{"id":6763,"date":"2025-10-31T17:28:50","date_gmt":"2025-10-31T14:28:50","guid":{"rendered":"https:\/\/kremalis.com\/?p=6763"},"modified":"2025-10-31T17:29:57","modified_gmt":"2025-10-31T14:29:57","slug":"four-day-weeks-and-13-hour-days-greece-introduces-major-labour-law-reform","status":"publish","type":"post","link":"https:\/\/kremalis.com\/el\/four-day-weeks-and-13-hour-days-greece-introduces-major-labour-law-reform\/","title":{"rendered":"Four-day weeks and 13-hour days: Greece introduces major labour law reform"},"content":{"rendered":"
\n
\n
Greece has recently enacted a new law that brings significant changes to the organisation of work. Key measures include the option for a four-day workweek, extended overtime, and a push towards digital modernisation. We explore the key reforms and the implications for employers.<\/div>\n<\/div>\n<\/div>\n
\n
\n

The changes have been\u00a0<\/span>introduced under Law 5239\/2025,\u00a0<\/span>en<\/span>titled\u00a0<\/span>\u2018<\/span>Fair Work for Everyone: Simplification of Legislation \u2013 Support for Workers \u2013 Protection in Practice \u2013 Pension Adjustments<\/span>\u2019<\/span>. Recently passed by<\/span>\u00a0the Hellenic<\/span>\u00a0Parliament and published in the Government Gazette, the new framework introduces changes across key areas<\/span>\u00a0\u2013<\/span>\u00a0from working time and annual leave<\/span>,<\/span>\u00a0to the moderni<\/span>s<\/span>ation of the\u00a0<\/span>D<\/span>igital\u00a0<\/span>W<\/span>ork\u00a0<\/span>C<\/span>ard and recruitment procedures.<\/span>\u00a0For employers, the law\u00a0<\/span>represents<\/span>\u00a0both a compliance challenge and a strategic opportunity to modernise workforce planning, streamline processes, and strengthen internal governance.<\/span><\/span>\u00a0<\/span><\/p>\n<\/div>\n

\n

Part-time and rotational employment<\/h3>\n<\/div>\n
\n

One of the key changes concerns the reform of part-time and rotational employment. The explicit time limitation of employment contracts (<\/span>i.e.\u00a0<\/span>daily, weekly, or monthly<\/span>\u00a0contracts<\/span>)\u00a0<\/span>has been<\/span>\u00a0abolished, allowing employers and employees to freely agree\u00a0<\/span>(<\/span>in writing<\/span>)<\/span>\u00a0on\u00a0<\/span>their<\/span>\u00a0duration. At the same time, the obligation to\u00a0<\/span>submit<\/span>\u00a0such contracts to the Labour Inspectorate is also abolished, significantly simplifying procedures for businesses. Equally important is that, for the first time, employees under rotational work arrangements may now perform overtime work.<\/span><\/span>\u00a0<\/span><\/p>\n<\/div>\n

\n

Overtime framework reform \u2013 13-hour workdays<\/h3>\n<\/div>\n
\n

Among the most discussed provisions of the new law is the revised overtime framework. Daily overtime increases from three to four hours, while the annual cap\u00a0<\/span>remains<\/span>\u00a0at 150 hours, and the weekly limit at 48 hours. In practice, an employee may now work up to 13 hours a day for the same employer<\/span>:<\/span>\u00a0eight hours of regular work and five hours of\u00a0<\/span>over<\/span>work and overtime<\/span>,<\/span>\u00a0with a 20% premium for the first extra hour and 40% for\u00a0<\/span>subsequent<\/span>\u00a0overtime.<\/span>\u00a0This measure, which has been in effect since September 2023 for employees working for two or more employers, is now extended to apply to a single employer, provided that the employee gives explicit consent. The\u00a0<\/span>additional<\/span>\u00a0hours must be offset by a corresponding reduction on other days to ensure weekly limits are respected<\/span>,<\/span>\u00a0while 13-hour working days may be applied up to 37.5 days per year.<\/span>\u00a0E<\/span>mployees who decline overtime\u00a0<\/span>retain<\/span>\u00a0full protection from dismissal<\/span>.<\/span><\/span>\u00a0<\/span><\/p>\n<\/div>\n

\n

Four-day workweek<\/h3>\n<\/div>\n
\n

For the first time, the\u00a0<\/span>option<\/span>\u00a0of a four-day workweek is introduced on a permanent basis.\u00a0<\/span>E<\/span>mployers and employees may\u00a0<\/span>mutually agree to\u00a0<\/span>establish<\/span>\u00a0a 10-hour, four-day work schedule per week, without any reduction in pay. This measure is particularly beneficial for working parents who can choose, for example, to work Monday through Thursday and take Friday off<\/span>,\u00a0<\/span>improving<\/span>\u00a0their\u00a0<\/span>work-life balance.<\/span><\/span>\u00a0<\/span><\/p>\n<\/div>\n

\n

Flexibility in annual leave<\/h3>\n<\/div>\n
\n

The law also introduces greater flexibility in annual leave. Employees may now split their leave into more than two periods per year, provided both parties agree.\u00a0<\/span>At the same time,\u00a0<\/span>employers<\/span>\u00a0are now able to\u00a0<\/span>report granted leave electronically to the ERGANI II information system within the first ten days of the month following the period of leave.<\/span><\/span>\u00a0<\/span><\/p>\n<\/div>\n

\n

Parental benefits and maternity protection<\/h3>\n<\/div>\n
\n

Another major change concerns the parental leave allowance, which is now tax-free, non-transferable,\u00a0<\/span>protected from being<\/span>\u00a0seiz<\/span>ed<\/span>\u00a0by the state or third\u00a0<\/span>parties and<\/span>\u00a0does not count toward<\/span>s<\/span>\u00a0total household income. Maternity protection is extended to foster mothers of children up to eight years\u00a0<\/span>old but<\/span>\u00a0also applies to mothers who adopt a child up to eight years of age (previously applicable to children up to six years of age)<\/span>. Moreover,\u00a0<\/span>maternity<\/span>\u00a0and postnatal benefits are now granted even if the employee has changed employers or insurance funds,\u00a0<\/span>through recognition of total insurance time<\/span>.<\/span><\/span>\u00a0<\/span><\/p>\n<\/div>\n

\n

\u201cFast Track\u201d hiring mechanism<\/h3>\n<\/div>\n
\n

To\u00a0<\/span>assist<\/span>\u00a0businesses that\u00a0<\/span>operate<\/span>\u00a0with\u00a0<\/span>seasonal or fluctuating workloads<\/span>,<\/span>\u00a0mainly in<\/span>\u00a0the<\/span>\u00a0tourism and hospitality<\/span>\u00a0sectors<\/span>,<\/span>\u00a0a\u00a0<\/span>\u2018<\/span>fast-track<\/span>\u2019<\/span>\u00a0hiring mechanism<\/span>\u00a0is being\u00a0<\/span>established<\/span>. Employers will be able to offer fixed-term\u00a0<\/span>employment\u00a0<\/span>contracts\u00a0<\/span>(even for as little as two days\u00a0<\/span>in order to<\/span>\u00a0quickly meet urgent business needs)\u00a0<\/span>via\u00a0<\/span>a special electronic application of the system P.S. ERGANI II<\/span>. Through this, they can\u00a0<\/span>submit<\/span>\u00a0the essential terms of employment\u00a0<\/span>and any necessary documents that may be\u00a0<\/span>required<\/span>\u00a0in certain cases<\/span>\u00a0(e.g. for foreign or underage workers). Employees will receive a notification via the \u201c<\/span>MyErgani<\/span>\u201d app and must accept the\u00a0<\/span>contract<\/span>\u00a0before starting work. The system also allows for amendments to contract terms\u00a0<\/span>and immediate new electronic notification, whereby the employee must accept the modification no later than the start of the originally declared working hours or the start of any modified working hours, whichever is earlier.<\/span><\/span>\u00a0<\/span><\/p>\n<\/div>\n

\n

Digital work card and administrative simplification<\/h3>\n<\/div>\n
\n

As part of the broader digital transformation, the new law introduces practical updates to the implementation of the Digital Work Card. It provides for flexible work attendance with a maximum limit of 120 minutes to be agreed between the employer and the employee, while preparation time is now formally recognised (30 minutes in industry, 10 minutes in other sectors). Three \u2018single\u2019 unrecorded entries per month are also permitted without penalty. Any reduction in wages resulting from the use of the digital card is deemed to be a unilateral adverse change and is therefore invalid.<\/span>\u00a0<\/span><\/p>\n

In addition, the requirement to keep printed records such as leave books, employee rosters, and payroll slips is abolished. All data must now be maintained electronically in ERGANI II.<\/span>\u00a0<\/span><\/p>\n<\/div>\n

\n

Health and safety at work<\/h3>\n<\/div>\n
\n

The reform also strengthens the health and safety framework. The threshold below which an employer may personally serve as a safety technician is reduced from 50 to 20 employees. All reports from occupational doctors and safety experts must now be electronically recorded.\u00a0<\/span>At the same time,<\/span>\u00a0a\u00a0<\/span>new integrated information system,\u00a0<\/span>\u2018<\/span>HIRIDANOS<\/span>\u2019<\/span>,<\/span>\u00a0will be\u00a0<\/span>established<\/span>\u00a0to\u00a0<\/span>monitor workplace health and safety issues. The law also\u00a0<\/span>ratifies<\/span>\u00a0three\u00a0<\/span>International Labour Organization\u00a0<\/span>conventions, reaffirming that occupational health and safety constitute a fundamental human right.<\/span><\/span>\u00a0<\/span><\/p>\n<\/div>\n

\n

Provisions for working pensioners<\/h3>\n<\/div>\n
\n

Finally, the law introduces an adjustment to the Solidarity Contribution for Pensioners (EAS), effectively freezing any increase for retirees who\u00a0<\/span>remain<\/span>\u00a0employed. This ensures that any pension increment derived from employment will not trigger a higher contribution rate, thus preventing a net reduction in take-home pension income.<\/span><\/span>\u00a0<\/span><\/p>\n<\/div>\n

\n

Takeaway for employers<\/strong><\/h3>\n<\/div>\n
\n

Law 5239\/2025 introduces greater flexibility and simplified administrative procedures, creating opportunities for employers to modernise workforce strategies and internal organisational structures. Nonetheless, the newly enacted legislation also raises legitimate concerns regarding the intended degree of flexibility and its potential impact on the destabilisation of employment relationships.\u00a0<\/span>\u00a0<\/span><\/p>\n

To navigate the new reforms effectively, employers should prioritise reviewing and amending employment contracts and workforce planning models. At the same time, it is essential that they establish clear and uniform internal policies that comply with the new rules on working time, overtime, leave entitlements, and the use of the Digital Work Card. Employers are also encouraged to strengthen their compliance and risk management frameworks by conducting targeted policy reviews, internal audits, and comprehensive training programmes for HR personnel and management. Finally, and given the stricter reporting requirements and\u00a0<\/span>tightening of limits on employers\u2019 safety obligations<\/span>, reinforcing internal health and safety rules is crucial to ensure compliance.<\/span>\u00a0<\/span><\/p>\n<\/div>\n<\/div>","protected":false},"excerpt":{"rendered":"

Greece has recently enacted a new law that brings significant changes to the organisation of work. Key measures include the option for a four-day workweek, extended overtime, and a push towards digital modernisation. We explore the key reforms and the implications for employers. The changes have been\u00a0introduced under Law 5239\/2025,\u00a0entitled\u00a0\u2018Fair Work for Everyone: Simplification of… <\/p>\n

<\/div>\n

Read More<\/a><\/p>","protected":false},"author":4,"featured_media":6764,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[7],"tags":[113,183,180,182,181],"class_list":["post-6763","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news-article","tag-employmentlaw","tag-hrinsights","tag-hrnews","tag-hrupdates","tag-labourlaw"],"_links":{"self":[{"href":"https:\/\/kremalis.com\/el\/wp-json\/wp\/v2\/posts\/6763","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/kremalis.com\/el\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/kremalis.com\/el\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/kremalis.com\/el\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/kremalis.com\/el\/wp-json\/wp\/v2\/comments?post=6763"}],"version-history":[{"count":3,"href":"https:\/\/kremalis.com\/el\/wp-json\/wp\/v2\/posts\/6763\/revisions"}],"predecessor-version":[{"id":6767,"href":"https:\/\/kremalis.com\/el\/wp-json\/wp\/v2\/posts\/6763\/revisions\/6767"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/kremalis.com\/el\/wp-json\/wp\/v2\/media\/6764"}],"wp:attachment":[{"href":"https:\/\/kremalis.com\/el\/wp-json\/wp\/v2\/media?parent=6763"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/kremalis.com\/el\/wp-json\/wp\/v2\/categories?post=6763"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/kremalis.com\/el\/wp-json\/wp\/v2\/tags?post=6763"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}