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Grecia - Tipos de contratos de trabajo
+ show references
- Act No. 3863/2010 on Social Security, July 2010 (Bulletin of Government Gazette Α 115/15.07.2010), as amended by Act 3899/2010 in December 2010 and last amended by Act 3918/2011 dated 2 February 2011
Fecha: 02 Feb 2011; ver la pagina web
»
- Greek Civil Code [CC], Presidential Decree 456/1984 (art. 648 - 680 on contracts of employment) [in Greek only]
Fecha: 1984; ver la pagina web
»
- Act No. 2112/1920 of March 1920 "On the mandatory notification of termination of private sector employment contracts", as amended in 1955 [in Greek only]
Fecha: 1955; ver la pagina web
»
- Royal Decree 16-18 July 1920 "On the extension of the application of Act 2112 to workers, technicians and servants, as amended in 1994 [in Greek only]
Fecha: 1994; ver la pagina web
»
- Act No. 3198/1955 of February 1995 amending and supplementing the termination of employment provisions, as last amended in 1997 [in Greek only]
Fecha: 1997; ver la pagina web
»
- Presidential Decree 81/2003 - Provisions on employees working on the basis of a fixed-term contract as last amended by Presidential Decree 180/2004 [in Greek only]
Fecha: 02 Apr 2003; ver la pagina web
»
- Act No. 1387/1983 on collective dismissals, as last amended in 2001
Fecha: 2001; ver la pagina web
»
Duración maxima del periodo de prueba: 12 mes(es)
NOTE: This information has changed since the previous period covered. Remarks: - NEW: The first 12-month period of an employment contract of an indefinite duration shall be deemed a probationary period during which the contract may be terminated without notice and without severance pay, unless otherwise agreed by the parties.
This change has been introduced in 2010 by Art. 74(2)A) Act 3863/2010 as amended by art. 17(5) Act 3899/2010.
Prior to the adoption of this law, although there was no express statutory probationary period, the provisions on the notice period and severance pay were only applicable to white-collar workers who have worked for less than 2 months (art. 1 of the Act 2112/1920, together with art. 2 and 4 of Act 3198/1995) . With regard to the dismissal of blue-collar workers for which no notice is required (see below), the severance pay requirements only applied to workers with at least two months of service.
:
- FTC regulated: Si
Remarks: - Presidential Decree 81/2003, as amended by P.D. 180/2004.
- Razones de utilización legítima de CDD: razones materiales y objetivas
Remarks: - See Article 669(2) of the Civil Code.
In addition, the renewal of a FTC is permitted without any limitation only if it is justified by an objective reason, in particular the nature or the form of the employer's or the company's activity, special grounds or needs which are specifically provided for in the employment contract (inter alia temporary replacement of a worker, performance of occasional work, temporary increase in workload, work provided in relation to education or training, performance of a specific project or programme, work linked to a specific event or in undertakings offering air transportation and airport services).(Art. 5 P.D. 81/2003, as amended by P.D. 180/2004).
- Número máximo de CDD consecutivos: 3
Remarks: - Art. 5 P.D. 81/2003, as amended by P.D. 180/2004:
The unlimited renewal of FTC is permitted if it is justified by an objective reason (see above).
However, if within a two-year period, more than 3 successive contracts are concluded, it shall be presumed that they are used as a means of meeting fixed and constant needs of the undertaking or exploitation, resulting in their transformation into permanent employment contracts (even where there are objective reasons for concluding a fixed-term contract)
The employer has the burden to prove otherwise.
- Duración máxima acumulativa de CDD consecutivos: 2 año(s)
Remarks: - Art. 5 P.D. 81/2003, as amended by P.D. 180/2004:
The unlimited renewal of FTC is permitted if it is justified by an objective reason (see above).
However, if the total duration of the successive contracts or employment relations exceeds two years, it shall be presumed that they are used as a means of meeting fixed and constant needs of the undertaking or exploitation, resulting in their transformation into permanent employment contracts.
- % de trabajadores bajo CDD: 12.4 %
Remarks: - Source: Eurostat, annual average for 2010
The figure refers to the percentage of employee of total number of employee aged 15 years and over with a contract of limited duration (= temporary job).
Eurostat data are based on the following definition:
"A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references
- Greek Civil Code [CC], Presidential Decree 456/1984 (art. 648 - 680 on contracts of employment) [in Greek only]
Fecha: 1984; ver la pagina web
»
- Act No. 2112/1920 of March 1920 "On the mandatory notification of termination of private sector employment contracts", as amended in 1955 [in Greek only]
Fecha: 1955
- Royal Decree 16-18 July 1920 "On the extension of the application of Act 2112 to workers, technicians and servants, as amended in 1994 [in Greek only]
Fecha: 1994; ver la pagina web
»
- Act No. 3198/1955 of February 1995 amending and supplementing the termination of employment provisions, as last amended in 1997 [in Greek only]
Fecha: 1997; ver la pagina web
»
- Presidential Decree 81/2003 - Provisions on employees working on the basis of a fixed-term contract as last amended by Presidential Decree 180/2004 [in Greek only]
Fecha: 02 Apr 2003; ver la pagina web
»
- Act No. 1387/1983 on collective dismissals, as last amended in 2001
Fecha: 2001; ver la pagina web
»
Duración maxima del periodo de prueba: 2 mes(es)
Remarks: - The law does not expressly provide for a statutory probationary period. However, under art. 1 of the Act 2112/1920, together with art. 2 and 4 of Act 3198/1995, statutory notice and severance pay requirements do not apply to white-workers who have worked for less than 2 months. With regard to the dismissal of blue-collar workers for which no notice is required (see below), the severance pay requirements only applied to workers with at least two months of service
:
- FTC regulated: Si
Remarks: - Presidential Decree 81/2003, as amended by P.D. 180/2004.
- Razones de utilización legítima de CDD: razones materiales y objetivas
Remarks: - See Article 669(2) of the Civil Code.
In addition, the renewal of a FTC is permitted without any limitation only if it is justified by an objective reason, such as temporary replacement of a worker, performance of occasional work, temporary increase in workload, work provided in relation to education or training, performance of a specific project or programme (Art. 5 P.D. 81/2003, as amended by P.D. 180/2004).
- Número máximo de CDD consecutivos: 3
Remarks: - Art. 5 P.D. 81/2003, as amended by P.D. 180/2004:
The unlimited renewal of FTC is permitted if it is justified by an objective reason (see above).
However, if within a two-year period, more than 3 successive contracts are concluded, it shall be presumed that they are used as a means of meeting fixed and constant needs of the undertaking or exploitation, resulting in their transformation into permanent employment contracts.
The employer has the burden to prove otherwise.
- Duración máxima acumulativa de CDD consecutivos: 2 año(s)
Remarks: - Art. 5 P.D. 81/2003, as amended by P.D. 180/2004:
The unlimited renewal of FTC is permitted if it is justified by an objective reason (see above).
However, if the total duration of the successive contracts or employment relations exceeds two years, it shall be presumed that they are used as a means of meeting fixed and constant needs of the undertaking or exploitation, resulting in their transformation into permanent employment contracts.
- % de trabajadores bajo CDD: 12.4 %
Remarks: - Source: Eurostat, annual average for 2010
The figure refers to the percentage of employee of total number of employee aged 15 years and over with a contract of limited duration (= temporary job).
Eurostat data are based on the following definition:
"A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references
- Greek Civil Code [CC], Presidential Decree 456/1984 (art. 648 - 680 on contracts of employment) [in Greek only]
Fecha: 1984; ver la pagina web
»
- Act No. 2112/1920 of March 1920 "On the mandatory notification of termination of private sector employment
contracts", as amended in 1955 [in Greek only]
Fecha: 1955
- Royal Decree 16-18 July 1920 "On the extension of the application of Act 2112 to workers, technicians and servants, as amended in 1994 [in Greek only]
Fecha: 1994; ver la pagina web
»
- Act No. 3198/1955 of February 1995 amending and supplementing the termination of employment provisions, as last amended in 1997 [in Greek only]
Fecha: 1997; ver la pagina web
»
- Presidential Decree 81/2003 - Provisions on employees working on the basis of a fixed-term contract as last amended by Presidential Decree 180/2004 [in Greek only]
Fecha: 02 Apr 2003; ver la pagina web
»
- Act No. 1387/1983 on collective dismissals, as last amended in 2001
Fecha: 2001; ver la pagina web
»
Duración maxima del periodo de prueba: 2 mes(es)
Remarks: - The law does not expressly provide for a statutory probationary period. However, under art. 1 of the Act 2112/1920, together with art. 2 and 4 of Act 3198/1995, statutory notice and severance pay requirements do not apply to white-collar workers who have worked for less than 2 months. With regard to the dismissal of blue-collar workers, no notice is required (see below) but the severance pay requirements only apply to workers with at least two months of service.
:
- FTC regulated: Si
Remarks: - Presidential Decree 81/2003, as amended by P.D. 180/2004.
- Razones de utilización legítima de CDD: razones materiales y objetivas
Remarks: - See Article 669(2) of the Civil Code.
In addition, the renewal of a FTC is permitted without any limitation only if it is justified by an objective reason, such as temporary replacement of a worker, performance of occasional work, temporary increase in workload, work provided in relation to education or training, performance of a specific project or programme (Art. 5 P.D. 81/2003, as amended by P.D. 180/2004).
- Número máximo de CDD consecutivos: 3
Remarks: - Art. 5 P.D. 81/2003, as amended by P.D. 180/2004:
The unlimited renewal of FTC is permitted if it is justified by an objective reason (see above).
However, if within a two-year period, more than 3 successive contracts are concluded, it shall be presumed that they are used as a means of meeting fixed and constant needs of the undertaking or exploitation, resulting in their transformation into permanent employment contracts.
The employer has the burden to prove otherwise.
- Duración máxima acumulativa de CDD consecutivos: 2 año(s)
Remarks: - Art. 5 P.D. 81/2003, as amended by P.D. 180/2004:
The unlimited renewal of FTC is permitted if it is justified by an objective reason (see above).
However, if the total duration of the successive contracts or employment relations exceeds two years, it shall be presumed that they are used as a means of meeting fixed and constant needs of the undertaking or exploitation, resulting in their transformation into permanent employment contracts.
- % de trabajadores bajo CDD: 12.1 %
Remarks: - Source: Eurostat, annual average for 2009
The figure refers to the percentage of employee of total number of employee with a contract of limited duration (= temporary job).
Eurostat data are based on the following definition:
"A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
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