Mandatory written employment contract for indefinite, full-time hiring — the hiring must be declared to ΕΡΓΑΝΗ II on form Ε3 BEFORE the employee's first day of work (checked on first-morning Labour Inspectorate visits); probation is capped at 6 months under Ν.5053/2023; gross pay must not be below the statutory minimum wage.
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EMPLOYMENT CONTRACT — INDEFINITE, FULL-TIME (ΣΥΜΒΑΣΗ ΕΡΓΑΣΙΑΣ ΑΟΡΙΣΤΟΥ ΧΡΟΝΟΥ ΠΛΗΡΟΥΣ ΑΠΑΣΧΟΛΗΣΗΣ)
Between: (ΑΦΜ ), the "Employer", and: (ΑΜΚΑ/ΑΜΑ ΕΦΚΑ ), the "Employee". Contract date: .
1. LEGAL BASIS AND ΕΡΓΑΝΗ II FILING 1.1. This contract is issued in writing under Π.Δ. 156/1994 and Ν.5053/2023 (transposing Directive (EU) 2019/1152 on transparent and predictable working conditions). 1.2. ⚠️ The hiring must be declared to ΕΡΓΑΝΗ II on form Ε3 BEFORE the Employee's first day of work — this is the single most common target of a first-morning Επιθεώρηση Εργασίας (Labour Inspectorate / ΣΕΠΕ) check. Ε3 filing date: (must be before ).
2. POSITION AND WORKPLACE 2.1. Position / specialisation (ειδικότητα): 2.2. Place of work:
3. START DATE AND PROBATION 3.1. Start date: 3.2. Probation period (δοκιμαστική περίοδος): 3.3. ⚠️ Under Ν.5053/2023, probation may not exceed 6 months; the Employee is protected from day one against discriminatory dismissal and retains the right to parallel employment with another employer unless expressly and reasonably restricted.
4. PAY 4.1. Gross monthly salary: 4.2. ⚠️ Must not be below the statutory minimum wage — €920 gross/month from 01.04.2026 (€41.09/day), plus τριετίες (seniority increments, €92 per 3-year period) where applicable. Sectoral ΣΣΕ may set a higher floor, especially for HoReCa.
5. WORKING HOURS 5.1. 5.2. ⚠️ The schedule declared here must mirror the digital schedule filed in ΕΡΓΑΝΗ II (ψηφιακή οργάνωση χρόνου εργασίας) and, where the ψηφιακή κάρτα εργασίας (digital work-time card) applies to this business, the actual clock-in/clock-out times recorded on it. A mismatch is treated as a presumption of undeclared overtime.
6. COLLECTIVE AGREEMENT 6.1. Applicable ΣΣΕ, if any:
SIGNATURES Employer ______________ / on behalf of / Employee ______________ / /
This is a boilerplate template, not legal advice. Greek employment, data-protection and consumer-protection law (Π.Δ. 156/1994 and Ν.5053/2023 on written employment terms; Π.Δ. 81/2003 on fixed-term contract chains; Ν.4093/2012 and Ν.4808/2021 on severance; Ν.3850/2010 on occupational risk assessment; the GDPR/Regulation (EU) 2016/679 and Ν.4624/2019; Regulation (EU) 1169/2011 on allergens; Regulation (EC) 852/2004 on HACCP; Ν.2251/1994 on consumer protection; and Ν.1652/1986 on hotel-guest relations) is highly procedural, tied to fixed statutory deadlines administered through the ΕΡΓΑΝΗ II platform (Ε3 hiring BEFORE the first day, Ε5/Ε6 within 4 working days, Ε8 overtime BEFORE it happens, Ε9 within 8 days, Ε11 in the January-March window) and to the ψηφιακή κάρτα εργασίας (digital work-time card, mandatory for HoReCa since 01.03.2025, fined up to €10,500 per employee per inactive shift) — and it changes frequently, including the 2026 minimum wage increase to €920 gross/month (01.04.2026) and further digital-work-card rollout waves planned for 2026. Have this document reviewed and adapted by a Greek employment/legal advisor (δικηγόρος) or accountant (λογιστής) and verified against current ΣΕΠΕ (Labour Inspectorate), ΕΦΕΤ, ΑΠΔΠΧ and ΑΑΔΕ thresholds and guidance before use.
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