It is a fact that in Greece, even in 2025, some companies are so inconsistent towards their staff that they are reminiscent of medieval attitudes and practices. Medieval working conditions, to be precise. I have had the opportunity to chat with acquaintances, relatives, and friends and hear about various unpleasant experiences they have had or are having in their professional lives.
What we need to understand is that silence and tolerance of employer abuse do not actually help us, but rather encourage worse behavior, perpetuating the situation. And at some point, the abscess in this country will have to be lanced.
Of course, I am not referring to cases where—once every five years, for example—there is a slight delay in a company’s obligations to its staff due to bureaucracy or procedural issues. Nor am I referring to an omission that was made by mistake, but where they took an interest and took care to correct it. I am referring to the systematic and deliberate inconsistency and recklessness of some employers, which results in the harsh exploitation of workers and the flagrant violation of labor rights and applicable legislation.
Violations such as, for example failure to pay Easter and Christmas bonuses, delays in paying wages, reporting fewer working hours to the “Ergani” system (System for declaring days and hours worked) than actually worked, Salaries below the legal limits, undeclared work without social security contributions or unjustifiably fewer contributions, etc. None of this should be tolerated by any employee.
How do we deal with such a situation? Surely everyone has their own way. Personally, I think it is important to try to keep your cool. I know you want to throw the big office folder at their heads, or the shoes from the display case at their feet, rub the tomatoes from the crate in the store or the tray you serve customers on their faces, while shouting obscenities, but think about it: you don’t just want to let off steam — you want to effectively assert your rights. That is the goal.
So, in my opinion, it’s best to hold back and not immediately burn your bridges of understanding and communication with those in charge. Logically, no manager wants trouble and drama, nor, of course, for the situation to reach extremes in the Inspectorate In labor inspections and in court.
Calmly but firmly, openly and clearly, express the issue that concerns you to your employer and state that it bothers you and you want it to change. Calmly (as we said, with quiet strength) demand everything you are entitled to. Don’t settle for promises and words from those in charge; wait to see action. Give them a reasonable amount of time, and if the issues are resolved smoothly, all is well. But if things remain the same, then you have the option of contacting a labor lawyer, attorney, or a labor/employee union, some of which—if necessary—provide free legal counsel. You can, of course, look into it and ask if necessary in your own case.
As for the Labor Inspectorate, I read some comments in the reviews that complainants have made publicly on Google. If inspectors did indeed behave ironically towards the people who made complaints and if… they called before going to check on the companies that were reported, saying “we are coming to check on you now,” according to the specific comments I saw at the time, the case should be investigated and the appropriate responsibilities and penalties should be assigned. Beyond that, however, I will write to you that it is a good idea to go and file a complaint, if necessary, with the Inspectorate together with your lawyer. Read up and stay informed; it is important to know all your rights! And don’t forget to check your stamps regularly.
However, let’s not overlook the fact that companies in general have to deal with the excessive and sometimes unreasonable tax policies of the current government in Greece, high taxation, overtaxation, and other problems. However, this certainly does not justify the violation of labor rights by some companies.
Finally, I should note that governments sometimes enact positive legislation to protect workers’ rights, but this is not enough, either because the measures are incomplete or, more importantly, because they are not supported in practice to the extent that they should be. For example, there should be more regular and thorough checks to see if any rules, laws, and regulations are being followed and applied in practice.
