Termination of employment Act No. 24 of 1967, as amended up to Act 111(1) 2003 [TEA] (in Greek only) Date: 25 Jul 2003; view website » (view in NATLEX»)
Collective Dismissals Act, No. 28(I) of 2001 [CDA] (in Greek only) Date: 09 Mar 2001; view website » (view in NATLEX»)
Protection against Maternity Act, No. 200(I) of 1997, as amended up to Act 70(I) of 2011, published on 29 April 2011 (in Greek only) Date: 29 Apr 2011; view website »
Obligation to provide reasons to the employee: No
Only for collective dismissals is justification explicitly requested in the legislation. (sec. 21 TEA (notification to the labour administration) and sec.4-5 CDA (consultation with the trade union representatives). No such provision exists with regard to individual dismissals based on the worker's conduct or capacity.
Sec. 5 TEA. As a general rule, dismissal is deemed unfair unless the employer proves the existence of one of the reasons exhaustively listed in the legislation. "These are: - the employee fails to carry out his or her work in a reasonably efficent manner, - the employee becomes redundant, - termination is due to an act of god or force majeure, - the contract is for a fixed-term and has expired or the employee has reached the normal age of retirement, - the employment relationship cannot be expected to continue (the employee is guilty of gross misconduct, a criminal offence or immoral behaviour in the course of his or her duties, the employee repeatedly disregards his or her work and duties)" (see European Commission, Termination of Employment Relationship - Legal situation in the following Member States of the European Union: Bulgaria, Cyprus, the Czech Republic, Estonia, Hungary, Latvia, Lithuania, Malta, Poland, Romania, Slovakia and Slovenia, 2007, p. 51.)
Prohibited grounds: marital status; pregnancy; maternity leave; filing a complaint against the employer; race; colour; sex; religion; political opinion; social origin; nationality/national origin; trade union membership and activities; disabilities; parental leave; participation in a lawful strike
Sec. 6 TEA See also, European Commission Study, TER, 2007, p.56.
Workers enjoying special protection: pregnant women and/or women on maternity leave; workers with family responsibilities
See: Maternity Protection Act (No. 100(I)/97, as amended in 2011), sec. 4: Prohibition to give notice for termination to pregnant women after the announcement of pregnancy and up until 3 months after the expiry of the maternity leave and to women on adoption leave. However, this does not apply when the employed woman is found guilty of a serious offence or behaviour justifying termination of the employment relationship, when the undertaking ceases its activities, or when the contract period has come to an end (sec. 4B)