Greece – Employment Terms and Conditions

What are the standard working hours in Greece, and how is overtime regulated?

Full-time employment in Greece is defined by statute as 40 hours per week, ordinarily spread across five days at eight hours per day. Where a six-day week is in operation, overtime begins once an employee exceeds eight hours in a single day, whereas employees on a five-day week reach that threshold at nine hours. These rules derive from national legislation and established judicial interpretation.

Law 5239/2025 has introduced a permanent four-day workweek option, under which employers and employees may mutually agree to a schedule of ten hours per day over four days, without any reduction in overall pay. This arrangement is particularly suited to sectors such as technology, professional services, and manufacturing, where work is commonly measured by output rather than time spent on-site.

Under the same legislation, the annual ceiling for overtime in all private-sector businesses is capped at 150 hours, with a daily maximum of four additional hours. In practice, this means an employee may work up to 13 hours in a single day for the same employer — eight hours of ordinary work and five hours of overwork and overtime combined — with the first extra hour attracting a 20% premium and subsequent overtime hours drawing a 40% uplift.

Employees performing legally authorised overtime receive their standard hourly rate plus a 40% supplement for each overtime hour, up to the daily and annual limits. Hours worked beyond those limits, or without proper authorisation, are treated as illegal overtime and carry a premium of 120% on top of the base hourly rate.

Employees are entitled to refuse overtime in good faith and cannot be dismissed or otherwise penalised for doing so. The law also guarantees a minimum continuous daily rest period of 11 hours, a weekly rest of at least 24 hours, and a break of no less than 15 minutes on any working day exceeding six hours.

Specific industries such as healthcare and transportation operate under distinct working-time rules reflecting the particular demands of those sectors, and these are governed by dedicated collective agreements and regulations. Senior managers and certain other categories of employee may also be exempt from the standard hour limits in defined circumstances. Consult your sector’s applicable collective agreement for full details.

What employment rights and benefits are workers entitled to in Greece?

Every employee in Greece is entitled to a minimum of 20 working days of annual leave under a five-day week schedule, or 24 working days on a six-day schedule, rising by one additional day in each of the second and third years of employment to a maximum of 22 days. These figures represent the statutory floor; collective agreements or individual contracts may grant more generous terms.

When claiming sick leave, employees are required to submit a medical certificate within 48 hours of falling ill. The number of paid sick days available depends on length of service — ordinarily up to 13 days in the first year, extending to 25 days from the second year of employment onward.

All workers in Greece are entitled to 12 public holidays each year. Female employees benefit from a maternity leave entitlement of 119 calendar days. Greece has also aligned its parental leave framework with EU Directive 2019/1158, introducing enhanced leave rights for both parents of young children. For current details of parental leave provisions, visit the Ministry of Labour and Social Affairs.

Private sector employees in Greece receive the equivalent of 14 monthly salary payments per year. This consists of a Christmas bonus equal to one full month’s pay, an Easter bonus of half a month’s pay, and a summer holiday allowance of half a month’s pay. At current minimum wage rates, this brings the effective annual minimum earnings over 12 months to €1,026.60.

All of these entitlements apply equally to foreign nationals who are lawfully employed in Greece, whether under EU freedom of movement provisions or a valid work permit. Expats working under a Greek employment contract have access to at least the statutory minimum conditions and all accompanying legal protections.

What are the rules around minimum wage and pay in Greece?

Greece sets a legally binding minimum wage across the private sector, reviewed on a structured basis through a formal consultation process. The Minister of Labour, acting with Cabinet approval, fixes the minimum wage by Ministerial Decision following dialogue with social partners and independent expert advisory bodies.

With effect from 1 April 2025, the national minimum wage stands at €880 per month for salaried employees and €39.30 per day for daily-paid workers, representing a 6.02% rise from the €830 monthly figure in place during 2024. A further adjustment is anticipated on 1 April 2026 as part of the government’s continuing policy of progressive minimum wage increases. Always confirm the current rate with the Ministry of Labour and Social Affairs or the Independent Authority for Public Revenue (AADE).

Historically, Greek labour law drew a distinction between white-collar and blue-collar workers when determining minimum pay levels, but this differentiation has now been abolished: a single uniform minimum wage applies across all sectors, occupations, and job categories. The national minimum wage governs private sector employment only; pay in the public sector is determined separately by central government.

Workers with relevant prior experience are entitled to seniority increments above the base minimum wage, allowing earnings to increase progressively over the course of a career. Certain industries may offer wages above the statutory floor as a result of market conditions, skill shortages, or the terms of applicable collective bargaining agreements.

How does the employment contract system work in Greece?

Employment contracts form the foundation of every working relationship in Greece, setting out the essential terms governing the role, including job duties, remuneration, hours of work, and the length of the engagement. Contracts may be concluded in writing or verbally, though written agreements are strongly advisable and are mandatory in certain circumstances. All new employment relationships must be registered by the employer with the ERGANI II digital labour registry.

The principal contract types available in Greece are:

• Indefinite/permanent contracts: The default form of engagement, offering the highest level of job security and full statutory protections from commencement.
• Fixed-term contracts: Intended for specific projects or temporary requirements. Successive fixed-term contracts without objective justification may be reclassified as permanent contracts under Greek law.
• Part-time and rotational contracts: Amended by Law 5239/2025, which removed the previous explicit time restrictions on part-time contracts, allowing parties to agree freely in writing on the duration of such arrangements.
• Rapid-hire contracts: Introduced by Law 5239/2025, this mechanism enables employers to engage fixed-term workers — on either a full-time or part-time basis — for up to two days per week through a streamlined hiring process.

Probationary periods are a standard feature of Greek employment contracts and commonly run for up to 12 months, during which termination by either party requires shorter notice or no notice at all, depending on the agreed terms. Once the probationary period has elapsed, dismissal protections become considerably more substantial.

Employees with more than 12 months of service may only be dismissed with written notice and a statutory redundancy payment, both of which are scaled to reflect length of service. Employees who consider their dismissal to have been unlawful or procedurally improper may seek redress through the Greek courts or by making a complaint to the Labour Inspectorate (SEPE). Refusing to work overtime cannot constitute grounds for dismissal.

How does the workplace pension system work in Greece?

The Greek social security system has been consolidated under a single unified body known as the Electronic National Social Security Fund (e-EFKA), which administers pensions, healthcare, and other social benefits for all legally employed and resident individuals. The fund is designed to provide coverage for retirement, disability, and bereavement, alongside access to comprehensive medical services.

In contrast to approaches such as the UK’s auto-enrolment model — where workplace pensions sit alongside a state pension and require employers to actively participate — Greece operates an entirely state-administered system that is compulsory from the very first day of employment. All employed persons, including salaried workers, the self-employed, and agricultural workers, must participate, with contributions calculated as a proportion of gross wages or declared income.

From January 2025, the standard contribution rates for private sector employees are set at 21.79% of gross salary for employers and 13.37% for employees, giving a combined total of 35.16%. Monthly contributions are capped at a ceiling based on earnings of €7,572.62 for 2025. These deductions cover the primary pension, the supplementary pension, and health insurance within a single combined payment.

The pension itself comprises a contributory element based on years of insurance and pensionable income, alongside a supplementary pension operating on a defined contribution basis. Voluntary occupational pension schemes are available on a purely optional basis and can only be structured as Defined Contribution plans. These employer-facilitated arrangements provide an additional layer of retirement saving broadly comparable to voluntary top-up schemes found in other European countries. For official information, refer to e-EFKA.

From 1 November 2025, premiums for overwork, overtime, night work, and Sunday and public holiday work — whether prescribed by statute, collective agreement, or paid voluntarily by employers — will be exempt from social security contributions.

What types of pension arrangements are available to expats in Greece?

Participation in the Greek social security system is compulsory for all employed persons irrespective of nationality. If you are working in Greece under a Greek employment contract, contributions to e-EFKA begin automatically on your first working day and you immediately start accruing entitlement to a Greek state pension. There is no mechanism to opt out of this obligation.

Expats relocating from EU or EEA member states can combine insurance periods accrued in other member states with their Greek contribution record when assessing eligibility for pension benefits — a right enshrined in EU Social Security Regulation (EC) No 883/2004. This portability principle operates in much the same way as it does for any worker moving between EU countries, for example between France and Germany. Nationals of non-EU countries should establish whether a bilateral social security agreement exists between Greece and their home country, as Greece has entered into such arrangements with a number of non-EU states.

Pension payments from e-EFKA are made only where a reciprocal agreement is in place or to persons residing within the EU or EEA. Non-EU expats who depart Greece before reaching retirement age should verify carefully with e-EFKA whether their contributions can be reclaimed from abroad or whether a relevant bilateral treaty governs their situation.

Expats who arrive in Greece partway through their working life may find that their Greek contribution record falls short of the threshold required for a full pension. It is worth investigating whether shortfalls can be made up by purchasing notional insurance periods — the cost of buying additional notional years rose to €176 per month following the 2025 minimum wage increase, which is relevant for those considering this route to meet pension qualification requirements.

Pension arrangements established in your home country are not recognised within the Greek state system but can be maintained alongside your Greek contributions. Independent financial advice is strongly recommended, and you should verify current eligibility rules directly with e-EFKA or a qualified pension specialist before committing to any course of action.

What is the retirement age in Greece, and how does the pension eligibility system work?

The statutory retirement age in Greece is currently 67 for both men and women, with only limited reductions available in specific circumstances. This unified age threshold applies regardless of gender, marking a significant departure from older systems in which women were often permitted to retire earlier. A full pension may be drawn from age 62, provided the individual has accumulated a minimum insurance period of 40 years, equivalent to 12,000 contribution days. Special provisions allow workers in hazardous occupations to retire at 62 after a minimum of 17 contribution years.

The pension benefit is composed of two distinct elements: the National Pension and the Contributory Pension. The National Pension is a flat-rate payment, currently set at €384 per month for individuals with 20 years of insurance coverage and 40 years of residence in Greece, and is funded from the state budget. The Contributory Pension is calculated on the basis of total lifetime contributions and the earnings on which those contributions were assessed from 2002 until the pension commencement date.

To qualify for the National Pension, individuals must have at least 15 years of insurance and 15 years of residence in Greece. A reduced pension is accessible from age 62 for those with a minimum of 15 contribution years, but the National Pension component is reduced by one two-hundredth for each month falling short of full retirement age. Those with fewer than 15 years of contributions will not be eligible for the flat-rate national pension.

Any future adjustments to the retirement age are expected to be linked to life expectancy projections under EU ageing frameworks. As of 2025, no confirmed increase beyond 67 has been announced, though the rules are subject to periodic review. Current eligibility information can be obtained from e-EFKA or the Ministry of Labour and Social Affairs.

What taxes and social contributions are deducted from wages in Greece?

Employers in Greece are required to deduct income tax from employees’ wages at source and remit it to the tax authorities. Taxation is applied on a progressive scale: income up to €10,000 is taxed at 9%; earnings between €10,001 and €20,000 at 22%; between €20,001 and €30,000 at 28%; between €30,001 and €40,000 at 36%; and any income above €40,000 at 44%. These rates apply to employment income as of 2025.

A personal tax allowance is available to employees whose annual earnings do not exceed €12,000. Greek tax residents are liable for income tax on their worldwide earnings, whereas non-residents are taxed only on income arising in Greece. Any individual present in Greece for more than 183 days in a given year is classified as a tax resident — a distinction that carries significant implications for expats who continue to hold income sources or assets in their country of origin.

From 1 January 2025, e-EFKA contributions stand at 21.79% for employers and 13.37% for employees, combining to 35.16%, with the contribution ceiling based on monthly earnings of €7,572.62. Both income tax and social security payments are deducted by the employer and transmitted electronically to the relevant authorities each month.

Freelancers and the self-employed are responsible for calculating and submitting their own contributions directly to the relevant bodies. For definitive and up-to-date guidance on tax obligations, consult the Independent Authority for Public Revenue (AADE), and for social security matters, refer to e-EFKA. Greece has concluded double taxation treaties with a significant number of countries, so expats should seek professional advice to determine whether treaty relief applies to their personal circumstances.

What are the rules around trade unions and collective bargaining in Greece?

The collective bargaining framework in Greece is governed by Law 1876/1990 and operates across three distinct tiers: national level, where a general collective agreement is negotiated between the principal employer and employee federations; industry and occupational level, conducted at either national or regional level between trade unions and employers’ associations in specific sectors; and enterprise level, taking place directly between a company-level union and the individual employer.

Once signed, the terms of a collective agreement have immediate binding force on all signatories. Provisions in individual employment contracts that diverge from the terms of a collective agreement take precedence only where they are more favourable to the employee. In general, where the terms of a collective agreement offer greater protection than the law, those terms prevail — unless the legal provision in question is one of mandatory bilateral effect.

The primary national trade union body is the General Confederation of Greek Labour (GSEE), which represents private sector workers and participates in national social dialogue on wages and working conditions. Union membership in Greece fell considerably in the wake of the financial crisis of 2010–2016, but unions continue to wield meaningful influence in sectors including banking, utilities, transport, and public services. Foreign nationals who are lawfully employed in Greece enjoy the same right to join and participate in trade unions as Greek citizens, under both EU law and the Greek constitution.

Employees covered by sector-level collective bargaining agreements may benefit from overtime pay rates that exceed the statutory minimum. If your employer is bound by such an agreement, your individual entitlements may be more generous than the legal minimums outlined in this article — always establish whether a relevant agreement covers your role.

Are there any particular employment protections or challenges that expats should be aware of in Greece?

Expatriates employed in Greece are governed by the same labour laws as Greek workers. Irrespective of nationality, anyone engaged under a Greek employment contract is entitled to at least the statutory minimum wage and the full range of associated legal protections. Specific additional considerations, such as work permit requirements and tax treatment, will vary depending on individual circumstances.

A practical difficulty encountered by many expats is that employment contracts, payslips, and official communications from employers and government authorities are generally produced in Greek. While this presents no legal obstacle to employment, it does mean that fully understanding your contractual terms or navigating a workplace dispute may require professional translation assistance or advice from a locally qualified lawyer. There is no statutory entitlement to receive employment-related documentation in any language other than Greek.

Non-EU nationals are required to obtain a valid work permit before commencing any employment in Greece. Because permits are typically tied to a particular employer, moving to a different employer or changing role may require an amendment to the permit, potentially interrupting employment continuity. The scope of the permit may also limit the type or sector of permissible work. Expats should confirm that their permit covers the specific position they intend to take up and clarify the procedure for switching employers with the Ministry of Migration and Asylum.

Recognition of overseas academic qualifications falls under the remit of the Hellenic NARIC, while regulated professions such as medicine, law, and engineering are subject to the requirements of their respective sector-specific regulatory bodies. Qualifications from EU member states benefit from mutual recognition under EU law, but non-EU qualifications may require a formal equivalency assessment before Greek employers or professional bodies will accept them.

Expats commonly find employment across sectors including tourism, hospitality, technology, shipping, and education, and English is widely used in internationally oriented business environments. However, roles in the Greek public sector or in regulated professions typically require a high level of Greek language proficiency. The Labour Inspectorate (SEPE) is the principal authority for reporting violations of employment rights and accepts complaints from all workers regardless of their nationality.

Frequently Asked Questions

Are my foreign qualifications recognised by Greek employers?

Qualifications earned within the EU are generally accepted under mutual recognition principles, though regulated professions including medicine, law, and architecture require formal registration with the appropriate professional body in Greece. Non-EU qualifications may be subject to a formal equivalency assessment conducted by the Hellenic NARIC or the relevant sectoral regulator. It is advisable to check with the applicable professional body or the Hellenic NARIC well in advance of your planned move.

Can I access my Greek state pension contributions if I leave Greece?

Pension payments from e-EFKA are made only where a reciprocal agreement exists or to individuals residing in an EU or EEA country. EU and EEA nationals may combine their Greek contribution record with periods of insurance in other member states under EU portability rules. Non-EU nationals should verify whether a bilateral social security agreement between Greece and their home country governs their entitlements. Contact e-EFKA directly before leaving Greece to confirm your individual position.

What happens to my employment rights if my visa status changes while working in Greece?

Your statutory employment protections — including entitlements to minimum pay, leave, and overtime — remain in force for as long as you hold a valid employment relationship in Greece, regardless of the type of visa you hold. That said, if your work permit is linked to a specific employer, transferring to a new employer without first updating your permit may compromise your legal right to work. Always ensure your immigration documentation is amended before any change of employer and obtain guidance from the Ministry of Migration and Asylum.

Do I need to file a Greek tax return as a foreign worker?

Those who qualify as Greek tax residents — by virtue of spending more than 183 days per year in the country — are taxable on their worldwide income. Non-residents are liable only for income arising in Greece. Although income tax is generally deducted at source by the employer, employees are still required to submit an annual tax return. Consult the Independent Authority for Public Revenue (AADE) for further guidance, and establish whether a double taxation agreement between Greece and your home country reduces your liability.

What are the 13th and 14th month salary payments, and am I entitled to them?

Greek employment law requires that all full-time employees receive supplementary annual payments in addition to their regular monthly salary. These consist of a Christmas bonus equivalent to one full month’s pay, an Easter bonus of half a month’s pay, and a summer holiday allowance of half a month’s pay — amounting in total to the equivalent of two additional months of salary per year. These payments are statutory obligations and apply to all employees working under Greek contracts, including expats, from their first year of employment.

Is there a probationary period in Greece, and can I be dismissed during it?

Probationary periods are legally recognised in Greece and are generally set out in the employment contract, with a common duration of up to 12 months. During this period, either party may end the employment relationship with minimal or no notice and without the severance obligations that attach to confirmed employment. Once the probationary period concludes, full dismissal protections and severance entitlements come into effect. The specific terms of your contract should always be checked carefully.

What is the Digital Work Card (Ergani), and does it affect me?

Among the key reforms introduced by Law 5239/2025 are expanded overtime provisions and a drive toward digital management of employment administration. The Digital Work Card, operated through the ERGANI II platform, captures employees’ working hours electronically in real time. Coverage extends to the majority of private sector employees, and the system is designed to support compliance with working time legislation. Your employer is responsible for logging your hours automatically; failure to comply on the employer’s part may result in an inspection by the Labour Inspectorate.

Where can I report a breach of my employment rights in Greece?

The Labour Inspectorate (SEPE) is the primary enforcement body for employment rights in Greece and receives complaints from all workers — including foreign nationals — concerning issues such as undeclared work, unpaid wages, hazardous working conditions, or breaches of working-time rules. You may also seek support from your trade union where relevant, or take advice from a locally qualified employment lawyer. Tax-related concerns should be directed to the AADE, and social security queries to e-EFKA.