The new labor bill presented by Minister of Labor Niki Kerameos aims to modernize Greece’s labor laws by simplifying procedures, reducing bureaucracy, protecting workers, and enhancing workplace health and safety. The Ministry of Labor has released a list of 16 Q&As to clarify the most important aspects of the legislation titled ‘Fair Work for All: Simplified Legislation – Employee Support – Real Protection.’
1. **What does the new labor bill provide?**
The bill streamlines hiring processes, reduces paperwork, strengthens employee rights, and enhances labor inspections to ensure strict compliance with labor law.
2. **How does it support employees in their daily work lives?**
The bill provides more flexibility in working hours, including options for parents to work four days per week year-round (instead of just six months). It also expands parental leave benefits, improves vacation scheduling, extends maternity benefits to adoptive mothers, and ensures that overtime pay comes with a 40% premium.
3. **How does the bill benefit employers?**
It introduces fast-track hiring procedures, eliminates redundant forms, reduces employer contributions for overtime and night shifts, and offers a dedicated digital platform for employers similar to myErgani.
4. **Does the bill abolish the 8-hour workday and introduce a 13-hour day?**
No. The 8-hour workday remains intact. However, under certain conditions, workers can choose to work up to 13 hours a day, provided they receive a 40% wage increase for extra hours and rest periods are respected.
5. **Can employers force employees to work 13 hours a day?**
No. Any additional hours beyond the standard 8-hour shift require mutual agreement between employer and employee.
6. **Can employers refuse to pay for overtime?**
No. Employees are legally entitled to a 40% wage increase for any overtime worked. If not reported via the Digital Work Card, the rate increases to 120% as a penalty.
7. **Can someone work 13 hours every day throughout the year?**
No. Weekly working hours cannot exceed 48 over a four-month reference period, and annual overtime is capped at 150 hours.
8. **Can an employer fire someone via SMS?**
No. There is no provision allowing termination via text message. Current dismissal regulations remain unchanged.
9. **What changes regarding annual leave?**
Employees will be able to split their annual leave into multiple periods during the year, subject to agreement with the employer.
10. **Can rotating shift workers perform overtime?**
Yes. Rotating shift workers now have the right to request and be paid for overtime at a 40% premium if they choose.
11. **Can employers reduce wages due to the implementation of the Digital Work Card?**
No. Wage reductions immediately after implementing the Digital Work Card are considered unilateral and harmful modifications and are prohibited.
12. **Why was the 4-day workweek previously limited to six months?**
Previously, the option to work four days a week (with 10-hour days) was only available for six months. The new bill extends this right for the entire year, with mutual agreement.
13. **How does the bill help mothers who worked for multiple employers?**
Mothers who accumulated 200 social security stamps across multiple jobs and employers will now qualify for maternity benefits, which was previously denied.
14. **How does the bill protect working pensioners from solidarity contributions?**
If a working pensioner receives a pension increase due to employment, the additional amount will not trigger higher solidarity contribution rates.
15. **Does exempting overtime premiums from insurance contributions threaten the sustainability of the pension system?**
No. Data shows that contributions increased by 48% in April 2025, and worker earnings from overtime rose by 62%, thanks to reduced costs for employers.
16. **Do individual labor reforms undermine collective bargaining agreements?**
No. While the bill focuses on individual labor rights, separate discussions are ongoing to promote collective agreements. Recent data shows a rise in signed sectoral agreements with better terms than those defined by individual labor law.