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Wrongful termination refers to a dismissal that violates employment law, the employment contract, collective bargaining agreements, or basic principles of fairness. In Agia Paraskevi - as elsewhere in Greece - employment relationships are governed by national labour law, collective agreements and the terms of individual contracts. Employers must respect both substantive rules - valid reasons for dismissal - and procedural rules - notice, written reasons and any required consultations. Remedies for unlawful dismissals can include compensation, reinstatement in limited cases, or other court-ordered measures. Public sector dismissals and private sector dismissals may follow different procedures and safeguards.
Employment disputes often raise complex legal and factual questions. You may need a lawyer if your dismissal involves any of the following situations - no written reason given for termination, alleged disciplinary cause without supporting evidence, dismissal during protected periods such as pregnancy or military service, suspected discrimination based on age, gender, religion, disability or union activity, collective redundancies without proper consultation, disputed severance or unpaid wages, employer refusal to provide payslips or social security records, threats or pressure to sign a settlement, or urgent need to preserve rights because of short legal deadlines. A lawyer can assess your case, advise on likely remedies, gather evidence, represent you in negotiations or court, and explain procedural steps tailored to courts and administrative bodies serving Agia Paraskevi.
Key aspects of Greek employment law that are particularly relevant in Agia Paraskevi include the following.
Contractual basis - Written and oral contracts define many rights, but statutory protections apply even without a written contract. Always check your contract and any collective agreement that applies to your sector.
Valid grounds for dismissal - Employers must have a legally acceptable reason - for example serious misconduct, objective operational needs, or repeated poor performance - and the reason must be proven if challenged.
Procedural safeguards - Employers are generally expected to follow fair procedures, which often include providing written notice, a clear statement of reasons for dismissal, and in some cases a disciplinary hearing or consultation period. Failure to follow required procedure can strengthen a wrongful termination claim.
Protected periods and prohibited dismissals - Law protects employees in specific situations - pregnancy, maternity or parental leave, filing a workplace complaint, union membership or activity, illness tied to work incidents and similar statutory protections. Dismissals that violate these protections may be null or void or give rise to enhanced remedies.
Remedies - Remedies can include compensation for lost wages, statutory severance, reinstatement in narrow circumstances, payment of unpaid wages and social security contributions, and court costs. The exact remedy depends on the nature of the breach and the relief the employee requests.
Collective redundancies - Employers planning collective redundancies must follow consultation and notification procedures under national law. Failure to follow these steps can make the dismissals unlawful.
Deadlines - Time limits to bring claims are strict. Administrative complaints, conciliation procedures and court actions often must be started within short windows after the dismissal. Acting promptly is crucial.
Local institutions - Cases are handled through Greece's labour enforcement authorities and employment courts in the Athens area. Local trade unions, the National Labour Inspectorate and the Ministry of Labour play active roles in enforcement and mediation.
Wrongful termination generally means a dismissal without a legally valid ground, a dismissal that fails to follow required procedures, or a dismissal that violates specific statutory protections - for example dismissing someone for pregnancy, union activity or for exercising legal rights. The exact assessment depends on the facts, the employment contract and applicable collective agreements.
Check whether your employer gave a written reason for dismissal, whether that reason is recognised by law or contract, whether procedural steps were followed, and whether you were in a protected period. Gather payslips, contracts, emails and witness information and consult a lawyer for a case-specific evaluation.
Deadlines in employment disputes can be short. Many claims must be filed within weeks or a few months of dismissal. Because the precise time limit can vary by the type of claim and procedure, contact a lawyer or the relevant labour authority quickly to avoid losing rights.
Possible remedies include compensation for lost wages, statutory severance and social security contributions, orders to reinstate the employee in limited cases, and payment of legal costs. The outcome depends on the nature of the unlawful act and what you ask the court or authority to award.
Reinstatement is possible but not automatic. Courts weigh the working relationship, practicality and the severity of the employer's breach. In many cases compensation is the more common remedy, but reinstatement may be ordered in certain cases involving protected dismissals or clear procedural violations.
You are not always legally required to have a lawyer, but given strict deadlines, evidentiary requirements and procedural complexity, legal representation is strongly recommended. A lawyer experienced in employment law can prepare your case, advise on strategy and represent you before authorities or in court.
Useful evidence includes the employment contract, payslips, termination letter, internal emails or messages, witness statements, performance reviews, disciplinary records, medical certificates if relevant, and any written request you made to the employer. Keep originals and make copies.
Dismissing an employee during pregnancy, maternity leave or certain medical leaves is treated very strictly under Greek law. Such dismissals are often subject to special protection and may be declared null or give rise to enhanced remedies. Consult a lawyer immediately if this applies to you.
Collective redundancies trigger specific consultation and notification duties for employers. Employers must consult with employee representatives and notify authorities. Failure to follow these procedures can make dismissals unlawful. Trade unions often assist in these situations.
Costs vary depending on lawyer fees, the need for expert evidence and whether the case settles or goes to trial. Some lawyers offer fixed-fee initial consultations, hourly billing, or contingency fee arrangements. Discuss fees and possible court costs with any lawyer before you proceed and ask about the likelihood of recovering costs if you win.
Ministry of Labour and Social Affairs - national body responsible for labour policy and oversight.
National Labour Inspectorate - SEPE - enforces labour law and can investigate workplace violations.
Greek Ombudsman - may assist in discrimination or public sector employment matters.
Athens Bar Association - for lawyer referrals in the Athens area, which serves Agia Paraskevi.
Local trade unions and sectoral labour organizations - often provide support and representation in collective matters.
Citizens Service Centres - KEP - can help with official documents and administrative procedures.
Social insurance authorities - for questions about contributions, benefits and social security records.
1. Preserve evidence - keep copies of contracts, payslips, emails, termination notices and any relevant messages or witness contacts.
2. Request written reasons - ask your employer to provide the reason for dismissal in writing if you have not received one.
3. Note dates - record the date of dismissal, the date you received any written notice, and any deadlines mentioned.
4. Contact a lawyer - seek an employment law specialist experienced with local procedures in Athens and Agia Paraskevi. Ask about fees, likely outcomes and timelines.
5. Consider informal options - sometimes negotiation or mediation produces a quicker, lower-cost resolution. Your lawyer can attempt settlement talks or non-binding conciliation before or during formal proceedings.
6. File promptly - if you are advised to bring a formal complaint or lawsuit, do so quickly to preserve rights - courts and labour authorities often apply strict time limits.
7. Use available institutions - if relevant, you may file a complaint with the Labour Inspectorate or seek assistance from a trade union or the Ombudsman for public sector issues.
Please note - this guide is informational and does not replace personalised legal advice. For an assessment of your specific situation, consult a qualified employment lawyer who can advise on applicable law, likely remedies and the best local strategy for Agia Paraskevi.
