rules. Candidate data handling must comply with GDPR, with clear information to applicants and limits on background checks.

Types of contracts. Greek law recognizes indefinite-term and fixed-term contracts, as well as part-time and rotation schemes. Fixed-term relationships must be objectively justified and not be repeatedly renewed to cover permanent needs. If abused, they may be recharacterized as indefinite-term.

Working time and pay. Working time, overtime, night work, and Sunday or holiday work are regulated with specific caps and premium pay. Some sectors use the digital work card and strict schedule declarations. The national minimum wage applies to Vouliagmeni and is periodically updated by the state. Collective agreements may set higher standards.

Probation and changes. Probation periods are regulated by statute and must be reasonable and agreed in writing. Substantial changes to core terms such as pay, hours, or location generally require employee consent, absent a lawful business reason and a valid contractual clause.

Non-discrimination and leave. Discrimination based on protected characteristics is prohibited in recruitment, terms, and dismissal. Special protections apply to pregnancy, maternity, paternity, and parental leave. Dismissal during protected periods is generally void unless strict legal conditions are met.

Independent contractors. If a person provides work under the employer’s direction and control, they may be deemed an employee regardless of the contract label, with implications for social security and entitlements.

Termination of indefinite-term contracts. Dismissal must be in writing, accompanied by the correct severance where applicable, and recorded in ERGANI within short statutory deadlines. Notice periods and severance depend on length of service and other factors. Cause is not generally required, but the dismissal cannot be abusive or discriminatory and must respect protected statuses. Mutual terminations and settlements must be written and reported.

Fixed-term endings. A fixed-term ends on its agreed date without severance. Early termination without a serious reason can trigger compensation roughly equal to the remaining wages until the end of the term.

Collective redundancies. Larger-scale layoffs trigger information and consultation with employee representatives and notifications to public authorities before implementation. Thresholds and procedures are set by national law and apply in the Attica region.

Dispute resolution and enforcement. The Hellenic Labor Inspectorate can mediate and investigate. Labor disputes are heard by the Athens courts for the Vouliagmeni area. Deadlines for bringing claims are short for challenging dismissals, so prompt advice is important.

Frequently Asked Questions

Is hiring and firing law in Vouliagmeni different from the rest of Greece

No. The same national labor laws apply. What differs is practical handling through local services in Attica, such as the regional Labor Inspectorate and the Athens courts.

What must an employer do before a new hire starts work

File the hiring declaration in ERGANI, provide written terms of employment, register the employee with social security, and ensure working time schedules are properly declared where required. The employee should receive information on pay, hours, workplace rules, and data privacy.

Can an employer dismiss an employee without giving a reason

Greek law does not generally require a substantive reason for terminating an indefinite-term contract, but the dismissal must not be abusive or discriminatory. Formalities are strict: it must be in writing, the correct severance must be paid when due, and ERGANI filings must be made within the statutory deadlines. Protected categories have additional safeguards.

How is severance pay determined

Severance for indefinite-term employees depends primarily on continuous length of service and whether termination is with notice or immediate. The amounts and caps are set by statute and can change, so employers should calculate with up-to-date legal tables and employees should verify any payment against current law.

What is the probation period and how does it affect termination

Probation must be agreed in writing and be reasonable within statutory limits. Termination during probation follows special rules. Because the maximum duration and effects have been updated by recent legislation, parties should confirm the current limit that applies to their contract and sector before acting.

Are fixed-term contracts allowed to be renewed repeatedly

Renewals are permitted if justified by objective reasons, such as a specific project or seasonal needs. Repeated renewals to cover permanent needs may be recharacterized as an indefinite-term relationship, triggering full dismissal protections and severance.

What makes a dismissal invalid or abusive

Common defects include lack of written notice, failure to pay the correct severance on time, missing or late ERGANI filings, discriminatory motive, retaliation for asserting legal rights, or termination during a protected leave period. A dismissal can also be abusive if it violates good faith and proportionality principles.

How can an employee challenge a dismissal

Employees can seek mediation before the Hellenic Labor Inspectorate or file a claim in the competent Athens court. Deadlines to contest a dismissal are short, so employees should obtain legal advice immediately, keep all documents, and avoid signing a settlement they do not understand.

Are non-compete clauses enforceable in Greece

They can be enforceable if they are reasonable in duration, geographic scope, and subject matter, and if the employee receives proportionate consideration. Overbroad or punitive restrictions may not be upheld. Confidentiality and non-solicitation clauses are more readily enforced when properly drafted.

What about hiring non-EU nationals in Vouliagmeni

Employers must ensure the individual has a valid residence and work permit and must keep records proving legal employment. Unauthorized work can lead to fines and liability. The same ERGANI and social security obligations apply once the person is lawfully employable.

Additional Resources

Ministry of Labor and Social Affairs - sets national employment policy, issues guidance, and oversees ERGANI and labor reforms.

Hellenic Labor Inspectorate - investigates complaints, conducts inspections, and facilitates mediation in employment disputes in the Attica region.

Public Employment Service DYPA - provides unemployment benefits, training programs, and employer services.

Single Social Security Entity EFKA - manages social insurance registrations, contributions, and benefits.

Organization for Mediation and Arbitration OMED - offers collective labor dispute mediation and arbitration services.

Athens Bar Association - directory of licensed employment lawyers serving Vouliagmeni and the wider Athens area.

Greek Ombudsman - equality body for discrimination issues in employment and occupation.

Municipality of Vari-Voula-Vouliagmeni and local Citizens Service Centers KEP - guidance on local administrative certificates that may support employment procedures.

Next Steps

If you are an employer in Vouliagmeni, gather contracts, employee handbooks, time records, ERGANI filings, and payroll data. Map the situation on a timeline, identify any protected statuses or leaves, and pause any termination until a compliance check is complete. Ask a lawyer to review severance calculations, notice, and the exact ERGANI forms and deadlines that apply. Consider whether a documented performance process or a mutual separation agreement better manages risk.

If you are an employee, collect your contract, amendments, pay slips, emails, and any termination letter. Write down dates of key events. Do not sign a resignation or settlement under pressure. Seek legal advice promptly because dismissal challenge deadlines are short. You may also approach the Hellenic Labor Inspectorate for mediation and, if unemployed, register with DYPA to assess benefits and support.

For both sides, confirm the latest rules on probation, minimum wage, digital work card obligations, and ERGANI procedures before taking action. Local counsel experienced in the Attica region can help you navigate filings, negotiations, and, if needed, court proceedings in Athens efficiently and with the right documentation.