Unpaid wages in Greece: evidence, labour disputes and recovery of pay

Identify the outstanding amount

A promise to pay later does not establish the amount outstanding. Start with the agreed salary, the period worked and the payment date. The general rule links payment to the end of the period for which wages are calculated, subject to the applicable contract and legislation.

Prepare a simple monthly record of agreed earnings, deductions, bank payments and the remaining balance. Holiday-related pay, statutory bonuses and additional work should be considered separately, so that different claims and gross and net amounts are not confused.

Evidence worth collecting

A payslip helps explain the calculation, while a bank statement shows the payment received. Compare the two and request written clarification of discrepancies. Employers must provide detailed earnings information under the relevant rules.

For example, a seasonal employee in Heraklion may have received several payments on account on different dates. Record each payment without assuming which month it settles. Preserve records you lawfully hold and identify missing documents so that the appropriate way to obtain them can be considered.

• Contract, amendments and available employment records
• Payslips, bank statements and payment receipts
• Shift schedules and evidence of actual work
• Written payment requests and the employer's replies

The Labour Inspectorate dispute procedure

The labour dispute procedure covers unpaid earnings among other issues. Following an application, the competent service invites employee and employer to a meeting where their positions and documents are considered. A lawyer can assist with representation.

Prepare a short chronology and an itemised calculation. This administrative procedure should not be confused with guaranteed recovery or a court judgment. Its outcome and the available evidence inform the choice of next steps.

Before resigning, withholding work or accepting settlement

Non-payment may give rise to different remedies, each with its own requirements. Withholding work, responding to a detrimental change in employment terms and pursuing a court claim need individual assessment. An unexplained absence does not, by itself, properly exercise one of these rights.

Before signing a full-payment declaration or an instalment arrangement, check the amounts, dates and any waiver of claims. Keep a copy and evidence of each payment. Legal review should also address applicable time limits: relying indefinitely on an informal promise is not a reliable recovery plan.

At the first meeting, explain whether you want to remain in the job, recover a final balance after leaving, or resolve disputed calculations. That practical objective helps organise the evidence and the response to the employer.