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Wrongful termination refers to a dismissal that violates Greek employment law, the terms of an employment contract, or fundamental public policy protections. In Karditsa the legal framework that governs dismissals is the same as in the rest of Greece - national labour law, social security rules and court practice apply. Wrongful termination can take many forms, including dismissals without valid reason, dismissals that breach procedural requirements, dismissals motivated by discrimination or retaliation, and constructive dismissals where working conditions force an employee to leave.
Remedies for wrongful termination typically include compensation and, in some cases, reinstatement. Individual disputes are normally resolved through formal procedures - inspections and mediation by the Labour Inspectorate and, if necessary, claims before the competent labour court. Local practice in Karditsa follows national rules, so the steps and protections available to a dismissed worker in Karditsa are the same as elsewhere in Greece.
Employment cases can be legally and factually complex. A lawyer can help you in several ways - assessing whether your dismissal is unlawful, advising you about your rights and likely remedies, collecting and preserving evidence, negotiating with your former employer, and representing you in front of the Labour Inspectorate or labour courts.
Common scenarios where legal help is critical include:
- You were dismissed without a clear explanation or without written notice.
- The dismissal occurred during a protected period - for example during pregnancy, parental leave, sick leave, military service or while you held trade union responsibilities.
- You suspect the dismissal was discriminatory - based on gender, age, religion, nationality, disability, political beliefs, union activity or other protected grounds.
- You were classified as an independent contractor but performed employee duties and did not receive employment protections or severance.
- Your employer failed to pay notice pay, severance or outstanding wages - or miscalculated these amounts.
- You face a collective redundancy or restructuring and you need to know whether the employer followed statutory consultation and notification rules.
Key legal concepts that apply in Karditsa include the following:
- Types of employment - indefinite-term contracts generally offer the strongest protections. Fixed-term contracts are lawful if the objective reasons and duration are legitimate. Misuse of fixed-term or freelance contracts can give rise to claims for conversion to an indefinite contract and for compensation.
- Procedural requirements - employers are expected to comply with statutory procedures when terminating employment. This often includes proper notice periods and any contractual or legal formalities. Failure to observe required procedures can strengthen an employee s wrongful termination claim.
- Notice and severance - employees dismissed lawfully are normally entitled to notice or pay in lieu of notice and, where applicable, severance pay based on length of service. The exact amounts and formulas vary depending on the contract and the legal classification of the employment.
- Protected categories and periods - the law provides special protection against dismissal for certain groups and during certain periods, for example pregnancy and maternity leave, health-related leave and union activity. Dismissals in these contexts are scrutinised closely and may be automatically void or give rise to significant remedies.
- Collective dismissals - when employers propose collective redundancies there are additional obligations such as consultation with trade unions and notification to the authorities. Failure to comply can render dismissals void or lead to compensatory obligations.
- Administrative remedies - the Hellenic Labour Inspectorate (SEPE) can carry out inspections, attempt mediation and issue findings. Many disputes are first brought to the inspectorate before court proceedings begin.
- Judicial remedies - unresolved disputes are litigated before the labour courts. Remedies can include reinstatement, payment of lost wages, severance, social security arrears and interest. Courts also consider proportionality and the legitimacy of reasons given by the employer.
Because laws and interpretations change, and because local court practice can affect outcomes, early legal advice is important. A local lawyer can explain how national rules have been applied in the Thessaly region and in Karditsa specifically.
Wrongful termination is any dismissal that breaches the employment contract, national labour law or public policy protections. Examples include dismissal without valid reason, dismissal during a protected period such as maternity leave, dismissal that is discriminatory, dismissal without required notice or severance, and constructive dismissal caused by intolerable changes to working conditions.
Verbal dismissals may be technically effective in practice, but they create serious evidentiary problems for the employer and increase the chance the dismissal will be found unlawful. You should request a written notice of termination immediately and preserve any written or electronic communications that relate to the dismissal.
Document everything - keep copies of your employment contract, payslips, emails, text messages and the termination notice if you received one. Write down the date, time and circumstances of the dismissal and the names of witnesses. Register for unemployment benefits if eligible and contact the local Labour Inspectorate and a lawyer to understand deadlines and next steps.
There are statutory time limits for employment claims in Greece and they can be relatively short. Time limits depend on the nature of the claim and the route chosen - administrative complaint, conciliation or court claim. Because of these deadlines you should seek legal advice as soon as possible to avoid losing your right to pursue a claim.
Reinstatement is a possible remedy when a court determines a dismissal was void or unlawful, but it is not guaranteed. Courts balance practical considerations and the working relationship. Often compensation for lost wages and benefits is awarded instead of reinstatement, especially where the employment relationship has broken down.
Compensation can include unpaid wages, notice pay, severance, social security contributions owed by the employer, interest and sometimes moral damages. The size of any award depends on the length of service, your earnings, the employer s conduct and the court s assessment of losses.
Yes. Employees who are pregnant or on maternity leave have special protections against dismissal. Dismissals tied to pregnancy, childbirth or parental leave are examined closely and often treated as unlawful unless the employer can prove exceptionally strong reasons unrelated to the protected condition.
If you were misclassified, you may have claims for recognition as an employee, unpaid wages, social security contributions and other employment protections. Determining employment status depends on factors such as the degree of control the employer exercised, working hours, integration into company structure and financial dependence.
Termination affects social security and health coverage. Typically your contributions stop when your employment ends, but you may be eligible for unemployment benefits or have rights to continued coverage for a transitional period. A lawyer or social security advisor can explain practical steps to preserve entitlements and access benefits through OAED or other institutions.
Case length varies widely. Some disputes are resolved quickly through inspection and conciliation with the Labour Inspectorate. Others require court proceedings that can take many months or longer, depending on complexity, available evidence and court schedules. Early legal advice can speed up resolution and improve chances of settlement.
Relevant institutions and organisations you can contact for help and information include:
- The Hellenic Ministry of Labour and Social Affairs - for information on national labour rules and employment rights.
- The Hellenic Labour Inspectorate (SEPE) - for inspections, mediation and workplace complaints.
- OAED - the Manpower Employment Organisation - for information on unemployment benefits and re-employment services.
- The Greek Ombudsman - for complaints about maladministration in public services that relate to employment rights.
- The local Bar Association in Karditsa - to find a qualified employment lawyer in the area.
- Local trade unions and sectoral unions - for representation and support in collective or individual disputes.
- Legal aid clinics and university law clinics - for low-cost or pro bono assistance if you cannot afford private counsel.
1 - Preserve evidence: collect your contract, payslips, any written communications, witness names and anything that documents the dismissal and your work history.
2 - Request written confirmation: ask your employer in writing for the reason for dismissal and a written termination notice if you did not receive one.
3 - Register for unemployment benefits if you are eligible and note any immediate administrative steps required by OAED.
4 - Contact the Labour Inspectorate to report the dismissal and explore inspection or conciliation options in your area.
5 - Consult a specialised employment lawyer in Karditsa or the wider Thessaly region as soon as possible - ask about time limits, likely remedies, fees and the lawyer s experience with wrongful termination cases.
6 - Consider negotiation or mediation if advised - many cases settle by agreement, which can be faster and less costly than court.
7 - If litigation is necessary, follow your lawyer s guidance on filing claims with the competent labour court and on maintaining records and evidence throughout the process.
If you are unsure where to start, contacting the local Bar Association to obtain a referral to an experienced employment lawyer is a practical first step. Acting promptly will protect your rights and increase the likelihood of a favourable outcome.
