Best Hiring & Firing Lawyers in Vouliagmeni

About Hiring & Firing Law in Vouliagmeni, Greece

Hiring and firing in Vouliagmeni is governed by Greek national labor law and European Union rules. Although Vouliagmeni is a distinct seaside area within the Municipality of Vari-Voula-Vouliagmeni in Attica, the same nationwide framework applies to employers and employees. Greek labor law sets rules on employment contracts, working time, pay, leave, termination procedures, severance, and anti-discrimination. Many processes are digital through the ERGANI information system and the digital work card.

Sectors common in Vouliagmeni include hospitality, tourism, retail, services, and real estate. These often use seasonal or fixed-term contracts, extended opening hours, and Sunday work rules that require careful compliance. Whether you are an employer hiring staff for a hotel or a worker facing dismissal, understanding national rules and local practices is essential to avoid disputes and penalties.

Why You May Need a Lawyer

You may need a lawyer if you are drafting or negotiating employment contracts, especially for fixed-term or seasonal roles, part-time work, telework, or senior management. A lawyer can tailor clauses on probation, confidentiality, non-compete, bonuses, and working time to meet legal standards and your business needs.

Legal help is often needed when terminating employment. Greek law requires written dismissal, timely ERGANI filings, and correct calculation of severance, notice, unused leave, and pro rata holiday bonuses. Mistakes can invalidate a dismissal or increase liability.

Employees commonly seek advice if they face unfair dismissal, unpaid wages or overtime, discrimination or harassment, misclassification as contractors, or retaliation for whistleblowing or union activities. A lawyer can evaluate claims, negotiate settlements, and represent you before the Hellenic Labour Inspectorate or courts.

Businesses also benefit from preventive advice on policies, internal investigations, performance management, collective redundancies, data privacy, and workplace health and safety. In sectors with seasonal peaks, planning staffing within legal limits on hours and Sunday work can prevent fines and disputes.

Local Laws Overview

Employment relationship and contracts: Employment can be indefinite or fixed-term. Fixed-term renewals that are repeated without an objective reason may be converted into an indefinite contract. For indefinite contracts, a probation period up to 12 months can be agreed. During probation, termination is simpler, but anti-discrimination and protective rules still apply. Contracts should be in Greek or bilingual to ensure understanding and to comply with information duties to the employee.

Working time and overtime: The typical full-time schedule is 40 hours per week, with sectoral variations set by collective agreements. Overtime and overwork are capped annually and must be recorded in ERGANI. Premium rates apply for overtime, night work, and Sunday or holiday work. Certain sectors in Vouliagmeni, such as hospitality and tourism, have lawful Sunday operations but still require premiums and rest rules.

Digital compliance: Employers must register hires, schedule changes, overtime, and terminations in ERGANI. The digital work card records actual working hours in real time for many sectors. Non-compliance can trigger inspections and fines by the Hellenic Labour Inspectorate.

Pay and bonuses: Greece has a statutory minimum wage that is reviewed periodically. The private sector also has mandatory holiday bonuses, commonly referred to as Christmas, Easter, and vacation allowance. On termination, any accrued and pro rata bonuses and unused annual leave must be paid.

Leave and protection: Employees are entitled to annual leave that increases with service. Maternity leave, paternity leave, parental leave, and carers leave are provided by law. Dismissal is prohibited during pregnancy and for a significant period after childbirth except for serious cause. Special protections apply to employee representatives and employees on certain leaves.

Termination and severance: Termination of an indefinite contract must be in writing and reported in ERGANI within the legal deadline. After the first year of service, notice periods and severance apply. Severance depends on years of service and whether notice is given. Early termination of a fixed-term contract without serious cause can trigger compensation for the remaining term. Voluntary resignation usually does not entitle the employee to severance.

Collective redundancies: Collective dismissals are subject to prior information and consultation with employee representatives and notifications to authorities. Thresholds depend on the size of the workforce, and strict procedures apply under Greek and EU law.

Non-discrimination and harassment: Greek law prohibits discrimination based on sex, race, ethnic origin, religion, disability, age, sexual orientation, and other protected characteristics. Harassment and sexual harassment are prohibited, with remedies that include reinstatement and damages.

Privacy and monitoring: Any monitoring of employees, such as CCTV or email reviews, must be necessary, proportionate, and consistent with data protection law. Inform employees in advance and document your legal basis and safeguards.

Foreign workers and posted workers: Non-EU nationals require appropriate residence and work permits. Employers must verify work authorization and comply with social insurance and ERGANI registration rules. Posted workers have minimum local standards on pay and working conditions.

Frequently Asked Questions

Do Greek employment laws apply in Vouliagmeni the same as in Athens?

Yes. Employment law is national. Vouliagmeni follows the same Greek and EU employment rules that apply throughout Attica and the rest of Greece.

Do I need a written employment contract?

While oral contracts can exist, employers must provide written terms of employment within a short statutory period after hiring. Written contracts are strongly recommended, especially for fixed-term, part-time, telework, or senior roles.

What are the rules on probation periods?

Indefinite contracts may include a probation period up to 12 months if agreed. During probation, termination is easier, but unlawful discrimination or retaliation is still prohibited. After probation or one year of service, notice and severance rules generally apply.

How is overtime handled in Greece?

Overtime must be pre-registered in ERGANI, is subject to annual caps, and must be paid with statutory premiums. Night work and Sunday or holiday work also attract premiums. Records via the digital work card must match actual hours.

What must an employer do to dismiss an employee lawfully?

Provide written termination, register the dismissal in ERGANI within the legal deadline, and pay all amounts due at termination, including wages, unused leave, pro rata holiday bonuses, and any severance. Keep evidence of delivery and filings.

How is severance calculated?

Severance for indefinite contracts depends on years of service and whether the employer gives notice. The law provides brackets for months of pay owed. Collective agreements or individual contracts cannot lawfully reduce statutory severance below the legal minimum.

Can a fixed-term contract be ended early?

Ending a fixed-term contract early without serious cause can make the employer liable for compensation equal to the wages for the remaining term. If the contract ends at its agreed expiry, severance is generally not owed.

Are there special rules for hospitality and seasonal work in Vouliagmeni?

Yes. Hospitality and tourism often rely on seasonal and fixed-term arrangements, Sunday work, and extended hours. Employers must still respect working time caps, rest periods, premium pay, and proper ERGANI registrations. Seasonal employees have statutory protections and insurance coverage.

What protections exist against discrimination and harassment?

Greek law prohibits discrimination on multiple grounds and bans harassment, including sexual harassment. Employers must prevent and address harassment and can be liable for failing to act. Victims can seek protection, damages, and in some cases reinstatement.

What happens if an employer fails to use ERGANI or the digital work card correctly?

Failure to register hires, schedules, overtime, or dismissals, or mismatches with the digital work card can lead to inspections, fines, and possible invalidity of certain actions. Timely and accurate filings are critical.

Additional Resources

Ministry of Labour and Social Security - Provides policy, legislation, and guidance on employment relationships, working time, and leave.

Hellenic Labour Inspectorate - Independent authority that conducts inspections and handles complaints about labor law compliance, pay, hours, and safety.

ERGANI Information System Helpdesk - Support for registrations of hires, schedules, overtime, and terminations, including ERGANI II forms.

Public Employment Service DYPA - Services for jobseekers and employers, unemployment benefits, vocational programs, and certain family leave benefits.

EFKA - Single Social Security Entity for social insurance registration, contributions, and benefits.

Athens Bar Association - Lawyer referral and professional standards for attorneys practicing in the Attica region including Vouliagmeni.

Athens Chamber of Commerce and Industry - Guidance for local businesses on compliance and workforce matters.

Municipality of Vari-Voula-Vouliagmeni - Local administrative services and support for businesses operating in the area.

Next Steps

Assess your situation and gather documents. For hiring, prepare a draft contract, job description, working time schedule, and onboarding checklist. For firing, assemble the personnel file, performance records, attendance and overtime logs, and calculate accrued pay, leave, and bonuses.

Check your timelines. Many employer actions require advance filings in ERGANI, same-day or near-term notifications, and observance of notice periods. Employees should note deadlines for contesting dismissals or filing complaints with the Hellenic Labour Inspectorate.

Seek legal advice early. A local employment lawyer can review your contracts or termination plan, calculate severance, ensure ERGANI compliance, and advise on risks. Employees can receive an assessment of potential claims and negotiation strategy.

Document and communicate clearly. Use written notices in Greek or bilingual format, deliver them properly, and keep proof of receipt and filings. Ensure that working time and digital work card data is accurate and consistent.

Follow up after action. Employers should issue certificates needed for unemployment and update payroll and social insurance records. Employees should register with DYPA if eligible for benefits and collect all final pay and documents.

If a dispute arises, consider mediation or a negotiated settlement before litigation. Many employment disputes in Greece resolve through negotiation when both sides understand their legal positions and potential exposure.