Références
Termination of employment Act No. 24 of 1967, as amended up to Act 111(1) 2003 [TEA] (in Greek only)
Date:
20 Aug 1970;
voir le site internet
»
(voir dans NATLEX
»)
Collective Dismissals Act, No. 28(I) of 2001 [CDA] (in Greek only)
Date:
20 Aug 1970;
voir le site internet
»
(voir dans NATLEX
»)
Champ d'application
Taille des entreprises exclues (≤): 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.
Catégories de travailleurs exclues: fonctionnaires, police, armée
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 reglementés: Oui
Motifs autorisés de recours au CDD: aucune limitation
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 of TEA - completion of a task is temporary and the particularity of the ongoing task justifies the contract's fixed duration
Nombre maximum de CDD successifs: aucune limitation
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.
Durée cumulée maximum de CDD successifs: 30mois
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.
Durée maximale de la période d'essai (en mois): 24 mois
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.
Obligation d'informer le travailleur des raisons du licenciement: Non
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.
Motifs autorisés (licenciement justifié):
Motifs prohibés: état matrimonial, grossesse, congé de matérnité, avoir déposé une plainte contre l'employeur, race, couleur, sexe, religion, opinion politique, origine sociale, nationalité/origine nationale, affiliation et activités syndicales, handicap, congé parental, participation à une grève légale
Sec. 6 TEA
See also, European Commission Study, TER, 2007, p.56.
Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité, travailleurs avec des responsabilités familiales
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)
Forme de la notification du licenciement au travailleur: écrite
Article 9, paragraph 5, of TEA.
Délai de préavis:
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.
Tous:
Tous:
- Tous: 1 semaine(s).
Tous:
Tous:
- Tous: 1 semaine(s).
Tous:
Tous:
- Tous: 4 semaine(s).
Tous:
Tous:
- Tous: 6 semaine(s).
Tous:
Tous:
- Tous: 7 semaine(s).
Tous:
Tous:
- Tous: 8 semaine(s).
Tous:
Tous:
- Tous: 8 semaine(s).
Indemnité compensatrice de préavis: Oui
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.
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Non
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Non
Définition du licenciement collectif (nombre d'employés concernés) 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
Notification à l'administration publique Yes
Sec. 4 & 5 CDA
Notification aux syndicats (représentants des travailleurs) Yes
Sec. 6 CDA.
Sec. 21 TEA.
Notification aux représentants des travailleurs: 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.
Accord des syndicats (représentants des travailleurs) No
Accord des représentants des travailleurs No
Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté) No
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...) Yes
Sec. 22 TEA (within 8 months following redundancy and subject to the operational needs of the enterprise)
Règles de priorité de réembauche Yes
Sec. 4 CDA
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois
:
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.
: 0 semaine(s)
: 0 semaine(s)
: 0 semaine(s)
: 4 semaine(s)
: 8 semaine(s)
: 10.5 semaine(s)
: 23 semaine(s)
: 55.5 semaine(s)
travailleurs miniers: Non
Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie): Statutory compensation for unfair dismissal is calculated following the scheme of redundancy payment. It varies according to the length of service and is limited to 24 months, except when the worker has achieved pensionable age.<br/>
(Note that an employee is entitled to compensation for unfair dismissal provided he or she has been employed for more than 26 weeks (extended to 104 weeks if agreed by the parties at the conclusion of the contract) and he has not reached the age of 65)
Pursuant to schedule 4 of the TEA, statutory compensation is established as follows:
* Max. 2 weeks' wages for each year of service up to 4 years;
* max. 2.5 weeks' wages for each year of service from 5 to10;
* max. 3 weeks' wages for each year of service from 11 to 15 years;
* max. 3.5 weeks' wages for each year of service from 16 to 20 years
* max. 4 weeks' wages for each year of service from 21 to 25 years.
Compensation is limited to 24 months' wages.
The Industrial Disputes Court may take into account additional factors.
directeurs /cadres dirigeants: Oui
Article 3 (1) TEA.
police: Non
No statutory provision in the legislation reviewed / no information in the secondary sources.
Sec. 2 and 3 TEA.
The Industrial Dispute Court has jurisdiction over cases of unfair dismissals (Proceedings must be initiated within 1 year from the date of dismissal).
Alternatively, the employee may institute proceedings before the civil courts for breach of the employment contract (wrongful dismissal). They must be initiated within six years following the date of termination of employment.
Règlement des litiges individuels par arbitrage: Non
No statutory provision in the legislation reviewed / no information in the secondary sources.
Charge de la preuve: les deux
The burden of proof is on the employer unless the cause of action is constructive dismissal case in which the employee must prove the reason for the dismissal.