Greece Leave Laws and Holidays

Employees are entitled to 2 days of bereavement leave for the death of a relative. This may extend to 4 days for the death of an immediate family member.

Employees should inform their employer as soon as possible in the event of a death in the family to arrange bereavement leave.

Bereavement leave generally does not require formal approval beyond notifying the employer of the bereavement and the days needed.

Additional bereavement leave beyond the standard quota is not commonly available, though some employers may offer additional unpaid leave at their discretion.

Bereavement leave does not accrue and is available as needed for the events specified.

Bereavement leave cannot be carried over as it is intended to be used immediately following the bereavement event.

Bereavement leave is not paid out upon termination as it must be used at the time of the bereavement event.

There is no end of year payout for unused bereavement leave as it cannot be accrued or carried over.

Bereavement leave is primarily intended for the death of immediate family members, with a longer leave period typically available for closer relations.

Fathers are entitled to 2 weeks of paternity leave, which can be taken within a set period after childbirth.

Employers must be notified of the intention to take paternity leave, typically a few weeks before the expected childbirth.

While paternity leave does not require formal approval, proper notification and coordination with the employer are necessary.

Additional paternity leave beyond the statutory two weeks is not commonly available.

Paternity leave does not accrue over time but is a fixed entitlement per childbirth.

Paternity leave cannot be carried over and must be used within the designated period after childbirth.

There is no payout for unused paternity leave upon termination, as it is intended for use at the time of childbirth.

Paternity leave is not subject to end of year payouts, as it must be used in relation to the time of childbirth.

Paternity leave is designed to provide support to fathers around the time of childbirth, allowing them to be present and involved without the concern of losing income.

Parents are entitled to up to four months of parental leave per child until the child reaches the age of 6. This leave is unpaid.

Employees must notify their employer at least one month in advance of their intention to take parental leave.

While parental leave is a legal right, the exact timing of the leave must be approved by the employer to ensure proper staffing and coverage.

The quota for parental leave is fixed by law and additional leave beyond the four months per child is not typically available.

Parental leave does not accrue; it is a fixed entitlement per child up to the age of 6.

Parental leave cannot be carried over beyond the child's 6th birthday.

As parental leave is unpaid, there is no payout upon termination.

There is no end of year payout for unused parental leave as it is unpaid.

Both parents are eligible for parental leave for each child, which can be taken simultaneously or consecutively.

Employees are entitled to 2 days of paid leave for their marriage.

Employees planning to take marriage leave should inform their employer a few weeks in advance to ensure proper planning and coverage.

Marriage leave requires approval from the employer, particularly to confirm the dates of absence.

The quota for marriage leave is fixed and additional leave for this purpose is not typically available.

Marriage leave does not accrue and is granted as a one-time benefit.

Marriage leave cannot be carried over and must be used at the time of the marriage.

Marriage leave is not paid out upon termination, as it must be used at the time of marriage.

There is no end of year payout for unused marriage leave as it cannot be carried over.

Marriage leave is specifically intended for the employee's own wedding and cannot be used for other purposes.

Pregnant employees are entitled to 17 weeks of maternity leave, allocated as 8 weeks before and 9 weeks after childbirth.

Employers should be notified of the pregnancy as soon as reasonably possible, and the expected date of childbirth should be communicated.

Maternity leave is a statutory right and does not require approval, though notification requirements must be met.

Additional maternity leave may be granted in case of pregnancy complications or under specific health conditions as advised by a medical professional.

Maternity leave entitlement is not based on accrual but is granted as a statutory right upon pregnancy.

Carry over of maternity leave does not apply as it is specifically designed to be used around the time of childbirth.

Maternity leave benefits are not subject to payout on termination, as they must be used within the designated period around childbirth.

There is no end of year payout for maternity leave as it must be used specifically for childbirth-related absence.

Maternity leave also includes protections against dismissal due to pregnancy and guarantees the right to return to the same or an equivalent position.

Sick leave entitlement and pay depend on the employee's insurance status and the specifics of the collective agreement applicable.

Employees must inform their employer as soon as possible of their illness to qualify for sick leave.

Sick leave generally requires a medical certificate, especially for extended periods of absence.

Additional sick leave is not commonly available beyond what is stipulated by law and collective agreements.

Sick leave does not accrue but is granted as needed and substantiated by medical documentation.

Sick leave does not carry over to the next year as it is event-based and depends on actual sickness.

There is no payout for unused sick leave upon termination.

Unused sick leave is not paid out at the end of the year as it is only applicable in cases of actual sickness.

Sick leave must be substantiated with appropriate medical documentation to be granted.

The amount of leave for education or training can vary significantly based on the terms of employment contracts or collective agreements. It is often granted based on the relevance and benefit of the training to the employee's role.

Employees must plan and coordinate with their employer well in advance when requesting leave for education or training. This is to ensure minimal disruption to the organization's operations.

Leave for education or training typically requires approval from the employer, and it must be demonstrated that the training is relevant and beneficial to the employee's current or future job responsibilities.

Additional leave for education or training may be granted if the employee can demonstrate significant benefits to their professional development and to the employer.

Leave for education or training does not usually accrue annually but is granted on a case-by-case basis, depending on the nature and timing of the training.

Carry over of leave for education or training is not typically applicable, as it must be planned and used within a specific timeframe relevant to the training period.

There is no payout for unused education or training leave upon termination, as this type of leave is granted specifically for the purpose of attending training or educational courses.

Unused leave for education or training is not paid out at the end of the year, as it must be used for the specific training or educational purpose approved by the employer.

Leave for education or training must be directly relevant to the employee's job or career development, and typically requires detailed justification and planning.

Employees are entitled to a minimum of 20 working days of paid annual leave per year if they work 5 days a week, and 24 days if they work 6 days a week.

The notice period for taking annual leave can vary and should be specified by the employer, typically outlined in the employment contract or employee handbook.

Annual leave requires approval from the employer, and employees are usually required to request it in advance.

Additional leave may be granted under special circumstances or agreements, such as longer service or collective bargaining agreements.

Annual leave accrues monthly from the start of employment but is often not fully available until after a preliminary period of employment, typically a year.

Carrying over of annual leave to the next year is usually permitted, though the amount and conditions can depend on company policy.

Upon termination of employment, employees are entitled to a payout for accrued but unused annual leave.

There is typically no payout for unused annual leave at the end of the year unless specifically stated in the employment contract.

Any additional rules regarding annual leave are usually subject to employment contracts or agreements.