Greece has a robust legal framework designed to protect the rights and ensure fair treatment of employees across various sectors. These protections are rooted in national legislation, aligned with European Union directives, and cover a wide range of employment aspects, from the moment an employment contract is signed through its termination. Understanding these rights is crucial for both employers operating in Greece and the employees they hire, ensuring compliance and fostering a positive working environment.
The legal protections in place aim to establish clear standards for working conditions, prevent unfair dismissal, combat discrimination, and provide mechanisms for resolving workplace disputes. Adherence to these regulations is mandatory and subject to oversight by relevant authorities.
Termination Rights and Procedures
Termination of an employment contract in Greece is subject to specific legal requirements, particularly for indefinite-term contracts. Both employers and employees have rights and obligations regarding notice periods and severance pay. Dismissal without just cause can lead to significant liabilities for the employer.
For employees under indefinite-term contracts, the required notice period and severance pay depend on the length of service with the employer.
| Length of Service | Notice Period (Employer to Employee) | Severance Pay (Employer to Employee) |
|---|---|---|
| Up to 1 year | 1 month | 1 month's salary |
| 1 year to 4 years | 2 months | 2 months' salary |
| 4 years to 6 years | 3 months | 3 months' salary |
| 6 years to 8 years | 4 months | 4 months' salary |
| 8 years to 10 years | 5 months | 5 months' salary |
| 10 years to 15 years | 6 months | 6 months' salary |
| 15 years to 20 years | 7 months | 7 months' salary |
| More than 20 years | 8 months | 8 months' salary |
Note: Severance pay calculations can be complex and may be influenced by factors like the employee's salary and specific circumstances of termination.
Employers must provide written notice of termination. In cases of dismissal without notice (summary dismissal), the employer is generally required to pay double the statutory severance pay, unless there is a valid reason constituting serious misconduct by the employee. Employees also have the right to terminate their contract, typically requiring a shorter notice period depending on the contract terms or collective agreements.
Anti-Discrimination Laws and Enforcement
Greek law strictly prohibits discrimination in employment based on several protected characteristics. This applies to all stages of employment, including recruitment, terms and conditions, promotion, training, and termination.
Key protected classes include:
- Race or ethnic origin
- Religion or belief
- Disability
- Age
- Sexual orientation
- Gender identity
- Sex (including pregnancy and maternity)
- Family status
- Political beliefs
- Trade union membership
Employees who believe they have been subjected to discrimination can seek recourse through various channels, including internal company procedures, labor inspectorates, and the courts. The Greek Ombudsman and the Hellenic Authority for Equality are also key bodies responsible for promoting equality and investigating discrimination complaints.
Working Conditions Standards and Regulations
Greek law sets clear standards for working hours, rest periods, holidays, and minimum wage to ensure fair working conditions.
- Working Hours: The standard legal working week is 40 hours, typically spread over five days (8 hours per day) or six days (6 hours and 40 minutes per day). Maximum daily and weekly working hours, including overtime, are regulated.
- Overtime: Overtime work is permitted under specific conditions and is subject to increased pay rates, which vary depending on the amount of overtime and whether it is authorized.
- Rest Periods: Employees are entitled to daily rest periods between working days and weekly rest periods.
- Annual Leave: Employees are entitled to paid annual leave, the duration of which increases with years of service.
- Public Holidays: Employees are entitled to paid leave on official public holidays.
- Minimum Wage: Greece has a statutory minimum wage, which is reviewed periodically. Employers must ensure that employees' wages meet or exceed this minimum, as well as any higher rates stipulated in collective bargaining agreements or individual contracts.
These standards are enforced by the Labor Inspectorate (SEPE), which conducts inspections and can impose penalties for non-compliance.
Workplace Health and Safety Requirements
Employers in Greece have a legal obligation to ensure a safe and healthy working environment for their employees. This includes taking preventative measures, assessing risks, and providing necessary training and equipment.
Key employer obligations include:
- Conducting risk assessments specific to the workplace and job roles.
- Implementing measures to eliminate or minimize identified risks.
- Providing employees with information and training on health and safety procedures relevant to their work.
- Providing necessary personal protective equipment (PPE) free of charge.
- Ensuring workplaces meet minimum safety standards regarding fire safety, ventilation, lighting, and sanitation.
- Establishing procedures for emergencies and first aid.
- Appointing a safety technician and, for larger companies, an occupational physician.
Employees also have duties, such as following safety instructions and reporting hazards. The Labor Inspectorate is responsible for enforcing health and safety regulations and investigating workplace accidents.
Dispute Resolution Mechanisms
When workplace issues or disputes arise, employees in Greece have access to several mechanisms for resolution.
- Internal Procedures: Many companies have internal grievance procedures that employees can utilize to raise concerns with management or HR.
- Labor Inspectorate (SEPE): Employees can file complaints with the Labor Inspectorate regarding violations of labor law, including issues related to wages, working hours, termination, and health and safety. The Inspectorate can mediate disputes, conduct investigations, and enforce compliance.
- Mediation and Arbitration: Collective labor disputes can be referred to mediation or arbitration bodies, such as the Organization for Mediation and Arbitration (OMED).
- Trade Unions: Employees who are members of trade unions can seek assistance and representation from their union in resolving disputes with their employer.
- Legal Action: Employees have the right to file lawsuits in the civil courts to seek redress for violations of their employment rights, such as unfair dismissal, discrimination, or unpaid wages.
These mechanisms provide avenues for employees to seek resolution and ensure their rights are upheld in the workplace.
