The Full Implementation of ERGANI II: A New Digital Registry for Employment Relationships in Greece
As of 16 February 2026, ERGANI II operates in full and exclusive mode pursuant to Ministerial Decision 32689/20255 (Government Gazette B’ 6745/16.12.2025), permanently replacing ERGANI I after 13 years of operation.
ERGANI II is not merely a technical upgrade. By incorporating key provisions of Laws No. 5053/2023 and 5239/2025, it fundamentally transforms Greece’s labour reporting model, shifting ERGANI system into a comprehensive digital registry of employment relationships.
The new platform enhances transparency, strengthens compliance with labour legislation, reduces the risk of administrative sanctions and streamlines workforce management for businesses.
Key developments include:
- Full digitalization of hiring procedures:
Employment commencement must be submitted exclusively through the Digital Employment Commencement Declaration, incorporating all essential employment terms (probation period, work schedule, unpredictable working pattern, managerial roles, participation in the Digital Work Card system, etc.). Completion requires mandatory employee digital acceptance through myErgani app before the employment start time, otherwise the hiring declaration is automatically revoked.
- Unified digital declaration of employment modifications:
All amendments (salary changes, working time adjustments, workplace transfers, contract extensions, inclusion in the Digital Work Card, working time arrangements, etc.) are submitted through a single workflow. Forms E4, E9 and most amendment forms are abolished. Changes take effect only upon employee digital acceptance and must be filed prior to implementation.
- Redesigned termination and resignation framework:
A unified Digital Termination Declaration replaces forms E5–E6-E7 and must be submitted within four working days especially from termination of employment relationship. Employees may submit their voluntary resignation directly through ERGANI II. Furthermore, in cases of unjustified absence of employee, following three consecutive working days of absence, the employer may issue a formal notification to the employee, then wait an additional two working days, and thereafter submit a voluntary resignation declaration within two further working days.
- Expanded overtime flexibility with employee protection:
Daily overtime may reach up to 4 hours per day and up to 150 hours annually with a 40% surcharge, subject to employee consent. Refusal in good faith cannot constitute grounds for dismissal. Overtime declarations are integrated into the Digital Working Time Organization system, abolishing Form E8.
- Digital Work Card monitoring:
Entry and exit times, as well as actual working hours are digitally recorded, enhancing compliance and real-time supervision.
- Flexible working time arrangements:
Working time arrangements may have a reference period ranging from 1 week up to 12 months. All arrangements require digital declaration and employee acceptance.
- “Quick hire” mechanism:
A fast-track hiring option is introduced for urgent short-term employment needs of up to two working days per week.
- Digital annual leave management:
The annual personnel table (E4), leave register, and annual leave form (E11) are abolished. Annual leave is digitally recorded in ERGANI II, with splitting permitted upon employee request (provided one part consists of at least 5 or 6 consecutive working days, depending on the work system).
- Secondment and transfer tracking:
Genuine secondment, temporary agency placement, business transfers, and probationary termination are digitally monitored through distinct workflows, requiring employee consent prior to effectiveness.
- Correction and compliance tools:
ERGANI II introduces structured mechanisms for revocation, corrected resubmission, and late submission with automated indication, allowing employers to mitigate errors while maintaining traceability.
Overall, ERGANI II represents a structural reform of the Greek labour administration system. By consolidating employment lifecycle events into a unified digital registry, it increases legal certainty, reduces administrative burden, enhances supervisory transparency, and aligns employment governance with modern digital compliance standards.
