OUTLINE
Employment contracts and policies in Greece
Contract terms in Greece
Fixed-term contracts in Greece
Contract extensions in Greece
Working hours in Greece
Remote work in Greece
Tailored employment contracts in 100+ countries
Employment contracts in Greece
An employment contract sets the foundation for a clear and fair working relationship between employer and employee. It defines expectations, outlines responsibilities, and helps prevent misunderstandings that could lead to legal disputes.
Greece has a well-defined legal framework for employment contracts. While written contracts are not always required, employers must provide specific information about the employment relationship within certain timeframes. There are also clear rules for probationary periods, fixed-term contracts, and the use of remote work.
In this section, we’ll walk you through the key elements of employment contracts in Greece. You’ll find guidance on required and optional contract terms, rules for contract extensions, working hour regulations, and information about the employer’s responsibilities concerning remote work. Whether you’re hiring your first employee or growing your team in Greece, this overview will help you stay compliant as you manage your Greek operations.
Employment contracts and policies in Greece
Every country in the world has its own rules and requirements when it comes to employment contracts — and Greece is no exception. Read on to learn what employers need to know about employment contracts and policies in Greece.
Written employment contracts in Greece
Written employment contracts are not mandatory in Greece, except in the case of fixed-term or part-time contracts. However, employers must notify their employees of the essential terms of employment within either one week or one month of their commencement date, depending on the type of engagement. In practice, providing all employees with written employment contracts is best practice and helps avoid confusion or disputes.
Probationary periods in Greece
Probationary periods are common and acceptable in Greece, up to a maximum of six months. The terms must be agreed upon between the employer and the employee. During the probationary period, the employer can terminate the employment contract without notice or severance pay, and the employee can also terminate the employment without notice. On completion of the probationary period, the employment is deemed to have begun on the initial hiring date (i.e. the beginning of the probationary period).
Third-party approval for employment contracts in Greece
Before the start of an employment contract, employers in Greece are obliged to submit the standard statutory hiring document, the E.3 Hiring Notification, along with the Statement of Main Employment Terms signed by the employee, to the government-provided ERGANI platform.
Mandatory employment policies in Greece
All employers in Greece are obligated to implement measures that ensure the health and safety of their employees. This includes conducting risk assessments, providing appropriate training, and maintaining safe working conditions in accordance with national health and safety regulations.
In addition, employers with 20 or more employees must establish an internal policy to prevent and address incidents of violence and harassment in the workplace. This policy should outline procedures for reporting, investigating, and resolving such incidents, ensuring a safe and respectful working environment.
Contract terms in Greece
Employers in Greece are required to provide employees with specific key terms of employment in writing within a set timeframe. Additional terms can also be included to safeguard business interests, provided they comply with Greek labour laws.
Mandatory contract terms in Greece
Employers in Greece must provide employees with certain key terms of employment in writing within one week of the beginning of the employment relationship. These mandatory contract terms are:
- The names and addresses of both parties.
- The place of work.
- The job title, grade, nature, or category of work.
- The start date of employment.
- The end date (for fixed-term contracts).
- The duration and conditions of the probationary period.
- Remuneration, payment frequency, and method.
- Daily and weekly working hours.
- Provisions regarding overtime and additional pay.
- Details of variable work patterns (if applicable).
Within one month of the beginning of employment, the employer must also communicate:
- The identity of the indirect employer (for agency workers).
- The employee’s training entitlement.
- The employee’s annual leave entitlement.
- The procedures for termination of the contract.
- Any applicable collective agreements.
- The identity of the social security institutions receiving contributions.
These requirements are governed by Law 5053/2023, which transposes EU Directive 2019/1152 on transparent and predictable working conditions.
Additional contract terms in Greece
Employers in Greece are also free to agree on additional terms and conditions in their employment contracts, as long as they’re aligned with Greek labour laws. For example, you could incorporate the following clauses:
- Non-compete clause: Limits the employee’s ability to work for a competitor after leaving the company. To be valid, a non-compete clause must protect a legitimate business interest, be limited in time and scope, and offer compensation.
- Confidentiality agreement: Requires the employee to keep sensitive business information private during and after employment.
- Intellectual property (IP) clause: Clarifies ownership of inventions or work products created during employment, typically assigning rights to the employer if created as part of assigned duties.
Fixed-term contracts in Greece
Employers in Greece can hire employees on fixed-term contracts if they only need their services for a set period. However, there are certain limitations which employers should be aware of.
Conditions for fixed-term contracts in Greece
Under Article 677 of the Greek Civil Code, employers must have a legitimate reason for concluding a fixed-term contract in Greece, or the contract may be deemed to be a permanent contract. Such reasons might include:- Completing a specific project or task.
- Temporarily replacing an absent employee.
- Addressing a temporary increase in workload.
- Providing employment linked to education or training.
- Implementing a specific programme or event.
- The reason for the fixed term must be stated within the contract.
Limitations on fixed-term contracts in Greece
Fixed-term contracts in Greece are subject to the following limitations:
- Maximum duration: The total duration of successive fixed-term contracts with the same employee cannot exceed three years.
- Number of renewals: An employer may renew a fixed-term contract up to three times within a three-year period.
If these limits are exceeded without a valid objective reason, the contract may be redefined as indefinite. Additionally, if the interval between successive contracts is less than 45 days, they are considered continuous.
Probationary periods for fixed-term contracts in Greece
Probationary periods are permissible for fixed-term contracts, as long as they do not exceed either the statutory maximum of six months or one-quarter of the total duration of the contract.
Contract extensions in Greece
While fixed-term contracts are designed for temporary needs, extensions or renewals are possible under certain conditions — read on for what you need to know.
Ending a fixed-term contract in Greece
A fixed-term contract automatically concludes upon reaching its specified end date. However, either party may terminate the contract earlier if there is a serious reason, as long as they abide by the termination clause included in the contract. In such cases, the terminating party may be required to provide notice or compensation, depending on the contract terms.
Renewing or extending a fixed-term contract in Greece
If an employer continues to require an employee’s services after the term of a fixed-term contract is reached, they can renew or extend the contract. However, they must ensure that:
- The total duration does not exceed three years.
- The number of renewals does not surpass three within the three-year period.
- Each renewal is justified by a valid objective reason.
If these conditions are not met, the contract is considered to be of indefinite duration.
Working hours in Greece
Standard working hours in Greece are eight hours per day, five days per week. Alternatively, some employees work six days of 6.40 hours per day. There are specific rules for certain categories of employees, such as bank employees, electricians, builders, and underage workers.
Maximum working hours in Greece
In theory, the maximum working hours in Greece are eight hours per day, or 40 hours per week. However, this can be exceeded by up to five hours per week (one hour per day) even without the employee’s consent. This is known as ‘overwork’ (or extra work), which is legally distinct from ‘overtime’. The additional hours should normally be paid at 120% of the employee’s normal salary.
Overtime in Greece
Any hours worked above the 45-hour weekly and nine-hour daily limits are considered overtime. Employees can legally work up to three hours of overtime per day and 150 hours per year, which must be paid at a rate of 140% of normal wages. There is also a special requirement for overtime that does not comply with the legal formalities and approval procedures, which is considered ‘illegal overtime’. This must be compensated at a rate of at least the employee’s normal hourly rate plus 120% (i.e. 220% total).
Employers in Greece can also apply for a special permit that allows employees to work more than the 150-hour annual overtime limit. However, these permits are rarely granted and must be justified by very specific circumstances. If such a permit is granted, the overtime must be paid at 160% of the employee’s normal hourly wage.
Mandatory breaks and rest periods in Greece
In Greece, employees are entitled to specific breaks and rest periods under local labour laws. For workdays exceeding four consecutive hours, a break of at least 15 minutes and up to 30 minutes must be provided. This break is not considered part of the employee’s working time and cannot be scheduled at the beginning or end of the workday.
Additionally, employees are entitled to a minimum daily rest period of 11 consecutive hours within any 24-hour period. They must also receive a minimum uninterrupted weekly rest period of 24 hours, typically including Sunday. In certain sectors, this weekly rest can be scheduled on a different day.
Work on weekends and public holidays in Greece
Employees in Greece are not allowed to work on Sundays or public holidays unless their employer is exempt from this restriction. Employees who work on these days are entitled to compensation at 175% of the legal hourly wage. Other employees may also work on Sundays or holidays if the work is urgent and necessary to prevent damage.
Employees who work five days a week may not work on Saturdays unless they are granted another day off during the same week. This change should be communicated to the labour authorities, and employees should be paid at 130% of normal wages for work on Saturdays.
Exceptions to rules about overtime and working hours in Greece
In Greece, executive employees are not subject to the standard rules about working hours. They are therefore not entitled to overtime or additional pay for work completed on Sundays or holidays.
To qualify as an executive in Greece, employees must meet certain requirements, such as managing other employees, being a member of a company’s board of directors, and/or earning a monthly salary of more than six times the statutory minimum wage.
Remote work in Greece
As in many countries in the world, remote work has become more popular in Greece over recent years. As a result, the country has introduced certain rules and regulations to protect remote workers. Read on to find out what you need to know about remote work in Greece.
Is remote work a right in Greece?
Remote work in Greece is governed by Law 4808/2021, which establishes a comprehensive framework for teleworking arrangements. It is primarily based on mutual agreement between the employer and the employee, formalised in writing either at the time of hiring or through an amendment to the existing employment contract. However, there are specific circumstances where remote work can be unilaterally imposed:
- By the employer: In situations concerning public health emergencies, employers may require employees to work remotely to protect public health.
- By the employee: If an employee faces a documented health risk that can be mitigated through remote work, they have the right to request such an arrangement for the duration of the risk.
Additionally, employees who are parents of children up to 12 years old or caregivers have the right to request remote work or flexible working arrangements. Employers are required to consider and respond to such requests within a month and must have a valid reason for refusing.
Employer responsibilities surrounding remote work in Greece
Employers in Greece have several obligations towards remote workers. First, they must cover expenses related to remote work, including equipment, internet access, and maintenance. A Ministerial Decision specifies the following minimum monthly reimbursements:
- €13 for the use of home space as a workplace.
- €10 for telecommunications.
- €5 for equipment maintenance.
Alternatively, employers can choose to cover these costs directly.
Mandatory remote work agreements in Greece
Within eight days of initiating remote work, employers must provide written details outlining:
- The employee’s right to disconnect.
- A breakdown of additional costs and reimbursement methods.
- Details of the provided equipment and any usage restrictions.
- Availability expectations and communication protocols.
- Health and safety guidelines specific to remote work.
- Confidentiality obligations and data protection measures.
- Other rights for remote workers in Greece
Employees working remotely in Greece also have the following rights guaranteed by Greek labour law:
- Right to disconnect: Employees have the right to disengage from work-related communications outside of their standard working hours. Employers must respect this right and are prohibited from discriminating against employees who exercise it.
- Monitoring limitations: While employers can monitor employee performance, they must do so in a manner that respects privacy. The use of webcams for monitoring purposes is explicitly prohibited under a 2021 law.
- Equal treatment: Remote workers are entitled to the same rights and obligations as their on-site colleagues, including access to training, career development opportunities, and participation in collective activities.
- Health and safety: Employers must also ensure that remote work arrangements comply with health and safety regulations and data protection laws. This includes conducting risk assessments for remote work environments and implementing appropriate technical and organisational measures to protect personal data.
Tailored employment contracts in 100+ countries
Like all countries, Greece has its own rules and regulations when it comes to employment contracts — and non-compliance could land your company in hot water.
Thankfully, our team is experienced in drawing up tailored, compliant contracts in Greece (and more than 100 countries worldwide). That means that, when you work with us, you won’t need to waste time worrying about whether you’ve got it right. Instead, you can focus on what matters: your business.
Compliantly hire employees anywhere with CXC
With our EoR solution, you can engage workers anywhere in the world, without putting your business at risk. No more worrying about local labour laws, tax legislation or payroll customs — we’ve got you covered.
DISCLAIMER: The information contained on this website is provided for general informational purposes only and should not be construed as legal, tax, or other professional advice on any subject matter. While we endeavor to ensure that the content is accurate and up to date, we make no warranties or representations of any kind regarding the completeness, accuracy, reliability, suitability, or availability of the information contained herein. The content on this site is not intended to be a substitute for professional advice. Users should not act or refrain from acting based on any information on this website without seeking the appropriate legal, tax, or other professional advice tailored to their specific circumstances from qualified professionals. We expressly disclaim all liability in respect to actions taken or not taken based on any or all of the contents of this website. Use of the information on this site does not create an attorney-client, tax advisor-client, or any other professional-client relationship between the user and the website or its authors.
Australia/New Zealand Head Office
Asia Head Office
EMEA Head Office
North America Head Office
Latin America Head Office
Level 3, 99 Walker Street
North Sydney, NSW 2060 Australia
