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Job discrimination occurs when an employer treats an employee or job applicant less favorably because of a protected characteristic. In Agia Paraskevi, as elsewhere in Greece, anti-discrimination protections are shaped by the Greek Constitution, national laws, and Greece's commitments to European Union directives and international human-rights treaties. These protections cover hiring, working conditions, pay, promotion, training, disciplinary measures, dismissal and access to employment-related services.
Protected characteristics commonly include sex, gender, race, ethnicity, nationality, religion or belief, age, disability, sexual orientation, marital or family status, pregnancy and trade-union activity. Both public and private sector workers can rely on these protections, although some limited exceptions exist where a genuine occupational requirement applies.
Employment discrimination disputes can become legally complex and emotionally stressful. A lawyer can help you in several common situations:
- You believe you were refused a job, promotion or training because of a protected characteristic.
- You faced harassment, hostile treatment or a hostile work environment tied to your protected characteristic.
- You were unfairly disciplined, demoted or dismissed and suspect discrimination is the real reason.
- You discover a pay gap or unequal terms linked to sex, nationality, disability or another protected ground.
- You need help requesting reasonable accommodations for a disability or pregnancy and the employer refuses.
- Your employer retaliated against you for complaining about discrimination or for participating in an investigation.
- You need assistance collecting and preserving evidence, preparing a formal complaint, negotiating a settlement, or starting court proceedings before the Labour Court.
A lawyer who specialises in employment and discrimination law can explain your rights, assess the strength of your case, advise on procedures and deadlines, represent you in negotiations and, if needed, take the case to administrative bodies or court.
Key legal principles and practical realities to know in Agia Paraskevi and Greece generally:
- Constitutional and statutory protection - The Greek legal framework protects individuals against discrimination at work. National legislation implements EU anti-discrimination directives and sets out prohibited ground, covered acts and remedies.
- Scope of protection - Prohibited conduct typically includes direct and indirect discrimination, harassment, sexual harassment and instruction to discriminate. Protection applies during recruitment, employment and termination, and to employment-related training and benefits.
- Burden of proof - In discrimination cases the burden of proof can shift. If a claimant establishes facts from which discrimination could be inferred, the employer may be required to provide an explanation showing that the action was not discriminatory.
- Remedies - Remedies can include compensation for financial loss, moral or non-material damages, reinstatement in certain cases, annulment of discriminatory decisions and administrative fines for employers. Remedies will depend on whether the claim is pursued before administrative authorities or the Labour Court.
- Administrative and judicial routes - You can bring a complaint to administrative bodies such as the State Labour Inspectorate or the Greek Ombudsman and you can start court proceedings before the appropriate Labour Court. Administrative complaints can lead to inspections and sanctions; courts can award binding remedies and damages.
- Public-sector differences - Public-sector employees are subject to additional rules and procedures for appointment, disciplinary action and termination. Specific administrative appeal procedures may apply before judicial review.
- Time limits and procedural steps - There are statutory time limits to take action and to appeal administrative decisions. These deadlines can be short, so acting promptly is important.
- Criminal offences - In serious cases such as hate crimes or violent incidents, criminal law and criminal procedures may also be relevant alongside employment claims.
Unlawful discrimination includes any less favourable treatment or abusive behaviour linked to a protected characteristic. This covers direct discrimination where a clear adverse decision is made because of that characteristic, indirect discrimination where a seemingly neutral policy disadvantages a protected group, harassment and sexual harassment, and instruction to discriminate.
Evidence can include emails, messages, written evaluations, contracts, witness statements, payroll records, medical reports and notes of meetings. A pattern of similar incidents, timing around protected events like pregnancy or a complaint, and comparisons with how colleagues are treated can all be relevant. A lawyer can help evaluate and preserve evidence.
Yes. Filing a formal internal grievance creates a record and gives the employer a chance to address the issue. Keep copies of the complaint and any responses. However, in some urgent cases where immediate protection is needed, you should also seek legal advice before or at the same time.
No. Retaliation for making a discrimination complaint or participating in an investigation is prohibited. Retaliatory dismissal or other adverse measures can form the basis of a separate legal claim. If retaliation occurs, contact a lawyer promptly.
Possible remedies include financial compensation for lost wages and emotional harm, reinstatement or annulment of unlawful disciplinary acts, correction of employment records, and administrative fines against the employer. The outcome depends on the specific facts, the forum chosen and available evidence.
Timelines vary. Administrative complaints and inspections can take weeks to months. Court litigation in Labour Courts may take longer, potentially many months or longer depending on caseload and appeals. Settlement negotiations can be faster. Early legal advice helps plan realistic expectations.
Yes. Trade unions often offer representation, advice and support in grievance procedures and negotiations. They can also bring collective actions or support individual members in disputes. If you are a union member, inform your union early.
Public-sector employment is governed by specific administrative rules, including different disciplinary and appeal procedures. You may need to follow internal administrative remedies before going to court. A lawyer experienced in public employment law can advise on the correct steps.
Mediation or negotiated settlement can provide faster, confidential and cost-effective resolution, especially where you want a practical outcome rather than a public court ruling. A lawyer can advise whether settlement is appropriate and negotiate terms to protect your interests.
Non-Greek nationals and migrants have the same anti-discrimination protections at work. You should gather documentation of incidents and seek legal help that understands immigration-related issues as well as employment law. Be mindful of any visa or permit conditions and get advice promptly if your status may be affected.
When seeking help in Agia Paraskevi and the wider Attica region consider these types of resources:
- State Labour Inspectorate - for workplace inspections, enforcement and administrative complaints.
- Greek Ombudsman - an independent authority that handles complaints about discrimination and maladministration by public authorities and can advise on rights.
- Local Labour Courts - for initiating judicial claims and seeking enforceable remedies.
- Municipal social services in Agia Paraskevi - for local support, information and referrals to legal aid or social assistance.
- Trade unions and professional associations - for representation, advice and collective support.
- Legal aid clinics and pro bono services - offered by universities, bar associations and NGOs for people with limited means.
- Non-governmental organisations that support migrants, people with disabilities and victims of discrimination - for specialised practical and legal assistance.
If you suspect you are a victim of job discrimination, follow this practical plan:
- Document everything - keep dates, times, names, emails, messages, performance reviews, payslips, medical notes and witness names.
- Consider an internal complaint - file a written grievance with your employer and retain copies of all correspondence and responses.
- Preserve evidence - save electronic files, make copies of physical documents and ask witnesses if they are willing to give written statements.
- Contact a lawyer early - consult a lawyer experienced in employment and discrimination law to assess your case, explain potential remedies and inform you about procedural deadlines.
- Inform your union - if you are a member, notify your union to obtain support and possible representation.
- Decide on the route - with your lawyer decide whether to pursue administrative remedies first, seek mediation, negotiate a settlement, or start court proceedings in the Labour Court.
- Act promptly - statutory and procedural time limits may apply. Even if you are unsure about the strength of your case, early legal advice preserves options.
Getting tailored legal advice is the best way to protect your rights. A specialised employment lawyer will guide you through local procedures, help preserve evidence and pursue the most appropriate path to remedy the harm you suffered.
