How to hire in Greece through an EOR

Fixed-term contracts in Greece can't exceed three years total, even with renewals, or they automatically convert to indefinite. That catches a lot of companies off guard when they're trying to keep a role temporary.

For long-term roles, go indefinite. It's simpler and you won't run into the automatic conversion risk that comes with renewing fixed-term contracts too many times.

What has to be in the contract

A contract doesn't have to be written to be legally valid in Greece, but you're required to provide written terms within one month of the start date. Those terms need to cover the basics: names, addresses, job title, place of work, start date, hours, pay details, overtime rules, and probation period if there is one.

The contract should be in Greek, though a bilingual Greek/English version works too. Within that first month, you also need to include leave entitlement, training rights, termination procedures, and any applicable collective agreements.

Probation is up to six months for white-collar employees and three months for others. You don't need to give notice to end employment during probation, but you do need to pay any wages owed. The probation period has to be written into the contract to be enforceable.

If you miss these requirements, you're exposed to disputes and fines from labor inspectors. Employees can also argue the contract implies full protections regardless of what it says.

Contractor vs. employee

Greece looks at control when determining worker status. If you set someone's hours, provide their tools, or direct how they do their work, they're likely an employee under Greek law. The legal test is about subordination in practice, not just what the contract says. Courts also look at economic dependence and how integrated the person is in your business.

Misclassification is expensive. You could owe back social security contributions (around 40% of salary), unpaid taxes, and benefits like 13th and 14th month pay, plus potential damages. Fines start at €1,050 per violation and can reach €105,000 for repeat issues. Labor ministry audits are thorough, and employees can file claims for reclassification on top of that.

Non-competes can hold up in court if they're reasonable in scope: limited to up to two years, tied to a specific geography, and backed by compensation during the restriction period. Without that compensation link, courts tend to void them. On IP, employees own what they create unless the contract explicitly assigns it to you and you've provided the means to create it.

If you're hiring remotely in Greece without a local entity, an EOR can draft contracts that meet local requirements and handle classification risks. It's a straightforward way to avoid legal exposure before it starts.

Greece increased annual leave to 22 days after just two years of service for most employees. You'll also need to plan around 12 public holidays each year.

Time off

Employees on a five-day workweek get 20 days of paid annual leave in their first year. It accrues at 1.67 days per month from day one, rounded up. You can grant leave after one month, but full entitlement kicks in after 12 months.

In year two, it increases to 21 days after the work anniversary. By year three, it's 22 days, available from January 1. Long-tenured employees get more: 25 days after 10 years with you or 12 years total, plus one extra day at 25 years total.

Six-day workers get 24 days in year one (2 days per month), then 25 in year two, and 26 from year three. From 2026, employees can split leave into chunks with a written request. One chunk needs to be at least five days for five-day workers, or six days for six-day workers. You agree on dates together, or the Labour Inspectorate steps in.

Leave must be used by March 31 the following year. Pay full normal wages plus a leave allowance (half a monthly salary, or 13 days' wages for daily-paid employees).

All leave types

Here's what the law requires for each major leave type. Pay is full unless noted, and job protection applies across the board.

Mandatory benefits

You need to enroll employees in EFKA social security straight away. It covers health, pension, and unemployment. Total contributions come to 34.57% of gross salary for most private sector roles (2025 rates).

There are no mandatory extras like meal vouchers or transport subsidies at the national level, though some sectors have collective agreements that add them. The minimum wage (around €830 gross monthly in 2025) is set separately.

What people actually expect

Legal minimums won't get you far when hiring. Employees in tech or Athens typically expect 25+ days early on, and many companies offer 23-25 days from year one to stay competitive.

Private health insurance is standard at mid-sized companies. It covers faster access to care and English-speaking doctors. Budget around €50-100 per person per month.

Remote work stipends (€20-50/month) are common post-2020. Meal cards (€5-10/day) and transport passes appear in around 40% of white-collar roles. If you don't offer these, you'll likely lose candidates to Greek startups or EU-based firms that do.

Flexible hours and four-day week trials (allowed under a 2024 law) are increasingly expected. Most employees will push for hybrid arrangements. It's also worth offering 13th and 14th month pay (Christmas and Easter bonuses, half a monthly salary each) since it's near-universal in practice, even where it's not strictly required by law.

Terminating an employee in Greece can end up in court if the employee challenges it. You don't need to state a reason upfront, but you'll need to show the dismissal was reasonable and a last resort. Greek law leans toward employees, so expect pushback if anything looks procedurally off.

Valid grounds include misconduct or poor performance, but you'll need documented warnings first. A dismissal becomes unfair if you skip notice, severance, or social security registration, or if it's discriminatory in any way. Protected categories include pregnancy, parental leave, union representatives, whistleblowers, and employees who refuse overtime in good faith. Employees have three months to sue, and courts tend to side with them if your process has gaps.

In the first 12 months, you can end employment without notice or severance. Probation can be set at up to six months by agreement, but that 12-month window for no-strings termination still applies regardless. Collective dismissals involving more than six people (or 5% of the workforce at larger firms) require Ministry of Labour approval and additional steps.

Notice periods

As an employer, you can choose to give notice or pay full severance instead. If you do give notice, you owe half the severance amount. Employees are held to shorter notice requirements. Here's the full breakdown for indefinite contracts.

Severance pay

Severance applies after one year of employment for no-cause terminations. It's required unless the dismissal is for gross misconduct or falls within the first 12 months. There's no statutory cap, but courts can adjust the amount if it looks too high or too low. Calculate it based on the employee's last full month's pay, with white-collar employees receiving an extra half month per year and blue-collar employees receiving one-third.

Severance must be paid alongside the final salary, or the termination can be registered as invalid. Employees have six months to claim any shortfall.

Work permits and visas

You can hire foreign nationals through an EOR, but the EOR needs to sponsor the work permit as the legal employer. Greece requires a work visa tied to a specific job offer. The main categories are the standard employment visa (type D, for skilled roles), intra-company transfer, and the EU Blue Card for highly skilled workers. You'll need a job offer, proof of qualifications, and a labour market test showing no suitable local candidate was available. Processing typically takes 1-2 months. You apply at the Greek consulate abroad first, then obtain a residence permit once in Greece.

Greece also offers a digital nomad visa for remote workers who aren't employed locally. It's valid for one year and renewable, and requires proof of €3,500 monthly income and health insurance. An EOR can't sponsor this visa since it's designed for people working outside Greece. New Law 5275/2026 makes legal migration easier with faster processing tracks for skilled workers.

Compliance risks to watch

If you miss registration with e-EFKA (social security), the termination is invalid until it's corrected. Data protection follows GDPR, and fines apply for breaches. Unions are active, particularly in shipping and tourism, and collective agreements often go beyond the legal minimums, so it's worth checking what applies to your sector.

A few recent changes worth knowing: Law 5239/2025 simplifies admin requirements, removing hard-copy records and annual E4/E11 forms from 2026. Unjustified absence of more than three days now counts as resignation after notice. Employees can resign unilaterally through ERGANI II. The daily overtime limit is four hours, but employees who refuse in good faith are protected from dismissal. Four-day working weeks are possible by agreement. Law 5053/2023 confirms the 12-month window where no severance applies.

Follow the process, document everything, and use your EOR to handle filings. One procedural slip can put you in front of a judge.