Recent developments in Greece
Local and international employment law is always changing. Thankfully, we keep a close eye on the latest developments, so you don’t have to. Read on to find out what’s been happening in Greece.
Expansion of the Digital Work Card System (2026)
The Digital Work Card (ERGANI II) system continues to apply across an expanded range of sectors, including hospitality, construction, and healthcare. Employers in these sectors must digitally record employees’ clock-in and clock-out times in real time. Non-compliance may result in administrative fines and, in serious or repeated cases, temporary suspension of business activities.
‘Silent Resignation’ and Abandonment Safeguards (2026)
Protections addressing so-called “silent resignations” remain in force. Employers are required to formally document voluntary resignations, acknowledge them in writing, and conduct structured exit procedures. Before terminating employment due to alleged abandonment of duties, employers must demonstrate that reasonable steps were taken to verify the employee’s intent and behavior.
Revised Parental Leave Entitlements (2026)
The enhanced parental leave framework continues to apply in 2026. Each parent has an individual, non-transferable right to four months of unpaid parental leave per child, alongside extended paid parental leave of up to six months, partially subsidized by the public employment authority. Employers are encouraged to support flexible return-to-work arrangements following parental leave.
Anti-Mobbing and Psychological Safety Obligations (2026)
Specific legal provisions addressing workplace bullying (mobbing) remain effective. Employers must maintain internal grievance mechanisms, adopt preventive policies, and provide periodic training on psychological safety at work. Labor authorities retain the power to investigate complaints and impose corrective or punitive measures where violations are identified.
Remote and Cross-Border Work Framework (2026)
Updated rules governing remote and cross-border work arrangements continue to apply. Employment contracts for remote workers must clearly specify the applicable law and jurisdiction. Employers are also required to report long-term remote work performed outside Greece through the ERGANI II system to ensure proper alignment with tax and social security obligations.
