Expiry of a fixed-term employment contract in Greece: what to check

When a contract reaches its agreed end

A genuine fixed-term contract has a duration established by a date or by a particular project or purpose. As a general rule, the employment relationship ends automatically when that period is completed, without the dismissal procedure applicable to an indefinite-term contract.

Normal expiry does not attract the usual dismissal compensation for an indefinite-term contract. It remains necessary to check that this was genuinely an agreed expiry and whether special contractual or collective rules apply. The label on a document is not decisive where the actual relationship has different characteristics.

If employment stops earlier

If the employer asks you to stop before the agreed end, record the date, what was communicated and the reason given. Early termination involves assessment of a serious reason or another lawful basis. The contract and the particular circumstances are central to that review.

The Labour Inspectorate explains that early termination without a serious reason may give rise to claims for wages for the remaining agreed period. A mutually agreed early termination is assessed differently. Before signing a resignation, settlement or acknowledgment of full payment, understand what the document says and what consequences it may have.

Reviewing the final account

Expiry does not remove accrued entitlements. Compare payslips and bank payments with the work actually performed. Outstanding wages, statutory supplements and the relevant leave and allowance entitlements must be assessed according to the duration and terms of employment.

For example, reaching the end of an agreed seasonal contract is a separate issue from not receiving the final month's wages. List each discrepancy individually. Insurance records and unemployment benefit conditions should also be checked with the competent services: contract expiry alone does not guarantee a particular benefit.

• Contract, written terms and extensions
• Payslips, bank statements and work schedules
• Leave records and additional working hours
• Notification of termination and relevant employer correspondence

Extensions, seasonal employment and next steps

If work continued after the agreed date or the contract was renewed repeatedly, retain all the documents. The legal consequences do not depend solely on the number of contracts. The actual needs, reasons for renewal and applicable framework must also be examined.

Tourism and other seasonal sectors may have special or collective terms, including rules concerning re-employment. Obtain timely advice if there is a dispute. A labour dispute procedure before the Labour Inspectorate can be considered alongside court remedies and their deadlines.