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Sources et champ d'application - 2019    

Références
  • Act No. 3863/2010 on Social Security, July 2010 (Bulletin of Government Gazette Α 115/15.07.2010), as last amended by Act 4488/2017 from 13 September 2017.
    Date: 13 Sep 2017; voir le site internet »
  • Greek Civil Code [CC], Presidential Decree 456/1984 (art. 648 - 680 on contracts of employment) [in Greek only]
    Date: 1984; voir le site internet »
  • Act No. 2112/1920 of March 1920 "On the mandatory notification of termination of private sector employment contracts", as amended by Act No. 4487 of 2017 [in Greek only]
    Date: 29 Aug 2017; voir le site internet »
  • 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]
    Date: 1994; voir le site internet »
  • Act No. 3198/1955 of February 1995 amending and supplementing the termination of employment provisions, as last amended by Act 4254 of 2014 [in Greek only]
    Date: 2014; voir le site internet »
  • 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]
    Date: 02 Apr 2003; voir le site internet »
  • Act No. 1387/1983 on collective dismissals, as last amended by Act 4472/2017
    Date: 19 May 2017; voir le site internet »
  • Law No. 3986/2011 on Urgent Measures for the Implementation of the Medium Term Financial Framework 2012-2015 - [Special Solidarity Contribution to Natural Persons - Trade Fee]
    Date: 2011; voir le site internet »
  • Presidential Decree (PD) No. 180/2004 relating to 'regulations for fixed-term contract workers in the private sector' (amending PD No. 81/2003)
    Date: 2004; voir le site internet »
Champ d'application
Taille des entreprises exclues (≤): 20
Remarks:
  • Exclusion only applicable to collective dismissals. Act. 1387/1983 which governs collective dismissal does not apply to undertakings with less than 20 employees. However, those enterprises are not excluded from the regulation on individual dismissal.

Catégories de travailleurs exclues : fonctionnaires; travailleurs agricoles; travailleurs domestiques; membres des coopératives; gens de la mer; enseignants
Remarks:
  • "The ordinary rules on dismissal do not apply to:
    - civil servants, officials of public authorities and members of the armed forces and police, who are not qualified employees (see art. 9 Act 2112/1920;
    - those employed for government, or public authorities or local collectivities under ordinary contracts of employment (specific legislation)(see art. 9 Act 2112/1920);;;
    - teachers in private schools (specific legislation)(see Act 682/1977);
    - medical doctors who are employed with a dependent employment relationship (specific legislation);
    - employees in hotel industry (specific legislation);
    - domestic servants (exclusion in part - only RD 1920 applies);
    - employees in agriculture cooperatives enterprises (specific legislation see Act 4384/2016););
    - employees on board ship (see Act 3153/2003);;
    - farm labourers;
    - employees of public sector corporations when there is an internal company regulation which, in case of dismissals
    provides for a level of protection at least equal or higher than ordinary rules" (see art. 9 Act 2112/1920).


Conventions collectives

Remarks:
  • Although two other National General Collective Agreements (NGCA) have been concluded for 2008-2009, 2010-2012, 2012-2013, 2014, 2015, 2016 and 2017the National Collective Agreement 2006-2007 is included here because it contains a provision on severance pay for blue-collar workers which is still applicable to those workers.
    (See the NGCA 2008-2009, art. 17, 2012-2013, Art. 2, 2014, art. 3, 2015 art. 1, 2016 art. ‚1 and 2017, art. 1 that provides that all the provisions of previous National General Collective Agreements which have not been repealed shall continue to apply).

National General Collective Employment Agreement (2006-2007) (in Greek only)

Notes / Remarques
The Social Security Law (No. 3863/2010) enacted in July 2010 and further amended has introduced several changes to the rules regarding dismissals.


Types de contrats de travail - 2019    

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Durée maximale de la période d'essai: 12 mois

Remarks:
  • Since 2012: 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. Subparagraph IA. para.12. section 1 of Law 4093/2012)
    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.

Contrat à durée déterminée (CDD):
  • CDD reglementés: Oui
    Remarks:
    • Presidential Decree 81/2003, as amended by P.D. 180/2004.
  • Motifs autorisés de recours au CDD : raisons matérielles et objectives
    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).

      NOTE: The basic principles governing PD 180/2004 are as follows:
      - workers may be employed on fixed-term contracts to meet standing, permanent needs of the enterprise (Article 3);
      - workers on fixed-term contracts must have completed 24 months of actual employment or three successive renewals of their initial fixed-term contract in order to be considered as having an open-ended contract (Article 3);
      - for a fixed-term employment contract to be renewed, the time since expiry of the previous contract may not exceed three months in public utilities and services and 45 days in the rest of the private sector (Article 3);
      - to be covered by the PD's provisions on conversion into open-ended contracts, the employment relationship of workers under fixed-term employment contracts must have been in effect on the date the PD was issued, or have expired within the three months preceding that date (Article 4).

      PD 180/2004 lengthen the interval between two successive employment contracts from 30 working days, as provided for in PD 81/2003, to 45 days. The exemptions that prevented certain categories of workers from converting fixed-term contracts into contracts of indefinite duration have been abolished, except for special conditions relating to air transport companies, which have been retained. The previous precondition of objective reasons for renewal of fixed-term employment contracts has also been restricted substantially. Therefore in order to convert 'wrongful' successive fixed-term employment relationships into open-ended ones, such contracts must meet standing, permanent needs of the enterprise and fulfil the formal preconditions set by the PD, without there being a need for numerous objective reasons.
      (Source : EuroFound https://www.eurofound.europa.eu/mt/publications/article/2004/new-regulations-on-fixed-term-contracts-in-private-sector)
  • Nombre maximum de CDD successifs: 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.
  • Durée cumulée maximum de CDD successifs: 2 année(s)
    Remarks:
    • 2 years under P.D. 81/2003 as amended by P.D. 180/2004:
      Art. 5 P.D. 81/2003, as amended by P.D. 180/2004 provides that 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.

      However: 3 years under Law No. 3986/2011
      Under Law No. 3986/2011 (Urgent Measures for the Implementation of the Mid-term Financial Strategy Framework 2012-2015), if the duration of successive employment contracts exceeds three years in total, without being justified by specific reasons or needs provided by law, it is deemed that those contracts cover constant and permanent needs of the enterprise and consequently are of indefinite duration (art. 41).
  • % de travailleurs sous CDD: 11.2 %
    Remarks:
    • Source: Eurostat, annual average for 2016
      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."

Conditions de fond du licenciement (motifs autorisés et prohibés) - 2017    

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Obligation d'informer le travailleur des raisons du licenciement : Non
Remarks:
  • The law does not require the employer to provide reasons to the employees when dismissing them.
    However, in the event of collective dismissal, the reasons for it shall be given to the workers' representatives (art. 3, Act 1387/1983).

    Employers can draft a social plan, but they are not obliged to do so (Law No. 1387/1983, art. 3(4)). However, during consultation, the parties should cover ways to avoid or reduce the need for dismissals and to mitigate their adverse effects (Law No. 1337/1983, art. 3(1); Law No. 1387/1983, art. 3(4)).


Motifs autorisés (licenciement justifié) : aucun
Remarks:
  • - Contracts of an indefinite duration: No grounds are required. They can be terminated by either party, at any time, with notice or without notice (Act 2112/1920 and 3198/1955). In addition, severance pay has to be paid by the employer, the amount of which varies depending on whether notice was given or not, is compulsory.
    Although no grounds are required, this does not result in a total freedom of the employer to dismiss an employee for any reason since the employer shall act within the limits set by the general prohibition of any abuse of rights (art. 281 CC). If a Court holds that a dismissal constitutes an abuse of right, it will nullify it. According to case law, a dismissal "which is not justified by the well-meant interests of the employer is void" (i.e reasons not attributable to the dismissed employee such as incompetence, or economic reasons) (See: Yannakourou S., 2005, "The evolution of Labour Law in Greece" in European Commission, 2005, The Evolution of Labour Law 1992-2003, Volume 2, Luxembourg, p. 24).
    In addition, the employer's freedom to dismiss employees is also limited by the existence of prohibited grounds and by the existence of a special protection against dismissal for certain categories of workers (see below).

    -Fixed-term contracts:
    FTC can be terminated by either party at any time, if there is a serious reason justifying such termination (art. 672 CC). In such cases, no compensation is payable.


Motifs prohibés: état matrimonial; grossesse ; avoir déposé une plainte contre l'employeur; race; couleur; sexe; orientation sexuelle ; religion ; origine sociale ; âge ; affiliation et activités syndicales ; handicap; accomplissement du service militaire ou civil ; identité de genre; origine ethnique
Remarks:
  • * Specific prohibitions of dismissal:
    - The dismissal of a woman during her pregnancy and up to one year after giving birth is prohibited (Act No. 1302/1982). However, the dismissal can be valid if there is an important reason for it (i.e misconduct, severe negligence, poor performance...) (Art. 15 Act No 1483/1984).
    - Members of the trade union Board and the founding members of a trade union cannot be dismissed during the period of their office and one year thereafter (Act No. 1264/1982). However, dismissal is permitted if it is justified by a specific reason indicated in the Law and if it is approved by the Committee for the Protection of Trade Union officials. Under Law No. 1264/1982, certain union committee members are protected against dismissal, and the number of protected members depends on the size of the workplace. Protected individuals can only be dismissed for a narrow range of circumstances including disclosing confidential information or threatening / violent / abusive behaviour. As a general rule, dismissal based on trade union activities and membership is prohibited.
    - Any dismissal which takes place while the employee is performing military duties is null and void (Act No. 3514/1928)
    - The dismissal of a worker who is on annual leave is prohibited and will be considered null and void (Art. 5 and 6, Act 539/45)
    * Anti-discrimination provisions:
    -The Act No. 4443/2016 implementing the EU Directives 2000/43/EC and 2000/78/EC prohibits in its Art. 1 any discrimination on the the grounds of racial or ethnic origin, color, religious or other beliefs, disability, age or sexual orientation, gender identity, sex and family or social status in the field of employment. This includes a prohibition on discriminatory dismissals based on any of these grounds, see Art. 3(1)(c) of the act.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs effectuant leur service militaire/service alternatif; vétérans de guerre
Remarks:
  • The following categories of workers enjoy special protection against dismissal:

    * The dismissal of a woman during her pregnancy and up to one year after giving birth is prohibited (Act No. 1302/1982). However, the dismissal can be valid if there is an important reason for it (i.e misconduct, severe negligence, poor performance...) (Art. 15 Act No 1483/1984).
    * Members of the trade union Board and the founding members of a trade union cannot be dismissed during the period of their office and one year thereafter (Act No. 1264/1982). However, dismissal is permitted if it is justified by a specific reason indicated in the Law and if it is approved by the Committee for the Protection of Trade Union officials. Concerning workers' representatives, Law 4472/2017 introduces 2 additional reasons that allow the dismissal of this special category: (a )theft or embezzlement against the employer or its representative; and (b) unjustified absence of the employee which exceeds 3 days.

    - Any dismissal which takes place while the employee is performing military duties is null and void (Act No. 3514/1928).
    In addition, dismissal is prohibited within one year after the employee returns to work. Such dismissal can however be valid if it is justified by a serious reason and approved by a special committee (art. 7 Emergency Law 244/1936).
    - War veterans and members of their family can only be dismissed in accordance with a judicial decision recognizing their incapacity to work.
    - Dismissal of a worker who is on annual leave is prohibited and will be considered null and void (Art. 5 and 6, Act 539/45)


Conditions de forme / procédure du licenciement individuel - 2017    

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Forme de la notification du licenciement au travailleur : écrite

Remarks:
  • Art. 1 Act 2112/1920


Délai de préavis:
Remarks:
  • The statutory notice periods for dismissing white-collar workers were shortened in 2012 by the Act 4093/2012 (art. IA para. 12 sec. 1):
    - For employees who have served from 12 completed months to two years, one month's notice is required before dismissal;
    - For employees who have served from two to five years, two months' notice is required before dismissal;
    - For employees who have served from five to 10 years, three months' notice is required before dismissal; and;
    - For employees who have served 10 years or more, four months' notice is required before dismissal.

    [Prior to the reform, the notice periods were set , as follows:
    - 1 month for employees who have worked for at least 12 months but not more than 2 years;
    - 2 months for employees who have worked for at least 2 years but not more than 5 years;
    - 3 months for employees who have worked for at least 5 years but not more than 10 years;
    - 4 months for employees who have worked for at least 10 years but not more than 15 years;
    - 5 months for employees who have worked for at least 15 years but not more than 20 years;
    - 6 months for employees who have worked for over 20 years

    - No notice period to be observed in order to dismiss a blue-collar worker, they are only entitled to severance pay.
    • ancienneté ≥ 1 an
      • employés - 1 mois .
    • ancienneté ≥ 2 ans
      • employés - 2 mois .
    • ancienneté ≥ 5 ans
      • employés - 3 mois .
    • ancienneté ≥ 10 ans
      • employés - 4 mois .

    Indemnité compensatrice de préavis : Oui

    Remarks:
    • Act No. 2112/1920, art. 3.

    Notification à l'administration publique: Oui

    Remarks:
    • The employer has the obligation to inform the OAED (Greek Manpower Employment Organization) within 8 days from the date of the dismissal (art. 9 Act No. 3198/1955).

    Notification aux représentants des travailleurs: Non

    Autorisation de l'administration publique ou d'un organe judiciaire: Non

    Remarks:
    • Except for workers enjoying a special protection.

    Accord des représentants des travailleurs: Non

    Conditions de forme / procédure des licenciements collectifs pour motif économique - 2017    

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    Définition du licenciement collectif (nombre d'employés concernés):
    Dismissals affecting at least, within a month:
    - 6 employees in businesses or undertakings with 20 to 150 employees
    - 5% of the workforce and up to 30 employees in businesses or undertakings with over 150 employees.

    Remarks:
    • These thresholds were established by Article 74(1) of Act 3863/2010 in July 2010.
      [Prior to the reform, the definition of collective dismissal was set, as follows:
      Dismissals affecting at least, within a month:
      - 4 employees in undertakings with 20 to 200 employees
      - 2 to 3% of the workforce but not more than 30 employees in one month in undertakings with over 200 employees
      See art. 1, para. 2 of Act 1387/1983, amended by art. 9 of Act 2874/2000.
      Note: the percentage and maximum number of employees to be dismissed in order to trigger the procedure for collective dismissal was set every six months by ministerial decision. For the first semester 2009, it was set at 2% with a maximum of 30 employees]

    Consultation préalable des syndicats (représentants des travailleurs) : Oui

    Remarks:
    • Act 1387/1983, art. 3 and 5.
      The consultation period shall last 320 days from the date of notification to the workers' representatives (art. 5(1)). During the consultation process, the parties must examine ways to avoid dismissals or reduce their number or adverse effects (art. 3(1)).

      Following consultation, the employer must notify their outcome to the Supreme Labour Council. (The Supreme Labour Council is a special committee within the Ministry of Labour, which consists of an equal number of representatives from the State, the employees' associations and the employers' associations, see Art. 25(3) (7B) of the Presidential Decree. 368/1989)
      If the parties reach an agreement, the employer can proceed with the collective dismissals, according to the terms of the agreement, after a 10-day period (art. 5(3)).
      If the parties do not reach an agreement, the Supreme Labour Council (SCL) must determine whether the employer has fulfilled all of his or her obligations to consult with the worker representatives and to notify the authorities. If it finds that the obligations have been fulfilled, the employer can proceed withthe collective dismissals after a 20-day period. If the SCL finds that the obligations have not been fulfilled and that more consultations are necessary, it can extend the consultation period or set the employer a deadline to fulfill his or her obligations (art. 5(3)). However, in any case, the dismissals must be declared valid if no agreement is reached within 60 days after the SCL has first been notified by the employer.
      The above consultation procedure is not necessary in cases in which the business activities of the employer have been stopped or are withheld by a court order (art. 5(4)).

    Notification à l'administration publique: Oui

    Remarks:
    • Act 1387/1983, art. 3(3): The employer shall send copies of the documents submitted to the workers' representatives to the Supreme Labour Council.

    Notification aux représentants des travailleurs: Oui

    Remarks:
    • Act 1387/1983, art. 3: the employer must inform the workers' representatives of the proposed collective dismissal, indicate the reasons for it and provide other information as required by the law (i.e the number and categories of employees concerned, the criteria used to select the employees, the period over which the collective dismissal will be carried out).

    Autorisation de l'administration publique ou d'un organe judiciaire: Oui

    Remarks:
    • No approval by the administration required if the parties reach an agreement.
      However, if the employer and the workers' representatives fail to reach an agreement, the competent public authority will issue a decision on the collective dismissals within 10 days, allowing or rejecting partly or wholly the proposed dismissals (Act 1387/1983, art. 5).

    Accord des représentants des travailleurs: Non

    Remarks:
    • Act 1387/1983, art. 5: No approval is required as such: If the parties reach an agreement, the employer can proceed to the collective dismissals according to the terms of the agreement after a 10 day period. However, if no agreement is reach, the competent public authority will issue a decision on the collective dismissals within 10 days, allowing or rejecting partly or wholly the proposed dismissals.

    Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Non

    Remarks:
    • No rules on the determination of selection criteria in the legislation reviewed. Selection criteria are only referred to in art. 3(2) of Act 1387/1983 as part of the information to be transmitted to employee's representatives within the framework of the notification and consultation process.

    Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...) : Oui

    Remarks:
    • Employers can draft a social plan but do not have to (art. 3(4) of Act 1387/1983; art. 3(4) of Act 1387/1983). The consultation process shall address ways to avoid dismissals or reduce their number or adverse effects (art. 3(1), Act 1337/1983, art. 3(4) of Act 1387/1983)

    Règles de priorité de réembauche: Non

    Indemnités de licenciement et indemnités spécifques aux licenciements économiques - 2017    

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    Indemnité de licenciement:
    Remarks:
    • Act. 4093/2012, subparagraph IA.12, sections 2 and 3
    • ancienneté ≥ 6 mois: 0 jour(s)
    • ancienneté ≥ 9 mois: 0 jour(s)
    • ancienneté ≥ 1 an: 0 jour(s)
    • ancienneté ≥ 2 ans: 1 mois
    • ancienneté ≥ 4 ans: 1 mois
    • ancienneté ≥ 5 ans: 1.5 mois
    • ancienneté ≥ 10 ans: 2.5 mois
    • ancienneté ≥ 20 ans: 6 mois
    Indemnité de licenciement pour motif économique:
    Remarks:
    • See remarks under severance pay.
    • ancienneté ≥ 6 mois: 0 jour(s)
    • ancienneté ≥ 9 mois: 0 jour(s)
    • ancienneté ≥ 1 an: 0 jour(s)
    • ancienneté ≥ 2 ans: 1 mois
    • ancienneté ≥ 4 ans: 1 mois
    • ancienneté ≥ 5 ans: 1.5 mois
    • ancienneté ≥ 10 ans: 2.5 mois
    • ancienneté ≥ 20 ans: 6 mois

    Notes / Remarques
    [The amounts provided above under "severance pay" and "redundancy payment" refer to dismissal with notice of a white-collar worker]
    1) Dismissal (for any reason, including redundancies) of a white-collar worker
    NEW: As a result of the changes to the statutory notice period introduced by the Act 4093/2012, severance pay for white-collar workers (the amount of which varies according on the notice period) has been modified.
    - If the employer terminates with noticethe severance pay depends on the length of service of the worker with the employer:
    tenure from 1 day to 1 year no severance pay is due
    tenure from 1 year to 4 years severance pay of 1 month is due
    tenure from 4 to 6 years, a severance pay of 1.5 months is due
    tenure from 6 to 8 years, a severance pay of 2 months is due
    tenure from 8 to 10 years, a severance pay of 2.5 months is due
    tenure from 10 to 11 years, a severance pay of 3 months is due
    tenure from 11 to 12 years, a severance pay of 3.5 months is due
    tenure from 12 to 13 years, a severance pay of 4 months is due
    tenure from 13 to 14 years, a severance pay of 4.5 months is due
    tenure from 14 to 15 years, a severance pay of 5 months is due
    tenure from 15 to 16 years, a severance pay of 5.5 months is due
    tenure from 16 and above, a severance pay of 6 months is due
    - if the employer terminates without notice: severance pay = double the amount specified above.
    (Art. 1(1) and 3(1) of Act 2112/1920; Subparagraph IA.12, sections 2 and 3 of Act. 4093/2012)

    2) Dismissal (for any reason, including redundancies) of a blue-collar worker, severance pay varies according to the length of service, from 5 days to 165 days' wages.

    Voies de recours et procédure contentieuse en cas de litiges individuels - 2017    

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    Compensation pour licenciement injustifié - montant librement déterminé par la cour: Non

    Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie) :
    - If the dismissal constitutes an abuse of right: it will be declared null and void and the worker will be reinstated and receive back pay for the period between the dismissal and the court's decision. The worker can apply for the payment of severance pay in lieu of reinstatement.
    - If the procedural requirements applicable to the dismissal of a worker under an contract of an indefinite duration are not observed (= severance pay, written notification), the dismissal is also considered null and void and the worker will be entitled to reinstatement + back pay. The employee can also claim the payment of severance pay in lieu of reinstatement.
    - If the employee dismisses an employee in violation of the provision on special protection (i.e pregnant women, workers on annual leave, trade union officials), the dismissal will also be nullified by the Court.
    - In the event of termination of a fixed-term contract without a serious reason, the employee will be entitled to compensation for the remaining period of the contract.

    Remarks:
    • - Abusive dismissals: see art. 281 CC, which is the general provision prohibiting the abusive exercise of a legal right. This area has been developed by case law.
      - On non-compliance with the procedural requirements, see art. 5(3) of Act 3198/1955.
      - Termination of a fixed-term contract without a good reasons is regulated by art. 673 CC.
      - See also the remark below "workers enjoying special protection" under "Substantive requirements for dismissals".

    Possibilité de réintégration dans l'emploi: Oui

    Remarks:
    • As indicated above, reinstatement is the primary remedy for unfair dismissal.

    Conciliation préalable obligatoire: Non

    Remarks:
    • No preliminary mandatory conciliation.

      "Articles 208 to 214 in Chapter One of the Code of Civil Procedure deal with the attempt at conciliation which may precede the filing of a lawsuit, although the mechanism is rarely used.
      According to the Code of Civil Procedure, in the case of individual labour disputes arbitration is forbidden. However, before the parties concerned bring the case before the courts, there is an opportunity for the Labour Inspectorate to intervene in an attempt to reconcile the worker and employer. The Labour Inspectorate may intervene in individual labour disputes following a written application/complaint made by the applicant to the Labour Inspectorate, which then convokes a tripartite meeting (Labour Inspectorate, employee and employer), during which the subject of the dispute is discussed, along with means of resolving it."
      See: Sofia Lampousaki, "Greece: Individual disputes at the workplace - alternative disputes resolution", Feb. 2010, available at the following:
      http://www.eurofound.europa.eu/eiro/studies/tn0910039s/gr0910039q.htm

    Courts ou tribunaux compétents : juridiction ordinaire

    Remarks:
    • Complaints regarding the nullity of the dismissal shall be brought to the ordinary court within 3 months form the date to the dismissal (art. 6(1) of Act No. 3198/1955).Claimants must be heard within at most 60 days and cases must be settled by the courts after a maximum of 90 days after their submission to court, art. 621(3) Civil Procedure Code.
      Alternatively, if the employee decides to lodge a complaint to obtain severance pay, he/she shall do so within 6 months of the dismissal (art. 6(1) of Act No. 3198/1955).

    Règlement des litiges individuels par arbitrage: Non

    Information supplémentaire - 2017    

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    Liens

    The recent changes in Labor Law, by Law Firm Vassilogeorgis & Partners, 21 February 2011 »

    New law facilitates dismissals and cuts labour costs, by Sofia Lampousaki (INEGSEE), Eurofound website, 17 September 2010 »