The employer-employee relationship is strictly regulated by the Greek and European labour law, with the aim of protecting the dignity, safety and financial stability of the worker. Despite changes in the labour market and constant changes in the law, the worker has a basic 'grid of rights' that cannot be violated.
In this article we will analyse in a simple and understandable way the main labour rights in Greece, so that every worker knows what is in force regarding wages, working hours, holidays, insurance, redundancies and other critical issues.
Right to a written employment contract
The employment contract is the legal basis of the employment relationship. Every worker has the right to know clearly:
- The type of contract (fixed-term or indefinite).
- Working hours and working hours.
- Salary and benefits.
- The permits to which he is entitled.
- Any additional terms of cooperation.
The employer must deliver to the employee written contract or at least a written notification of basic conditions within 1 month of recruitment. The absence of a written document does not remove the employee's rights, but may make it difficult to prove them in a dispute.
Right to the minimum wage
In Greece, the law provides for minimum minimum wage, which the employer cannot violate. The minimum wage is periodically adjusted by government decision, taking into account economic and social indicators.
The employee is also entitled to:
- Bonus for working on Sundays and public holidays.
- Bonus for night work (between 10 pm and 6 am).
- Allowances (e.g. marriage, three-year benefits - where applicable).
If a lower salary than the legal minimum is agreed, the agreement is considered null and void and the legal minimum prevails.
Right to insurance cover
Social security is a fundamental right of the worker. Every employer is obliged to insure the employee in the EFKA, by paying the corresponding contributions.
The insurance provides:
- Pension rights.
- Free health care.
- Benefits in case of sickness, accident or unemployment.
"Black work" - i.e. without insurance - is illegal and punishable by heavy fines for the employer. A worker who finds that he or she is not insured has the right to complain to the SEPE (Labour Inspectorate).
Right to leave and time off
Every worker shall be entitled to annual leave with pay. The duration depends on the years of service and the type of contract. Indicatively:
- The first year is entitled to 20 working days (on a five-day working week).
- From the third year, the days gradually increase.
In addition, the employee is entitled to:
- Leave subsidy, which is equal to 50% of one month's salary.
- Maternity leave (17 weeks in total).
- Paternity leave (14 days).
- Special leave for marriage, death of a relative, examinations of pupils/students, etc.
The employer does not have the right to take away the leave or to force the employee to "pay" for it instead of taking it.
Right to human working hours
The law states:
- 40 hours of work per week (five or six days).
- Overtime only by agreement and registration in the information system "Ergani".
- Break if the work exceeds 6 consecutive hours.
Exceeding working hours without pay is a violation of labour law. The employee is entitled to extra compensation for each hour of overtime.
Right to equal treatment
Labour law prohibits any form of discrimination on the basis of:
- Gender.
- Age.
- Religion.
- Nationality.
- Political beliefs.
In addition, women and men have equal rights to pay, leave, benefits and career opportunities. Sexual harassment in the workplace is considered a serious offence and entitles the employee to claim compensation or even terminate the contract.
Right to health and safety at work
The employer has an obligation to provide safe working conditions. This includes:
- Adequate lighting and ventilation.
- Compliance with health and safety rules.
- Provision of personal protective equipment (e.g. helmets, gloves).
- Information and training to avoid accidents at work.
In the event of an accident or occupational illness, the worker is entitled to compensation.
Right to compensation in the event of dismissal
If the employer decides to terminate the cooperation, the employee is entitled to:
- Warning dismissal (if he/she has completed at least 1 year of employment).
- Severance pay, the amount of which depends on years of service.
Dismissal shall be deemed to be invalid if it is discriminatory or without due process. The employee can take legal action to claim reinstatement or compensation.
Right to trade union action
The worker has the right to join trade unions and trade unions without fear of reprisals from the employer. Participation in a strike or collective protest is a constitutional right.
Any attempt by an employer to prevent or intimidate an employee for such participation is considered illegal.
Right to the protection of personal data
In the age of digital work, employees have the right to protection of their personal data. An employer cannot monitor private conversations, emails or personal devices, except in the context of what is strictly necessary for work and with respect to the General Data Protection Regulation (GDPR).
Right to education and vocational training
The employee has the right to improve his/her knowledge and skills through training programmes, seminars or refresher courses related to his/her field of work. The employer must provide opportunities for training, especially when new technologies or changes in legislation make it necessary.
Continuous training not only enhances the professional development of the employee, but also increases the competitiveness of the company itself. Therefore, investing in knowledge is both an obligation and a win-win situation.
Right to privacy in the workplace
Privacy in the workplace is a fundamental right. Although the employer may control the smooth functioning of the workplace, it is not allowed to interfere excessively with the employee's private life.
This means that:
- It cannot place surveillance cameras in areas such as changing rooms or toilets.
- It is not allowed to record conversations without consent.
- It cannot require access to personal social media accounts.
The balance between the proper functioning of the business and respect for privacy is an obligation of the employer and a right of the employee.
Right to work-life balance
Modern labour legislation places particular emphasis on the work-life balance. This includes measures such as:
- Possibility of teleworking in some cases.
- Special leave to care for children or dependants.
- Flexible working hours for parents of young children.
Ensuring balance helps the employee to be productive and healthy, while reducing stress levels and increasing work engagement.
Right to protection against dismissal on grounds of pregnancy or sickness
Labour legislation in Greece provides increased protection for workers at vulnerable periods in their lives. Specifically:
- Pregnancy and motherhood: A working woman cannot be dismissed during her pregnancy, but also for 18 months after childbirth or while she is on maternity leave. Any dismissal during this period is considered invalid.
- Disease: A worker who is ill cannot be dismissed immediately because of his illness. The employer is obliged to give him time to recuperate and must pay sick pay for the prescribed period.
- Accidents at work: In the event of an accident at the workplace, the worker is legally protected and cannot be dismissed because of the incapacity caused by the incident.
This protection aims to safeguard human dignity and ensure that no worker loses his or her job at a time when he or she needs more support.
Conclusion
Workers' rights in Greece are multi-dimensional and cover every aspect of working life: from salary and leave to protection against discrimination and safety at work. Despite constant changes in the law, the core of these rights remains stable and forms the basis for fair and decent work.
It is important that every worker knows his or her rights so that he or she can claim them when necessary. On the other hand, employers also benefit when they comply with the law, as they build a climate of trust and stability with their staff.
A knowledgeable law firm can provide valuable guidance in cases of labour rights violations, be it disputes over wages, overtime, leave or dismissals.
Knowledge is the first step to protection; and in the workplace, knowledge of rights is the most powerful "tool" of the worker.
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