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Wage and hour law in Karditsa is governed by Greek national labour law, EU directives that Greece has implemented, collective bargaining agreements relevant to specific sectors, and decisions of the Greek courts. Practical enforcement and everyday interactions occur locally - for example through the regional Labour Inspectorate, social security offices, and local employers and unions. Key issues covered by wage and hour rules include minimum pay, the lawful calculation and payment of wages, working time limits, overtime, night and weekend work, breaks and rest periods, paid leave, payroll deductions, and employer social security contributions.
While the legal framework is national, local workplaces in Karditsa - whether in agriculture, manufacturing, retail, hospitality, public administration or services - often rely on sectoral agreements or custom. If you work or run a business in Karditsa it helps to understand both the national rules and any collective agreement that applies to your workplace.
Labour and wage disputes can be technical and time-sensitive. You may need a lawyer if you face any of the following common situations:
- Employer refuses to pay wages or pays late
- You suspect incorrect overtime calculation or unpaid overtime
- Illegal or excessive pay deductions from your salary
- Dispute about working hours, breaks, night work or shift scheduling
- Employer failed to register you with social security or to pay contributions
- Unlawful termination, constructive dismissal, or unclear severance entitlement
- Collective bargaining or union-related disputes
- Need to file a formal complaint with the Labour Inspectorate or to start proceedings before a Labour Court
- You need help gathering and presenting evidence, calculating arrears, or negotiating a settlement
Lawyers specialising in employment law can advise on your rights, calculate what you may be owed, help you exhaust administrative remedies such as inspections and complaints, and represent you in court if needed. They can also advise employers on compliance obligations to reduce the risk of future disputes.
This overview highlights the legal topics most relevant to wage and hour matters in Karditsa. It is a summary - for case-specific advice consult a specialist lawyer or the competent authorities.
- National framework and EU law - Greek employment law implements EU rules such as the Working Time Directive. These set minimum standards for rest breaks, maximum weekly working time and paid annual leave, supplemented by national statutes and case law.
- Working time - Normal full-time working hours are defined by law and by collective agreements. Overtime is regulated and must be compensated either by additional pay or compensatory rest in accordance with law or applicable collective agreements.
- Minimum wage and collective agreements - The national minimum wage is set by the state and updated from time to time. Sectoral and company-level collective bargaining agreements commonly establish higher wage floors and more beneficial terms than the statutory minimum.
- Pay and pay slips - Employers must pay agreed wages on time and provide payslips that show gross pay, net pay, social security and tax deductions, and any other specific deductions.
- Social security and employer contributions - Employers are required to register employees with the national social security body and to pay contributions. Failure to do so can lead to administrative fines and claims for arrears.
- Paid leave and public holidays - Workers are entitled to annual paid leave, sick leave, maternity and paternity leave and other statutory leaves. The length and pay rules may depend on seniority and contract type.
- Termination and severance - Dismissal must meet legal forms and reasons where required. Remedies for unlawful dismissal can include reinstatement or compensation depending on the circumstances and the court decision.
- Enforcement - The Labour Inspectorate enforces employment law, inspects workplaces, and can impose administrative fines. Individual workers may bring claims to the Labour Court for unpaid wages, unlawful dismissals and other breaches.
Check your employment contract and any applicable collective agreement to compare the agreed wage, working hours and overtime rates. Review payslips to confirm gross pay, net pay and all deductions. Keep records of hours worked, shift schedules, emails and bank statements. If something looks wrong, ask your employer for clarification and consider seeking advice from a lawyer or the Labour Inspectorate.
Raise the issue with your employer in writing and request payment. Keep copies of your written requests. If the employer does not resolve the matter, you may file a complaint with the regional Labour Inspectorate to request an inspection and administrative intervention, and you may bring a civil claim before the Labour Court to recover unpaid wages.
Employers may only make deductions permitted by law, by court order, or by a written agreement that is not contrary to mandatory labour protections. Illegal deductions include those that reduce pay below the legal minimum or those made without justification. If deductions appear improper, document them and seek legal advice to challenge them.
Overtime rules depend on national law and any applicable collective agreement. Overtime should be recorded accurately and compensated in accordance with the applicable rate or by time off in lieu if agreed. Keep detailed records of hours worked and any authorisations for overtime to support a claim if needed.
Whether a dismissal is lawful depends on the reason, whether required procedures were followed, and the type of contract you had. Remedies for unlawful dismissal may include reinstatement or compensation. If you believe your dismissal was unfair or unlawful, consult a lawyer promptly about administrative steps and court time limits.
Deadlines vary by the type of claim and by procedural rules. Some claims must be brought within months, others within a few years. Time limits can be strict, so act quickly - contact a lawyer or the Labour Inspectorate as soon as possible to determine the exact deadline for your case.
Authorities may accept anonymous reports, but anonymous complaints can make investigations and proof-gathering more difficult. In many cases it is more effective to file a formal complaint and provide your details - you can request confidentiality and protection from retaliation, and inspectors can guide you through the process.
Yes - fixed-term and part-time workers are protected by labour law and by many of the same statutory rights as full-time permanent employees. Pay and benefits may be pro-rated for part-time work. Be aware that different rules may apply to certain short-term or casual arrangements, so check your contract and seek advice if in doubt.
Useful evidence includes the employment contract, payslips, time sheets or work schedules, emails or messages about hours and pay, bank payment records, witness statements from colleagues, and any official correspondence with the employer. Keep organised copies of all documentation and notes of conversations.
Lawyer fees vary based on experience, case complexity and the lawyer's billing method - hourly rates, fixed fees for specific services, or success fees in some cases. Some lawyers offer a free initial consultation. Legal aid or pro bono services may be available for people with limited means - ask the local Bar Association about legal aid schemes.
Below are organisations and authorities that can help you find information, make complaints, or obtain representation. Contact the local offices or the relevant departments for up-to-date procedures and guidance.
- Ministry of Labour and Social Affairs - for national policy and official guidance on employment rules
- Labour Inspectorate - the body that inspects workplaces and enforces labour law; regional inspectorates handle local complaints and inspections
- EFKA - the Single Social Security Entity - for social security registration and contribution issues
- OAED - the Manpower Organisation - for employment support and information on rights
- Local Labour Centre or trade unions in Karditsa - for sectoral guidance and support
- Bar Association of Karditsa - for finding a qualified employment lawyer and information about legal aid
- Citizens Service Centres and municipal social services in Karditsa - for practical assistance and directions to the right agency
If you believe your wage or hour rights have been violated, follow these steps to protect your position and pursue a remedy:
- Collect and preserve documents - employment contract, payslips, time records, bank statements, messages and any employer communications. Photographs and written notes of conversations are also helpful.
- Make a written request to your employer asking for clarification and payment where appropriate. Keep a copy of your request and any response.
- Contact the regional Labour Inspectorate to report the issue or to request an inspection. They can investigate and may impose administrative measures on the employer.
- Consult a specialised employment lawyer - they can evaluate your case, advise on deadlines, help calculate what you may be owed, and represent you in negotiations or court.
- Explore informal resolution - mediation or negotiation may resolve many disputes faster and at lower cost than court proceedings. Your lawyer or union may assist with settlement talks.
- If necessary, prepare to file a claim before the Labour Court. Your lawyer will advise on procedure, likely outcomes and evidence required.
Act promptly to preserve evidence and to meet any legal time limits. Even if you are unsure about the strength of your case, an early consultation with a lawyer or the Labour Inspectorate will help you understand your options and the most efficient path forward in Karditsa.
