Greece’s tourism industry is a key pillar of the economy, creating a strong seasonal need for human resources. Businesses such as hotels, restaurants, tourist shops and shipping services rely on seasonal employment contracts, which are fixed-term contracts not exceeding nine months.
However, constant changes in labour legislation require employers to be fully informed of the new rules ensuring that their business can operate legally and avoid legal penalties. What could be safer and more logically correct to ask your legal advisor <Business Lawyer>, who will be able to stand by you in any challenge of an employment nature, assisting in the normalization of the not always easy labour relations!
In last years, important reforms in labour and insurance legislation have been adopted (L. 5053/2023, 5078/2023, 5089/2024, 5163/2024, 5184/2025 (no.41). Regular changes affect normal labour relations and make it necessary for employers to comply with the new rules, which make difficult for companies to keep up with this legislative volatility.
“The Sectoral Agreement 2023- 2025 “On the terms and conditions of remuneration and work of the staff of all types of tourist and catering establishments throughout the country”, dated 12.6.2023, was declared generally binding for all employers and employees of the sector to which it applies, by Order No. 11/13.6.2023.
Important points of reference for employers & employees are the following:
✔ Seasonal contracts are of up to 9 months duration and are linked to the tourist season.
✔ Employees in seasonal businesses have the right to be re-employed in the following season.
✔ Sectoral and company collective agreements prevail, often offering more favourable arrangements for workers.
✔ New working time arrangements have been put in place.
Sectors with Increased Seasonal Needs include: Hotel Businesses / Catering Businesses (restaurants, bar, café, catering) / Shops in tourist areas / Shipping Businesses (Yachting)
Each sector has its own particularities, with specific regulations concerning working conditions, wages and working hours of employees.
Seasonal businesses are governed by specific laws and collective agreements, which take precedence over general labour legislation where this is favourable to the workers.
Under the Code of Individual Labour Law, employers must ensure at least minimum levels of protection for workers.
New Hours & Exceptions
From 1 July 2024, new five-day working arrangements apply, with restrictions on working on the sixth day. However, excluded are workers in:
✔ Hotel enterprises
✔ Food service establishments
✔ Shipping activities
where the needs of these businesses are different by type as 24/7 service providers.
About such special activities, the sectoral agreements specify different hours and conditions of employment.
Seasonal workers have priority in recruitment for the next tourist season.
Enterprises that hire young people cannot reduce their total staff compared to the previous year, thus ensuring stability in employment.
They are subject to strict controls by the competent authorities.
Employers must take care & comply with the labour and insurance framework, as breaches can lead to Fines & Penalties / Temporary Closure of the Business, measures particularly damaging for businesses that are profitable on a season by season basis.
The latest development in the tourism sector in view of the start of the season is the circular No. 3496/10-02-2025 setting the first guidelines for the implementation of the “Digital Job Card” in the sectors of Tourism and Catering.
As a Business Lawyer “Law-in-Business” I can support both the interests of the employer and the individual employee, so that you can feel secure and receive clear guidance in every step & agreement.