Greek labour law gives employees a solid layer of protection, and most of it applies to you whatever your nationality. The challenge for foreigners is usually seeing how those rules work in practice — what your contract should say, how the job can be ended, and what to do when something goes wrong.
Whether you have just arrived in Athens, Thessaloniki or one of the islands, or you have worked here for years, rights around contracts, working time, leave and dismissal generally apply to everyone working lawfully in Greece. Rules and figures change over time, so treat this as general background rather than advice on your own situation.
Do foreign workers have the same rights?
In general, yes. If you work lawfully in Greece as an employee, the core protections of Greek labour law usually apply to you in the same way as to Greek nationals. Your rights do not depend on your passport, and discrimination based on nationality or ethnic origin is prohibited under equal-treatment law. What matters most is that your employment is on a proper, legal footing:
- Valid residence and work authorisation appropriate to your role, where required.
- Registration of your hiring with the labour authorities and enrolment in the social-security system.
- A written record of your salary, job title, hours and start date.
EU and EEA nationals generally enjoy free movement and do not need a separate work permit, while non-EU nationals usually need a residence permit that allows employment. Your right to remain in Greece can be linked to your job, so before you resign or accept a termination, understand how that might affect your residence status — the employment and immigration questions are often connected.
What your contract should cover
Greek law recognises both open-ended (aoristou chronou) and fixed-term (orismenou chronou) contracts, and the difference affects how and when the job can end. Where successive fixed-term contracts are used to cover what is really a permanent need, the law may treat the relationship as open-ended. Employers are generally required to give you the essential terms of the job in writing, so if the contract is only in Greek and you are not comfortable with the language, ask for a translation before you sign.
- Your job title, duties and place of work.
- Salary, payment dates, and any bonuses or allowances.
- Working hours, overtime arrangements and paid annual leave.
- The contract type, any probation period and notice periods.
- Whether a collective labour agreement applies to your role.
Watch for clauses on probation, post-contract non-competition and penalties for leaving early; some are limited or unenforceable under Greek law, but it is better to understand them before signing. Many sectors are also covered by a collective labour agreement that can give you pay and conditions beyond your individual contract, and full-time employees are typically entitled to extra salary instalments paid at defined points in the year.
Notice and dismissal
Ending an open-ended contract is regulated, and an employer usually cannot simply dismiss you without following the correct process. For most salaried staff a dismissal generally has to be in written form, the employer must pay any statutory severance that is due, and the social-security authorities must be notified. A dismissal that ignores these formalities can be challenged as invalid, so be cautious about anything communicated only verbally.
Severance and notice
Severance compensation generally depends on your category of work and your length of service, with longer service usually meaning a larger entitlement. An employer can often choose between giving you advance notice — during which you keep working and are paid — or dismissing you with immediate effect and paying the corresponding amount. The way the calculation works, and which workers it covers, is set by law and can change, so confirm the current rules rather than relying on an old figure.
Protection against unfair dismissal
A dismissal can be challenged where it is not properly justified, where it is an abuse of the employer's rights, or where it breaches protected grounds — for example a dismissal connected to pregnancy, to lawful trade-union activity, or to discrimination. Certain groups, such as employees on maternity protection, have additional safeguards. The deadlines to contest a dismissal in Greece are typically short and start running quickly, so acting fast matters.
Working time, overtime and leave
Working time is regulated by statute: the standard working week is defined by law, daily and weekly maximum hours are capped, and rest breaks and a minimum daily rest between shifts are required. Work beyond standard hours is treated either as additional hours or as overtime, which generally attracts a pay premium set by law. You can also expect:
- A statutory minimum of paid annual leave, often increasing with length of service, plus holiday allowance.
- Continued protection and pay during certified illness for a defined period, with a medical certificate.
- Maternity protection and parental-leave entitlements.
- A statutory minimum wage that is reviewed and updated from time to time.
Exact figures — minimum leave days, the minimum wage, sick-pay arrangements and the overtime premium — are set by law and reviewed regularly. Rules change, so confirm the current figures and how they apply to your role before acting on them.
What to do if your rights are breached
If you believe your employer has broken the rules — unpaid wages, an unlawful dismissal, unpaid overtime, refused leave or unsafe conditions — there are clear routes to act, but some come with tight deadlines. The key point about dismissal and unpaid sums is timing: the window to bring a claim is generally limited and can start running quickly, and missing it may mean losing the chance to recover what you are owed or to contest the dismissal.
- Gather your paperwork. Keep your contract, payslips, the written termination, emails and any warnings together.
- Raise it internally where sensible, and put your complaint in writing so there is a record.
- Know about the Labour Inspectorate, which oversees compliance with labour rules and can intervene in certain disputes.
- Get advice early. A lawyer, a trade union (if you are a member) or an advice centre can assess your position before deadlines pass.
Because these deadlines can be short, it is far safer to seek advice immediately than to wait and see. If your residence status is tied to your job, factor that in too, as losing or changing employment can have immigration consequences.
Getting it right
Greek employment law gives foreign workers real, enforceable protections — but the details, thresholds and figures shift over time, and the deadlines for acting can be unforgiving. Because so much turns on your contract, your length of service, your sector and your immigration status, the safest step when something important is at stake is to speak with a qualified employment lawyer in Greece who can review your situation and confirm the current rules before you decide what to do. You can find one through Brisamo.