Referencias
Termination of employment Act No. 24 of 1967, as amended up to Act 111(1) 2003 [TEA] (in Greek only)
Fecha:
20 Aug 1970;
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Collective Dismissals Act, No. 28(I) of 2001 [CDA] (in Greek only)
Fecha:
20 Aug 1970;
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Ámbito de aplicación
Tamaño de las empresas excluidas (≤): 20
Exclusion only applicable to Collective Dismissals Act (sec. 2 CDA). No exclusion under the TEA, therefore the rules on individual dismissal apply to all enterprises.
Categorías de trabajadores excluidas: funcionarios publicos, policía, ejército
Employment of the public servants, police and armed force personnel is regulated by the Public Service Law (No. 1/90) and Municipal Corporations Law (No. 111/85).
CDD regulados: Si
Razones de utilización legítima de CDD: sin restricción
Subject to correct interpretation of the 98(I)/2003 Act (available only in original language) that transposes the Council Directive 1999/70/EC of 25 June 1999 concerning the framework agreement on fixed-term work.
Article 7 TEA - objective reasons' exist when the company's need for completion of a task is temporary and the particularity of the ongoing task justifies the contract's fixed duration.
Número máximo de CDD consecutivos: sin restricción
Subject to correct interpretation of the 98(I)/2003 Act (available only in original language) that transposes the Council Directive 1999/70/EC of 25 June 1999 concerning the framework agreement on fixed-term work.
Duración máxima acumulativa de CDD consecutivos: 30mes(es)
Under Article 7 of the Fixed-Term Employees (Prohibition of Discrimination) Law 2003 (N98(I)/2003), when an employee is employed on a fixed-term contract for 30 months or more, the contract is regarded for all purposes to be permanent and any provision in the contract that limits its duration will be inapplicable unless the employer can prove that employment under a fixed-term contract can be justified for objective reasons.
Duración maxima del periodo de prueba (en meses): 24 mes(es)
Sec. 3 and 9 TEA.
Articles 9 - It shall further be understood that no probationary period shall be longer than one hundred and four weeks (24 months), and any probationary period longer than 26 weeks shall fall within this reservation by means of a letter of agreement between the employer and the employer at the time of the entry into force of the employer's employment.
(2) In all cases before the Labour Court, a dispute under this Article shall be presumed, until proven otherwise, that the employment was not on a trial basis.
Obligación de motivar el despido: No
Only for collective dismissals is justification explicitly requested in the legislation.
(sec. 21 TEA (notification to the labour administration) and sec.4-5 CDA (consultation with the trade union representatives).
No such provision exists with regard to individual dismissals based on the worker's conduct or capacity.
Motivos autorizados (despido justificado):
Motivos prohibidos: estado civil, embarazo, licencia de maternidad, presentación de una queja contra el empleador, raza, color, sexo, religión, opinion política, origen social, nacionalidad, afiliación sindical y actividades sindicales, discapacidad, licencia paternal, participación en una huelga legal
Sec. 6 TEA
See also, European Commission Study, TER, 2007, p.56.
Trabajadores que gozan de una protección particular (fuero): mujeres embarazadas o con licencia de maternidad, trabajadores con responsabilidades familiares
See: Maternity Protection Act (No. 100(I)/97, as amended in 2011), sec. 4:
Prohibition to give notice for termination to pregnant women after the announcement of pregnancy and up until 3 months after the expiry of the maternity leave and to women on adoption leave. However, this does not apply when the employed woman is found guilty of a serious offence or behaviour justifying termination of the employment relationship, when the undertaking ceases its activities, or when the contract period has come to an end (sec. 4B)
Forma de la notificación del despido al trabajador: escrita
Article 9, paragraph 5, of TEA.
Plazo de preaviso:
Articles 9 of TEA.
Notice to be given to the employee (except in cases giving rise to summary dismissal) is established according to the length of service, as follows:
9.-(1) On or after the minimum period of notice given by the employer to the employee shall be as follows:
(a) where the employee has been employed continuously for 26 or more weeks but less than 52, a period of one week;
(b) where the employee has been employed continuously for 52 or more weeks but less than one hundred and four, a period of two weeks;
(c) where the employee has been employed continuously for a hundred and four-and-a-half weeks but less than one hundred and fifty-six, a period of four weeks;
(d) where the employee has been employed continuously for a hundred and fifty-a-week but less than two hundred and eight, a period of five weeks;
(e) where the employee has been continuously employed for two hundred eight weeks or more but less than two hundred and fifty-nine weeks, a period of six weeks;
(f) where the employee has been continuously employed for two hundred and sixty weeks or more but less than three hundred and eleven weeks, a period of seven weeks;
(g) where the employee has been continuously employed for three hundred and twelve weeks or more, a period of eight weeks.
Indemnización sustitutiva de preaviso: Si
Article 11 TEA
11.-(1) An employer who gives a warning to an employee has the right to claim rather than the employer as they accept payment instead of notice. This payment shall be calculated in accordance with the provisions of the Third Board:
It shall be understood that where an employer exercises his right under this subparagraph, the employee shall, for the purposes of Parts II and IV, be regarded as employed until the expiry of the notice period which he would have received if he had not received payment instead.
If the worker accepts a new position in the course of the prior notice, the payment would be limited according to when a new employment contract starts.
Notificación a la administración: No
Notificación a los representantes de los trabajadores: No
Aprobación de la administración publica o de organismos judiciales: No
Acuerdo de los representantes de los trabajadores: No
Definición de despido colectivo (número de empleados afectados) At least, over a period of 30 days:<br/>1) 10 employees in undertakings with 20 to 99 employees;<br/>2) 10 % of the employees in undertakings with 100 to 299 employees;<br/>3) 30 employees in undertakings with at least 300 employees.<br/>
Sec. 2 CDA
Notificación a la administración Yes
Sec. 4 & 5 CDA
Notificación a los sindicatos (representantes de los trabajadores) Yes
Sec. 6 CDA.
Sec. 21 TEA.
Notificación a los representantes de los trabajadores: Yes
Sec. 4 & 5 CDA
Article 4:
(2) Consultations will cover at least the following topics:
(a) Possible ways and means of avoiding collective redundancies, or reducing the number of affected employees, and
(b) the ways and means of mitigating the consequences of collective redundancies by recourse to social measures aimed, inter alia, at re-employment or retraining of redundant workers.
Acuerdo de los sindicatos (representantes de los trabajadores) No
Acuerdo de los representantes de los trabajadores No
Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio) No
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...) Yes
Sec. 22 TEA (within 8 months following redundancy and subject to the operational needs of the enterprise)
Reglas de prioridad para la re-contratación Yes
Sec. 4 CDA
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Provided he has completed 104 weeks of continuous service, an employee who is dismissed on economic grounds is entitled to redundancy payments from the Redundancy Fund which is wholly financed by contributions from employers under the social insurance scheme. According to sec. 18 and the first schedule of the TEA, redundancy payment is calculated as follows:
* 2 weeks' wages for each year of service up to four year;
* 2,5 weeks' wages for each year of service from 5 to 10;
* 3 weeks' wages for each year of service from 11 to 15;
* 3,5 weeks' wages for each year of service from 16 to 20;
* 4 weeks' wages for each year of service beyond 20 years.
Redundancy payment is limited to 75,5 weeks' wages.
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