Best Wrongful Termination Lawyers in Vouliagmeni

About Wrongful Termination Law in Vouliagmeni, Greece

Wrongful termination in Greece refers to a dismissal that violates statutory requirements, breaches protected rights, or is carried out in an abusive or discriminatory way. While day-to-day employment matters in Vouliagmeni are heavily influenced by the hospitality, tourism, marina, wellness, and services sectors, the rules on hiring and firing are set at the national level and apply uniformly across Greece. This means a worker in Vouliagmeni has the same protections as a worker anywhere else in Attica.

In Greece, a valid dismissal of an indefinite-term employee must be made in writing, must be recorded by the employer in the ERGANI information system, and, where applicable, must be accompanied by the correct severance pay. A termination that fails these formalities or that violates protected rights can be challenged as invalid. Common examples include dismissals connected to pregnancy or paternity leave, discrimination, retaliation for asserting legal rights, or a failure to pay the correct severance.

If a termination is found invalid, the primary remedy under Greek law is reinstatement with back pay and restoration of social security contributions. Settlements are also common, especially in fast-moving sectors around Vouliagmeni where both sides may prefer a practical resolution.

Why You May Need a Lawyer

A lawyer can help you assess whether your dismissal was invalid under Greek law, quantify any severance and wage claims, and move quickly to preserve strict deadlines. Legal support is especially useful when your employer asks you to sign documents at short notice, when you suspect discrimination or retaliation, or when your contract type is unclear due to seasonal or part-time arrangements.

Lawyers routinely negotiate improved exit packages, file complaints with the Hellenic Labour Inspectorate, seek interim court measures in urgent cases, and represent employees before the Athens Labour Courts. They also advise on related issues like unemployment benefits, references, non-compete clauses, stock or bonus plans, and tax treatment of settlement amounts.

Local Laws Overview

National framework and local practice apply in Vouliagmeni. Key points include the following.

Form of dismissal: For an indefinite-term contract, termination must be in writing and must be reported by the employer to the ERGANI system. If the employer fails to observe the formalities, the dismissal can be invalid.

Severance and notice: Employees with less than 12 months of service generally are not owed statutory severance. After 12 months, severance becomes due, with the amount increasing based on years of service. If the employer gives contractual statutory notice, severance is reduced, typically to half the amount. If the employer terminates immediately without working notice, full severance is generally payable. Exact notice periods and severance brackets depend on time in service and applicable statutes.

Reasons for dismissal: Greek law does not require employers to give a detailed business reason for ordinary dismissals, but the dismissal must not be abusive under the Civil Code and must not infringe protected rights. Dismissals that are discriminatory or retaliatory are invalid.

Protected situations: Dismissal is invalid if it is connected to protected characteristics or activities, such as pregnancy and maternity, recent paternity leave, family leave, trade union membership or lawful strike action, whistleblowing or reporting harassment or violence, and other forms of prohibited discrimination such as sex, age, disability, race, religion, or sexual orientation. Maternity protection is strong in Greece, including protection during pregnancy and for a period after childbirth unless there is a serious cause unrelated to pregnancy or motherhood.

Fixed-term and seasonal contracts: Many Vouliagmeni roles are seasonal. Fixed-term contracts generally end upon their expiry. Early termination by the employer without a serious cause can trigger compensation up to the wages for the remaining term. If a fixed-term contract is repeatedly renewed in a way that disguises a permanent role, a court may treat it as an indefinite-term contract.

Collective redundancies: Larger-scale layoffs must follow consultation and notification procedures. If these procedures are not followed, affected dismissals can be invalid.

Deadlines: Challenges to the validity of dismissal must be filed promptly. As a rule of thumb, actions challenging an invalid dismissal must be brought within three months of termination. Claims specifically for unpaid severance are typically subject to a six-month deadline. Other wage claims may have longer limitation periods. Because deadlines are short and technical, early legal advice is crucial.

Remedies: If a dismissal is invalid, courts can order reinstatement with back pay and restoration of social insurance. In practice, many disputes settle with an agreed severance or compensation. Administrative complaints to the Hellenic Labour Inspectorate can lead to inspections and fines, which often support negotiations.

Procedures and forums: Employee claims in Vouliagmeni are heard by the Athens labour courts. Before or alongside court action, employees can lodge a complaint with the Hellenic Labour Inspectorate for a conciliatory meeting or inspection.

Frequently Asked Questions

What is wrongful termination in Greece

Wrongful termination generally means a dismissal that violates formal requirements or protected rights, is discriminatory or retaliatory, or is abusive under the Civil Code. Examples include failing to provide written notice, not registering the termination in ERGANI, not paying the correct severance where due, dismissing a pregnant employee without serious cause, or firing someone for reporting harassment or asserting legal rights.

Do employers need a reason to fire me

Employers are not required to present a detailed business reason for a standard dismissal, but any termination must comply with formalities and cannot be abusive or discriminatory. Where you are in a protected situation, such as pregnancy or recent paternity leave, a dismissal will be invalid unless strict conditions are met.

How is severance calculated

Statutory severance applies to indefinite-term employees with at least 12 months of service and increases with years of service according to statutory brackets. If proper notice is given and worked, severance is typically reduced. If termination is immediate, full severance is generally due. Collective agreements or contracts may improve upon statutory amounts.

What if I worked less than 12 months

If you have less than 12 months of continuous service on an indefinite-term contract, statutory severance is generally not owed, although the dismissal must still be in writing and registered in ERGANI. Other rights such as accrued salary, overtime, benefits, and unused leave remain payable.

Can I be fired while pregnant or on maternity or paternity leave

Dismissal during pregnancy and for a period after childbirth is prohibited unless there is a serious cause unrelated to pregnancy or maternity, which the employer must substantiate. Paternity leave is protected, and dismissal connected to taking or requesting such leave can be invalid. Similar protections apply to other family and care related leaves.

What timelines apply if I want to challenge my dismissal

You should act quickly. Court actions challenging the validity of a dismissal typically must be filed within three months, while claims for unpaid severance usually must be brought within six months. Missing these deadlines can seriously limit your options.

What evidence should I collect

Keep your employment contract and any amendments, payslips, timesheets, emails or messages about performance or the termination, the written dismissal or mutual termination document, ERGANI filings if available, social security records from EFKA, and any witness details. Write down a clear timeline of events while details are fresh.

Should I sign a resignation or mutual termination agreement

Do not sign anything under pressure. A resignation or mutual termination may limit or eliminate severance and unemployment benefits. Ask for time to review and consult a lawyer. If you choose to sign, ensure the document clearly sets out payments, dates, reference terms, and the removal of restrictive clauses if appropriate.

I worked on a seasonal or fixed-term contract. What are my rights

If your fixed-term contract ends on its agreed date, severance is not usually payable. If the employer ends it early without serious cause, you may claim compensation for the remaining term. Repeated renewals that disguise a permanent need can allow a court to treat the contract as indefinite term, unlocking severance and invalid dismissal protections.

Will I qualify for unemployment benefits after being fired

If you are dismissed, you can generally apply to the Public Employment Service for unemployment benefits, provided you meet contribution and other eligibility criteria. Apply promptly after termination to avoid losing days of entitlement. If you resigned voluntarily, benefits are more limited, so get advice before signing any resignation or mutual termination.

Additional Resources

Hellenic Labour Inspectorate - Independent authority handling labour law complaints, inspections, and conciliations. You can file a complaint and request a meeting with an employer.

Ministry of Labour and Social Affairs - Oversees the ERGANI employment information system and issues employment law guidance.

EFKA - Unified social security fund where you can verify insurance contributions and request records that support back pay claims.

Public Employment Service DYPA - Handles unemployment registration, jobseeker services, and unemployment benefits after dismissal.

Athens Bar Association - Can help you locate labour law attorneys who practice before the Athens courts serving Vouliagmeni.

Hellenic Ombudsman - Receives discrimination complaints in the workplace and can investigate certain equality issues.

KEP Citizens Service Centers - Provide procedural information and certify documents for use in employment disputes.

Municipality of Vari-Voula-Vouliagmeni Social Services - Can guide residents to local support and public services during a period of unemployment.

Next Steps

Write down what happened, including dates, names, and any conversations or messages related to your dismissal. Save all documents your employer gave you and do not sign anything you do not fully understand.

Request the termination in writing if it was verbal, and ask for copies of any ERGANI filings related to your dismissal. Keep your last payslip and any benefits statements.

Consult a labour lawyer quickly to assess the validity of the dismissal, calculate severance and other entitlements, and plan within the three-month and six-month deadlines. If needed, your lawyer can send an extrajudicial notice to preserve claims.

Consider filing a complaint with the Hellenic Labour Inspectorate for an inspection or a conciliatory meeting. This is often a cost-effective step that can lead to a settlement.

Register with the Public Employment Service DYPA promptly if you were dismissed, so you can access unemployment benefits and jobseeker services without delay.

If negotiation fails or deadlines are approaching, your lawyer can file a claim with the Athens labour courts and, where appropriate, request interim measures to protect your position.

Throughout the process, avoid social media posts about the dispute, keep communications professional, and focus on documented facts. Early, informed action is the best way to protect your rights in a wrongful termination case in Vouliagmeni.