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Sexual harassment in Elliniko is governed by Greek national law and enforced by local authorities and courts. Legal protections cover unwanted sexual advances, requests for sexual favors, verbal or physical conduct of a sexual nature, and any behaviour that creates a hostile or intimidating environment in workplaces, educational settings or public places. Complaints can be pursued through criminal channels, civil claims for compensation, and administrative or labour procedures when harassment occurs at work. Victims have access to police services, prosecutors, the State Labour Inspectorate and various victim support services in the Attica region.
Sexual harassment cases often involve sensitive facts, complex legal procedures and interactions with several public authorities. A lawyer can help you evaluate the legal options available and protect your interests at every stage. Typical situations where legal help is advisable include:
- When you want to file a criminal complaint and need guidance on evidence, the criminal process and interactions with the public prosecutor and police.
- When you are subjected to harassment at work and need help with internal complaints, disciplinary procedures, requests for interim protection, or bringing a labour or discrimination claim against your employer.
- When you seek compensation through a civil lawsuit for psychological harm, loss of earnings or other damages caused by harassment.
- When harassment involves electronic communications, images or social media - for example, distribution of intimate images without consent - and you need help preserving digital evidence and pursuing takedown or criminal measures.
- When you face retaliation, dismissal or other adverse treatment after reporting harassment and need representation before labour courts, administrative bodies or tribunals.
- When you require urgent protective measures such as a restraining order, or you are unsure which authorities to contact first.
Legal treatment of sexual harassment in Elliniko follows national Greek legislation in three main areas - criminal law, labour law and civil law. Each area has a different purpose, procedure and possible outcomes.
- Criminal law: Certain forms of sexual harassment may constitute criminal offences if they involve coercion, threats, assault, indecent acts or the sharing of intimate images without consent. Criminal proceedings are initiated by a complaint to the police or prosecutor and can lead to criminal investigation, prosecution and penalties. The severity of criminal sanctions depends on the nature of the conduct and other factors such as repeated behaviour or use of force.
- Labour law and administrative protection: Employers have a duty to provide a safe workplace free from sexual harassment. Internal reporting procedures, disciplinary action, emergency measures and adjustments to working conditions are typical remedies. The State Labour Inspectorate and labour courts can examine employer liability and order remedies including reinstatement, compensation and corrective measures.
- Civil law: Victims may bring civil claims for compensation for material and non-material damage caused by harassment. Civil claims can run alongside criminal proceedings. Civil courts assess liability, causation and appropriate compensation.
- Evidence and procedure: Evidence can include messages, emails, witness statements, CCTV, photos, health records and expert reports. Prompt evidence preservation is important. Time limits for different kinds of claims and offences vary according to the applicable law and the seriousness of the act, so early legal advice is important.
- Protective measures: Courts and prosecutors can issue protective or precautionary measures where appropriate. Employers can take interim measures to separate parties, change duties or provide leave while investigations proceed.
Sexual harassment covers unwelcome conduct of a sexual nature that violates a person’s dignity or creates an intimidating, hostile or offensive environment. This includes verbal comments, sexual gestures, unwanted physical contact, requests for sexual acts, repeated propositions, and non-consensual distribution of sexual images. Whether behaviour is legally actionable depends on context, frequency and impact.
You can report harassment to the local police station, file a complaint with the public prosecutor, use your employer’s internal complaint procedure, or submit a claim to the State Labour Inspectorate if it is work-related. If you are in immediate danger, contact emergency services. It is often helpful to consult a lawyer before or shortly after filing a report.
If you have experienced assault or sexual violence, seeking medical care should be a priority for health and evidence collection. A medical examination can document injuries and collect forensic evidence if applicable. You can then report to the police. If you only experienced non-physical harassment, preserve messages and other evidence and consider contacting a lawyer to decide the best route.
Yes. Employers have an obligation to prevent harassment and respond adequately when it occurs. If the employer knew or should have known about harassment and failed to take appropriate measures, they may be liable under labour and civil law. Internal complaints, requests for interim measures and potential compensation claims are common routes.
Yes. Criminal and civil proceedings can run in parallel. Criminal cases focus on public prosecution and potential penalties for the offender. Civil cases seek compensation for damage suffered. A lawyer can advise on timing and strategy for pursuing both avenues.
Time limits vary widely depending on the type of action and the seriousness of the offence. Criminal and civil statutes of limitation are different and depend on precise legal classifications. Because of these differences, seek legal advice promptly to avoid losing the right to bring a claim.
Useful evidence includes messages, emails, social media posts, call logs, photos, CCTV footage, witness statements, medical reports, psychological assessments and records of internal complaints. Keep originals or secure copies and record dates, times and any witnesses. Do not alter evidence. A lawyer can help preserve and present evidence correctly.
Retaliation is illegal and employers are obliged to protect employees who report harassment. However, retaliation can occur in practice. A lawyer can advise on protective steps, filing complaints with labour authorities and seeking interim measures. Keep records of any adverse treatment after reporting.
Certain situations may justify urgent protective measures, including criminal protective orders or temporary measures ordered by courts. Police and prosecutors can also take immediate steps if there is a risk to safety. Legal counsel can guide you through the emergency remedies available.
Legal aid and pro bono services are available through the local bar association and public legal aid schemes for people who meet eligibility criteria. There are also NGOs and victim support organisations that can provide legal information, referrals and counselling. Contacting the Athens Bar Association or local social services can help you find available resources.
When seeking help, consider these types of organisations and bodies in the Elliniko and Attica area:
- Local police station and the public prosecutor - for criminal reporting and emergency assistance.
- State Labour Inspectorate - for workplace complaints and employer compliance matters.
- Greek Ombudsman - for complaints about public authorities and discrimination issues.
- Athens Bar Association - to find specialised lawyers and legal aid information.
- Municipal social services in Elliniko - for immediate social support and referrals.
- Women’s shelters, counselling centres and victim support NGOs - for emotional support, safety planning and practical assistance.
- Medical facilities and emergency departments - for health care and forensic examination when required.
If you are facing sexual harassment in Elliniko, consider the following practical steps:
- Ensure immediate safety. If you are in danger, call emergency services or the police right away.
- Preserve evidence. Save messages, emails, social media posts, photos and any other records. Do not delete material that could be relevant.
- Seek medical attention if there has been physical contact or assault, and request documentation or forensic examination when appropriate.
- Document details. Write down dates, times, locations, what happened, and potential witnesses as soon as possible while memories are fresh.
- Contact a lawyer with experience in criminal and employment law to discuss options, important deadlines and likely outcomes. If cost is a concern, ask about legal aid and pro bono assistance through the local bar association.
- Consider internal reporting if the incident occurred at work - but get legal advice first if you fear retaliation or if the situation is complex.
- Reach out for emotional and practical support from municipal services or specialised NGOs; these organisations can also help with referrals to lawyers and medical professionals.
- If you decide to report the incident to the police or prosecutor, your lawyer can accompany you and help prepare the complaint and evidence.
Getting help early improves your legal options and preserves evidence. A lawyer can guide you through criminal, civil and labour routes so you can choose the approach that best protects your rights and wellbeing.
