Best Wrongful Termination Lawyers in Thivais

About Wrongful Termination Law in Thivais, Greece

Wrongful termination in Thivais, Greece refers to a dismissal that violates Greek labor law or fundamental employee protections. Greek law regulates how an employer may end an employment relationship, the form and timing of the termination, payment of statutory severance, and specific prohibitions against dismissals based on discriminatory or retaliatory motives. Although employers generally do not need to provide a reason for an individual dismissal, a termination will be unlawful if it breaches procedural rules, targets a protected status or activity, or constitutes an abuse of rights. Workers in Thivais are protected by national legislation that applies across Greece, with disputes typically heard by the civil courts serving the Boeotia region.

Why You May Need a Lawyer

You may need a labor lawyer if you suspect the employer failed to follow mandatory steps such as issuing a written termination or paying severance at the time of dismissal. Legal help is often needed when a dismissal appears to be linked to a protected ground such as pregnancy, recent paternity, union activity, whistleblowing, filing a harassment or health and safety complaint, or other discrimination. A lawyer can assess whether a significant unilateral change to your duties, pay, or workplace created a situation of constructive dismissal. Legal guidance is also useful in fixed-term contract disputes, collective redundancies, non-compete issues, or when negotiating settlement agreements. An attorney can calculate severance, ensure procedural compliance by the employer, represent you in the Labour Inspectorate process, and file a timely claim in court if needed.

Local Laws Overview

Form of termination - For open-ended contracts, dismissal must be in writing. The employer must also submit the termination to the national ERGANI information system in line with statutory deadlines. A verbal termination is invalid.

Severance - Employees with at least 12 months of service under an open-ended contract are generally entitled to statutory severance. The amount depends on length of service and whether the employer gives notice or opts for immediate termination. Severance must be paid at the time of termination. Employees with less than 12 months of service typically do not receive severance.

Notice - Employers may give contractual notice before ending employment. If proper notice is given, the statutory severance is usually reduced compared to immediate termination. Maximum notice periods for long service are capped by law.

Probation - For the first 12 months of an open-ended employment relationship, the law treats the period as a probationary phase. Termination during probation does not trigger severance, but it must still be in writing and cannot be for an unlawful reason such as discrimination or retaliation.

Fixed-term contracts - Early termination before the agreed end date generally requires serious cause. If an employer ends a fixed-term contract without serious cause, the employee may claim damages that reflect the remaining term of the contract.

Prohibited grounds - Dismissal is unlawful if motivated by protected characteristics such as sex, pregnancy, maternity, paternity, age, disability, race or ethnic origin, religion, sexual orientation, or if it retaliates against lawful activities such as union participation, whistleblowing, or raising complaints about harassment or health and safety. Recent fathers benefit from special protection for a defined period after the birth. Burden of proof rules can shift to the employer when a worker shows facts suggesting discrimination or retaliation.

Abuse of rights - Even where a reason is not required, a termination can be invalid if it violates the Civil Code principle that rights must not be exercised in an abusive manner. Courts assess the circumstances to determine whether the dismissal was abusive.

Collective redundancies - Group layoffs are subject to specific procedures, including information and consultation with employee representatives and notifications to authorities. The thresholds depend on employer size. Failure to follow the process can render dismissals invalid.

Unilateral detrimental changes - Greek law does not allow employers to unilaterally impose significant and detrimental changes to essential terms such as pay, role, or place of work without consent. In serious cases, the employee may treat the contract as terminated and claim severance as constructive dismissal.

Deadlines to act - Court actions challenging the validity of a dismissal must be brought within a short statutory window. Claims for severance differences also have a specific limitation period. If you are dismissed in Thivais, seek advice quickly to avoid missing deadlines.

Frequently Asked Questions

What makes a dismissal invalid in Thivais, Greece

A dismissal can be invalid if it is not in writing, if the employer fails to pay statutory severance when due, if it is based on a prohibited ground such as discrimination or retaliation, if it breaches special protections for maternity or paternity, if it violates collective redundancy rules, or if it constitutes an abuse of rights. An invalid dismissal can lead to reinstatement with back pay or compensation.

Do I have to receive a reason for my termination

Greek law does not generally require employers to give a reason for an individual dismissal. However, the termination must comply with legal formalities and cannot be for an unlawful motive. In discrimination or retaliation cases, once you show facts suggesting illegality, the employer may need to prove the dismissal was lawful.

How is statutory severance calculated

Statutory severance depends on length of service and whether the employer gives notice or chooses immediate termination. The law provides a scale that translates service years into severance amounts. Employers must pay severance on the day of dismissal. A labor lawyer can calculate the exact amount based on your service, salary, and whether notice was given.

Am I protected during pregnancy or after giving birth

Yes. Dismissal during pregnancy, maternity leave, and a period after return is prohibited unless there is a serious reason unrelated to maternity and the employer can prove it. Similar protection exists for recent fathers for a defined post-birth period. Terminations in breach of these protections are invalid.

Can I be fired for making a complaint about harassment or safety

No. Retaliation for reporting harassment, discrimination, or health and safety concerns is unlawful. Greek law provides protection and may shift the burden of proof to the employer. If you suspect retaliation, document your complaint and seek legal advice immediately.

What if my employer changed my job or pay without consent

Significant unilateral and detrimental changes to essential terms are not allowed. If the change is serious, you may treat it as constructive dismissal and claim severance. Before taking action, obtain legal advice to assess the risks and the strength of your evidence.

What are my options if I was on a fixed-term contract

If a fixed-term contract is ended early without serious cause, you may claim damages that reflect what you would have earned until the end date. If the fixed-term simply expires, severance is generally not owed unless specific conditions apply. Review your contract language and consult a lawyer.

Do I have to file a complaint before going to court

It is not mandatory to file with the Labour Inspectorate, but it can be helpful for mediation and for creating an official record. Court claims must be filed within strict deadlines. Many employees do both, first seeking help from the Hellenic Labour Inspectorate and then pursuing court action if needed.

How quickly must I act after being dismissed

Deadlines are short. Challenges to the validity of a dismissal must typically be filed within a few months, and claims for severance differences also have a set limitation. Contact a labor lawyer in Thivais as soon as possible after termination to preserve your rights.

Will I qualify for unemployment benefits

Eligibility for unemployment benefits in Greece depends on prior insurance days and the circumstances of your separation. Register promptly with the Public Employment Service and bring your termination documents. A lawyer or the local employment office can explain your eligibility and application steps.

Additional Resources

Hellenic Labour Inspectorate - Independent authority overseeing labor law compliance and handling employee complaints. You can contact the regional directorate that covers Boeotia for mediation and inspections.

Public Employment Service DYPA - Local employment office for unemployment registration and benefits after termination.

EFKA - Unified Social Security Fund for matters relating to insurance contributions, certificates, and benefits.

Single-Member Court of First Instance of Thiva - Civil court that hears wrongful termination and wage claims within its territorial jurisdiction.

Greek Ombudsman - National equality body competent for discrimination in employment and occupation.

OMED - Organization for Mediation and Arbitration that assists primarily with collective labor disputes and can be a source of guidance on collective redundancy issues.

Bar Association of Thiva - Local bar that can provide referrals to labor law attorneys experienced in wrongful termination.

Next Steps

Collect documents immediately. Keep your written termination notice, any emails or messages related to performance or discipline, your employment contract and any amendments, recent pay slips, and records of complaints you made about workplace issues.

Write a timeline. Note key dates such as hiring, promotions, complaints you raised, leave taken, the termination date, and when severance was paid or promised. This helps a lawyer evaluate your case quickly.

Check deadlines. Because the window to challenge a dismissal is short, contact a labor lawyer in Thivais without delay. Ask specifically about deadlines for filing a lawsuit and for claiming severance differences.

Consider contacting the Hellenic Labour Inspectorate. Filing a complaint can prompt mediation or inspection and may encourage an early settlement. It also creates an official record of your allegations.

Assess settlement options. Many wrongful termination disputes resolve through negotiation. A lawyer can calculate statutory severance, assess additional damages, and represent you in settlement talks.

Protect your benefits. Register with the Public Employment Service promptly to preserve eligibility for unemployment benefits. Confirm that your employer reported the termination in ERGANI and that your EFKA insurance record is complete.

This guide is for general information. Labor law changes over time and outcomes depend on specific facts. For advice on your situation in Thivais, consult a qualified labor lawyer as soon as possible after your termination.