What types of employment contracts are recognised in Greece?
Under Greek law, a basic distinction is drawn between open-ended and fixed term employment contracts.
Open-ended employment contracts
An open-ended (also called “indefinite term”) employment contract is that of indefinite duration. The contract ceases to be in force mainly by way of termination by each of the parties (see relevant question below for more details), or the employee’s death.
Fixed-term employment contracts
A fixed-term employment contract is that of a limited duration. The contract remains in force until a certain objective condition is met, such as reaching a deadline, a specific task is completed, or a specific circumstance takes place. The contract ceases to be in force when the term expires, by way of termination by each of the parties (see relevant question below for more details) or the employee’s death.
Renewal of fixed-term employment contracts
Any renewal of a fixed-term contract shall be agreed in writing unless it concerns a renewal of not more than 10 days.
A fixed-term contract is considered as open-ended when:
- there is no objective reason for such renewal and the consecutive contracts’ duration exceeds in aggregate that of 3 years, or
- it has been renewed by consecutive contracts more than 3 times within 3 years (consecutive contracts taken into account, are those in between which, there is no time gap larger than 45 days), or
- in the event of implied renewal, i.e. when the employee continues to offer services to the employer without the latter’s objection.
The above concerning renewals of fixed-term contracts do not apply to (a) traineeships, (b) contracts concluded within the ambit of a specific public or publicly supported training, integration and vocational retraining programme or (c) temporary contracts concluded with temporary employment agencies.
Other types
Apart from the aforementioned basic distinction of employment contracts between open-ended and fixed-term, further distinctions are envisaged in Greek law, depending, indicatively, on (i) the working time (full time, part time, rotational), (ii) the weekly working days (5 day, 6day), (iii) the identity of the employer (private entity, public entity, temporary employment agencies or digital platforms-crowdwork) et al.
How can a contract of employment be terminated in Greece?
Termination of open-ended employment contracts
Such contract may be terminated by either party or in some cases by “mutual” agreement. In the latter case, it will usually depend on the contract terms whether such mutual agreement will be construed as agreed termination on behalf of the employer or agreed termination (i.e. resignation) on the employees’ part.
The contract may be terminated by either party with or without notice.
If the employer terminates the contract without notice, will be liable to pay to the employee the total amount of severance pay provided in law which is determined according to the duration of the employee’s employment at the employer.
If the employer terminates the contract with notice and complying with the notice period provided by law, which is determined according to the duration of the employee’s employment at the employer, will be liable to pay half of the severance pay provided for termination without notice.
The employee may terminate the contract also with or without notice. In the event the employee terminates without complying with the notice period provided by law, may be liable to compensate the employer.
Termination of fixed-term employment contracts
Such contract first of all ceases to be in force upon expiry.
In any other case it may be terminated by either party or in some cases by “mutual” agreement. In the latter case, it will usually depend on the contract terms whether such mutual agreement will be construed as agreed termination on behalf of the employer or agreed termination (i.e. resignation) on the employees’ part.
Each party may terminate the contract, in principle, only for material reason.
If a Court rules the termination by the employer was not based on material reason, the employer will be liable to pay all employment income the employee anticipated pursuant to the contract, until its expiry.
If the employee terminates the contract for no material reason, may be liable to compensate the employer.
In derogation to the above, the contract may include a term providing for its termination by the employer while turning at the same time the contract from fixed-term to open-ended. In the latter case, if the employer activates that provision, will be liable to pay the employee the full severance pay provided for termination of open-ended contracts without notice and will not be liable to pay all employment income anticipated until the contract’s expiry.
Is it possible to employ employees as teleworkers in Greece?
Teleworking is expressly recognized and regulated under Greek law. Employees may render their services to their employers through teleworking (also known as “work from home”) provided this is agreed between the parties (in some cases, the law provides for unilateral adoption of teleworking for health considerations if certain conditions are met). The employer shall compensate the teleworker for the cost the latter incurs in the provision of teleworking with such cost being determined in secondary legislative instrument. Also, it is important to stress that the employer shall inform the employee on the conditions teleworking will be carried out and the employee’s specific rights in relation to teleworking and especially the right to disconnection which is expressly provided under Greek law.
For those employers who reside abroad and employ teleworkers in Greece, there are a couple of issues that are sometimes disregarded. First, in most cases the employment relationship will be governed by Greek law and second, in most cases social security contributions shall be paid to the Greek social security fund (“eEFKA”). The registration procedure in that case before eEFKA has to be undertaken by the employee and the employer shall pay the employee the salary along the employee’s and the employer’s social security contributions which the employee will then have to pay to eEFKA. On the other hand, employees who were previously tax resident of other countries and who relocate to Greece to telework (see the case of “digital nomads”), should evaluate any tax implications and especially to their tax residence status. It is worth noting, that the Greek state has enacted tax incentives for such employees when transferring their tax residence to Greece.
What are the rights for women who become pregnant during their employment contract, and are they protected from being dismissed?
Women who become pregnant are entitled to maternity leave of 17 weeks in total, 8 weeks before estimated birth date and 9 weeks after birth.
Also, they cannot, in principle, be dismissed during pregnancy and 18 months following birth, except for material reason (such protection is also granted to fathers for 6 months following birth). Such dismissal is void.
What types of paid days-off are the employees entitled to in Greece?
The basic paid days-off are the following:
- Public holidays.
- Sick leave.
- Annual leave: at least 20 or 24 working days per year based on a full-time 5 day working schedule or 6day working schedule respectively, which may reach to a minimum of up to 22 or 26 working days in the course of employment. During the 1st year of employment, the employee is entitled to a corresponding fraction of the normal leave.
- Maternity leave: 17 weeks. 8 weeks before estimated birth date and 9 weeks after birth.
- Special Maternity Protection leave: 9 months after maternity leave expires.
- Paternity leave: 14 days. Either 14 days upon the child’s birth, or 2days before estimated birth date and the rest after the birth.
- Parental leave: 4 months. May be granted until the child’s completion of the age of 8.
- Childcare leave: 1 hour on a daily basis for a period of 30 months after the aforementioned leaves are consumed. It can also be agreed to be taken in aggregate.
Other specific and more brief leaves are provided under Greek law as well.
Paid days-off are in some cases remunerated with the agreed salary by the employer and in some cases by public institutions based either on the agreed salary or in some specific leaves the minimum wage.
Is it possible to include a non-competition clause in the employment contract, and what are the grounds for concluding a valid non-competition agreement in Greece?
Yes, it is possible. The validity, though, of such clause will depend on the circumstances that related to each case and especially on whether there was remuneration foreseen or the contractual duration of such obligation.
What happens to employees if their employer goes bankrupt?
In the event of bankruptcy where the decision provides for the liquidation of the company’s assets as a whole or in groups of assets, employment contracts are not terminated unless the bankruptcy administrator proceeds with such termination. In the event of bankruptcy where the decision does not provide for the liquidation of the company’s assets as a whole or in group of assets (i.e. where each asset is liquidated individually), then the contracts are terminated unless the bankruptcy administrator notifies to the employees it wishes for the continuation of their employment within 59 days following declaration of bankruptcy. All employment claims arising within the last two years from bankruptcy including severance pay regardless when it arises, are availed with the “general privilege” of bankruptcy claims and are satisfied in certain priority from the bankruptcy estate, whereas any employment income ensuing following bankruptcy in the case of continuation of employment, is satisfied both from the bankruptcy estate and the company’s income created following bankruptcy and in priority before bankruptcy claims.
January 2026
Disclaimer: this article is provided for informative purposes and shall not be perceived as legal advice.
