L. 5239/2025 (“The Law”), which entered into force on 20.10.2025, aims to improve the operation of the labor market, in accordance with modern needs through the simplification of recruitment procedures, the promotion of flexibility in the arrangement of working time, as well as the integration of modern digital tools into employment relations.
For ease of reference and practical application, we have summarised and addressed the questions most frequently raised by our clients, since the draft law was submitted for public consultation.
Our answers are provided below:
Does the Law reduce bureaucracy related to ERGANI Information System (“ERGANI”) and eliminate the need to retain numerous documents?
- The Law streamlined the hiring-related declaration actions required for ERGANI.
- A fast-track recruitment process through the mobile application “MyErgani” is established to cover urgent needs for employment up to 2 days.
- The obligation to keep printed documents in the workplace, such as the staffing and working hours table, payroll statements, individual employment contracts and the annual leave book, is abolished.
- The time required for the declaration of voluntary resignation in ERGANI in case of unjustified absence of the employee is reduced to 5 days.
- A new mobile application named “Ergani” (distinct from the existing “MyErgani”) will be launched, making ERGANI declarations more user – friendly.
For how many hours may an employee be requested to work daily? Is the employee obliged to work overtime? What are the pay rates for overtime?
- The daily cap for overtime is now increased by 1 hour. An employee may work up to 13 hours per day. However, the annual limit of 150 hours οf overtime is maintained, as well as the exceptional procedure of ministerial approval for additional overtime. Each hour of overtime is paid with a 40% surcharge. If the formalities for the performance of overtime are not followed, these hours are paid with a 120% surcharge.
- The obligation to observe the 11-hour rest between two working days continues to apply.
- Overtime requires the consent of the employer, and any harmful change to the employment terms (including dismissal) due to the employee’s refusal to work overtime is expressly prohibited.
Is greater flexibility provided on work time arrangement framework? Does the new framework facilitate common requests from employers and employees?
- The Law offers broader flexibility to accommodate common market requests from both employers and employees.
- The flexibility reference period may range from one week to a full year.
- It is now permitted to distribute the 40 working hours per week over 4 days, i.e. an employee may work 10 hours per day for 4 days and have an additional rest day.
What changes regarding annual leave?
- From now on, upon employee’s request, only 5 working days (or 6, for those on a 6-day work week) must be taken consecutively. Employer and employee enjoy greater flexibility when mutually agreeing the timing of the employee’s annual leave.
Are there any new obligations regarding the Digital Work Card?
- The Law officially sets out rules already implemented through circulars. In particular:
- The flexible arrival time regime of (up to) 120 minutes is officially established.
- The detection of up to 3 single card scans per employee per month may not trigger an inspection by the Labor Inspectorate.
- The preparation time, which is not considered working time, cannot exceed 30 minutes for the industrial sector and 10 minutes for all other sectors.
Moreover, the Law includes an explicit provision for special protection in case of unilateral reduction of remuneration due to the implementation of the Digital Work Card, considering it a harmful change in working conditions.
Are there any other important changes or new obligations?
- The Law emphasizes health and safety, promoting the prevention of occupational risks and diseases, protecting mental health, and enhancing first aid training.
- Employers are obliged to provide cardiopulmonary resuscitation (CPR) and Heimlich maneuver training to employees.
