What is a sýmvasi ergasías in Greece?

A sýmvasi ergasías is an employment contract between an employee and an employer. It sets the basic conditions under which work is performed and paid.

What employment contract forms are common in Greece?

Open-ended and fixed-term contracts are common, and either may involve different working-time patterns where permitted. Seasonal, temporary, remote, and other arrangements can have additional conditions.

How can an employee check declared employment in Greece?

The employee should compare the written agreement, official employment information, actual schedule, and payslips. Any mismatch should be documented and questioned promptly.

How can employment in Greece end?

Employment may end through resignation, dismissal, mutual agreement, or expiry of a fixed term. The necessary process and financial consequences depend on the contract and circumstances.

Employment in Greece

Employment in Greece is a working relationship between an employee and an employer. Its main conditions include duties, pay, working time, workplace, leave, and duration. Clear written terms and official declaration help protect both sides.

Tip

Treat employment as a documented relationship, not only a spoken promise. Read the agreement before starting, verify that the declared role and schedule are accurate, and keep proof of every payment. Raise differences early and in writing.

byEleni&Dimitris

Employment exists when a person performs work under an employer's organization and direction in return for pay. In Greek, an employment contract is commonly called a sýmvasi ergasías. A contract may be open-ended or fixed-term. Full-time and part-time arrangements are also used, while special rules can apply to temporary, seasonal, remote, or agency work. The agreed terms normally identify the parties, role, workplace, starting date, working pattern, pay, and contract duration. Important changes should be recorded clearly rather than left to memory. The employer registers employment through the relevant official systems and manages payroll deductions and social insurance contributions. Employees should still keep their own agreements and pay records. Working time includes the agreed schedule and the rules for breaks, rest, additional work, and overtime. The exact treatment depends on the arrangement and applicable employment framework. Employees receive paid leave and may have protection during illness, parenthood, workplace injury, or other recognized absences. Eligibility and procedure depend on the situation and employment record. Employment can end through resignation, expiry of a fixed term, mutual agreement, or dismissal. Notice, documents, final payment, and possible compensation depend on the form and circumstances. Collective agreements and workplace rules may add conditions for a sector, occupation, or employer. A worker should therefore check both the personal contract and any wider framework that applies. Undeclared employment or false records can weaken access to pay, insurance, and legal protection. A person should compare the declared arrangement with the hours and duties actually performed.