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Employment law in Xanthi follows national Greek law. That means rules on hiring, contracts, working time, wages, social security, and dismissal are set at the national level and apply throughout Greece, including Xanthi. Local public offices and courts in Xanthi administer and enforce those laws. Employers and employees - whether in private companies, farms, shops, or public services - must respect statutory requirements and collective agreements that apply to their sector. Because Greek employment law balances protections for employees with obligations for employers, disputes over hiring or dismissal commonly require legal, procedural, and documentary steps to resolve.
Employment disputes can be legally complex and time-sensitive. You may need a lawyer when:
- You receive or are threatened with dismissal and want to know whether it is lawful.
- You believe you were dismissed for an illegal reason - for example, discrimination, whistleblowing, union activity, pregnancy, or national origin.
- Your employer fails to pay wages, overtime, severance, or social security contributions.
- You have a dispute about contract terms - such as duration, probation, or restrictive covenants.
- Your dismissal is collective or part of a redundancy process and special procedures must be followed.
- You need to file a claim before an employment court or request interim measures like payment orders or provisional reinstatement.
- You want to negotiate a settlement, severance package, or amicable termination agreement and need to protect your rights.
Key aspects to understand when dealing with hiring and firing in Xanthi are:
- Employment contracts - Contracts may be written or verbal, but written contracts are strongly recommended. Contracts specify type of employment - indefinite, fixed-term, part-time, seasonal, or project-based - and should include salary, hours, job duties, probation clauses, and notice requirements.
- Probation - Many contracts include a probation period. Terms and maximum duration are influenced by statutory rules, collective agreements, and the sector of employment.
- Working time and overtime - National law and collective agreements set normal working hours, rest breaks, and overtime rules. Overtime must normally be paid or compensated as specified by law or agreement.
- Minimum wage and pay - Minimum wage, allowances, and payment frequency are established nationally and may be updated. Employers must also make correct social security and tax withholdings.
- Social security - Employers must register employees with the unified social security fund and pay employer contributions to EFKA. Failure to register or pay contributions can create enforcement actions and personal liability for the employer.
- Dismissal rules - Dismissal must follow lawful procedure. Typical elements include a stated reason, compliance with notice periods, and payment of any earned wages and severance where due. Certain dismissals require prior notification to or consultation with labour authorities or unions.
- Just cause and unfair dismissal - Dismissals without objective grounds or without following required procedure may be unlawful. Law 2112/1920 is commonly used in unfair dismissal claims, and remedies can include reinstatement or compensation, depending on the case.
- Severance and notice - Severance pay and statutory notice periods depend on the type of contract, length of service, and cause of termination. Collective agreements often set minimums above statutory levels.
- Collective redundancies and consultation - Large-scale layoffs trigger special procedures - such as information and consultation obligations and notifications to the Ministry of Labour and the Labour Inspectorate. Failure to comply may invalidate dismissals and lead to sanctions.
- Enforcement and dispute resolution - Employment disputes are typically decided in specialized employment courts and may involve the Labour Inspectorate for administrative enforcement. Some issues may be eligible for mediation or administrative complaint before litigation.
Generally, employers must have a lawful reason for dismissal and follow required procedures. Informal or arbitrary dismissals can be challenged in court. The exact consequences depend on whether the dismissal is for disciplinary reasons, redundancy, or other grounds, and on whether the employer complied with notice and documentation requirements.
Notice periods depend on the contract, length of service, and the reason for termination. Collective agreements or individual contracts may provide longer notice periods than statutory minima. If notice is not respected, employees may be entitled to payment in lieu of notice plus other remedies.
Severance entitlements depend on contract type, duration of employment, and the reason for dismissal. In many cases of lawful termination by the employer, statutory severance or contractual severance is due. If dismissal is unlawful, additional compensation may be available. Exact amounts should be verified with a lawyer or official calculation tables.
Unlawful dismissal can include dismissals that breach anti-discrimination rules, dismissals in retaliation for lawful workplace complaints or whistleblowing, dismissals without following statutory procedure, or dismissals based on prohibited grounds like pregnancy, union activity, or protected leave. Remedies can include reinstatement or compensation.
Time limits apply for bringing claims to the employment courts. Deadlines vary depending on the type of claim - wrongful dismissal, unpaid wages, or social security matters - so it is important to act promptly. Consult a lawyer quickly to preserve your rights.
Yes, reinstatement is a possible remedy for unfair dismissal, but courts may award financial compensation instead. The court considers the circumstances, practicalities of returning to the workplace, and the wishes of the parties when deciding remedies.
Preserve evidence - payslips, bank transfers, employment contract, time records, and communications. Contact a lawyer or the Labour Inspectorate to file a complaint. Unpaid social contributions can also be reported to EFKA. Legal action can recover unpaid wages and may result in penalties for the employer.
Ending a fixed-term contract prematurely without lawful cause may give rise to claims for breach of contract, payment for the remainder of the agreed term, or compensation. Employers may have lawful grounds for early termination if a contractual clause permits it, or if the parties agree to a settlement.
Collective redundancies require information and consultation with employee representatives and notification to labour authorities. There are minimum notice periods, and employers may have to follow selection criteria and offer alternatives. Failure to follow the process can render dismissals invalid and lead to sanctions.
Most employment disputes are dealt with by local employment courts. Administrative bodies such as the Labour Inspectorate and EFKA handle enforcement and social security matters. A local lawyer can advise on which forum is appropriate and on the procedural steps to take.
Useful bodies and resources you can consult in Xanthi include:
- The local Labour Inspectorate office - for inspection, worker complaints, and administrative enforcement.
- EFKA - the unified social security fund - for social-security registration and contribution issues.
- OAED - the national employment agency - for unemployment benefits, registrations, and some employment programs.
- Ministry of Labour and Social Affairs - for information about national employment regulations and policy.
- The Bar Association of Xanthi - for referrals to local employment law lawyers and information about legal aid options.
- Local trade unions and sectoral unions - for collective agreement information and worker support.
- Employment courts in Xanthi - for filing formal claims. Courts and administrative offices can confirm procedures, time limits, and required forms.
If you need legal assistance in Xanthi regarding hiring or firing, follow these steps:
- Gather documents - employment contract, payslips, time records, correspondence about your employment or dismissal, any disciplinary notices, and social security information.
- Note deadlines - calculate when time limits for filing claims may expire and act promptly.
- Seek initial advice - contact a local employment lawyer or the Bar Association of Xanthi for an assessment of your case and likely remedies.
- File administrative complaints if appropriate - report unpaid contributions or labour-law violations to the Labour Inspectorate or EFKA as needed.
- Consider negotiation or mediation - sometimes a settlement or mediated solution resolves matters faster and with lower costs than litigation.
- Prepare for court if necessary - your lawyer will help you prepare evidence, calculate claims, and represent you before the employment court.
Employment disputes are often urgent and fact-specific. Early legal advice will help protect your rights and increase the chances of a favorable outcome.
