Mandatory written termination — without the written form the dismissal is void (άκυρη); must be filed as form Ε6 in ΕΡΓΑΝΗ II within 4 working days; severance is calculated on the Ν.4093/2012 scale (1-12 monthly salaries by seniority, blue- and white-collar staff equalised by Ν.4808/2021).
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TERMINATION NOTICE (ΚΑΤΑΓΓΕΛΙΑ ΣΥΜΒΑΣΗΣ) + SEVERANCE CALCULATION (ΑΠΟΖΗΜΙΩΣΗ)
Employer: Employee: ,
1. ⚠️ WRITTEN FORM IS MANDATORY 1.1. Without a written termination, the dismissal is void (άκυρη) under Greek law. Termination effective date: . Delivery method: . Employee signature:
2. Ε6 FILING IN ΕΡΓΑΝΗ II 2.1. ⚠️ This termination must be filed as form Ε6 within 4 WORKING DAYS. Filing deadline:
3. SEVERANCE CALCULATION (ΑΠΟΖΗΜΙΩΣΗ) 3.1. Seniority: years. Gross monthly salary: . 3.2. Notice status: — giving prior notice reduces the severance owed to 50% of the full amount under the Ν.4093/2012 scale. 3.3. Severance amount: 3.4. ⚠️ Since Ν.4808/2021, blue-collar (εργατοτεχνίτες) and white-collar (υπάλληλοι) staff are treated identically for severance purposes under the Ν.4093/2012 table (1-12 monthly salaries by seniority; higher legacy entitlements — up to 16+ months — may still apply to staff hired before the relevant transitional dates). 3.5. ⚠️ No severance is owed for dismissal within the first 12 months of employment (applies to hires after 17.04.2019, treated as a statutory probation window).
SIGNATURES Employer ______________ / on behalf of / Received by Employee ______________ / / Date: ______________
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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