Trial Period Employment Law in Greece: What Cafe Owners Must Know

Greek Trial Period Law: The Complete Framework

Greek labor law (Law 2111/1920 and Law 4808/2021) permits employers to establish trial periods for evaluating new employees. For cafe owners hiring seasonal or permanent staff, understanding trial period rules is essential for legal compliance and effective workforce management. A properly structured trial period allows you to assess fit, work ethic, and reliability while maintaining employee protections that prevent exploitation.

Maximum Trial Period Duration

The absolute maximum trial period in Greece is 2 months (60 days). This applies to nearly all cafe staff: baristas, servers, kitchen staff, and administrative roles. The trial period clock starts on the first day of work, not the day you sign the contract. So an employee starting June 15 has their trial period expire August 15.

For specific roles, shorter trials may be appropriate: entry-level positions might use 2 months, while experienced hires could have 1 month trials. There's no legal minimum—you can use 1 week, 2 weeks, or 3 weeks if you prefer quicker assessment. However, most cafes find 1-2 months optimal for seasonal staff evaluation.

After the trial period ends, the employment becomes indefinite (or until a specified contract end date for seasonal positions). You cannot extend trial periods or restart them with the same employee. If you rehire someone after terminating them in trial, the previous trial period doesn't reset—they're treated as a returning employee with no trial.

Required Documentation and Notification

Trial periods must be documented in writing before employment begins. This documentation should include:

• Employee name, identification number (tax number or foreigner ID), and date of birth
• Position and job duties (e.g., "Barista" or "Cafe Server")
• Trial period duration (e.g., "2 months from June 15, 2026 to August 15, 2026")
• Wage and payment schedule (hourly rate, frequency)
• Working hours (hours per week, typical shifts)
• Start date
• Statement that this is a trial period with agreed terms for evaluation

Sign the trial period agreement before the employee begins work. Have them sign with their full signature, and provide a copy to keep. Keep your original with the employee file. This documentation protects both you and the employee by establishing clear expectations.

You must also notify EFKA (Greek social security) of the trial period status within 2 weeks of employment start. Your accountant or HR administrator typically handles this. Register the employee as "trial period" in EFKA records—failure to do this creates complications if you later need to terminate.

Employee Rights During Trial Periods

Don't misunderstand "trial period"—employees maintain nearly all legal protections. During trial, they're entitled to:

• Full wages at the agreed rate (no reduced "trial wages")
• Payment of all earned wages by the agreed date
• Legal work hours (maximum 40 hours per week, unless sector rules allow more)
• Mandatory break periods and rest days
• EFKA social security registration and contributions
• Safe working conditions meeting EFET health and safety standards
• Protection against discrimination based on gender, age, disability, religion, or national origin

You cannot reduce wages, increase hours excessively, or create hostile conditions as a "test." Labor inspectors and labor courts view these practices as circumventing employee protections. Trial periods are for evaluating performance and fit, not for exploiting cheap labor.

Grounds for Termination During Trial

During the trial period, you can terminate employment for any legitimate reason related to job performance or suitability. Valid grounds include:

• Inadequate performance or inability to meet job standards
• Poor attendance, tardiness, or unreliability
• Insubordination or refusal to follow instructions
• Dishonesty or theft (grounds for immediate termination)
• Unsuitability for the role (lack of required skills)
• Poor customer interaction or interpersonal issues
• Failure to complete training milestones

What's important: these reasons must be genuine performance issues, not discrimination or retaliation. You cannot terminate someone for taking medical leave, requesting higher wages, reporting safety violations, or being pregnant. These protected actions cannot justify termination during trial or any period.

Termination Procedures and Notice Requirements

Terminating a trial employee requires written notice. Provide a letter stating: the termination date, the reason for termination (specific enough to be clear), the date the trial period ends, and final payment information. Deliver this notice in person or registered mail, and keep a copy for your records.

No advance notice period is required for trial terminations—you can terminate effective immediately. However, best practice is giving 1-2 days notice to allow the employee to transition. Final payment includes: all wages earned through the termination date, accrued leave days (calculated as €0 for leave during trial periods), and any severance if you're being generous (severance isn't legally required for trial terminations).

Example termination letter:

"[Employee Name], this letter confirms that your employment at [Cafe Name] is terminated effective [Date] due to performance issues in [specific area: POS system operation, customer service, etc.]. Your trial period was scheduled to end [Date]. Final payment of €[amount] for work completed through [Date] will be processed by [Payment Date]. [Your signature and date]"

Termination You Cannot Do

Certain terminations violate Greek labor law regardless of trial period status:

• Terminating pregnant employees (automatic unfair dismissal)
• Terminating due to union activity or membership
• Terminating due to protected whistleblowing (safety violations, EFET violations, wage theft)
• Terminating due to military service or mandatory leave
• Terminating due to jury duty or court appearances
• Terminating due to age, gender, religion, or national origin

If an employee claims unfair termination, they can file a labor dispute with the local labor court. You'll need to prove the termination was for legitimate performance reasons. Maintaining detailed performance records—attendance, customer feedback, training progress, shift evaluations—protects you in disputes. Write down specific issues: "Failed to complete barista training by Day 5," "Arrived 15+ minutes late on 4 of 8 shifts," "Customer complaint regarding rude service on June 22."

Converting Trial Employees to Permanent Status

When the trial period ends, employment automatically converts to indefinite status (if that's your intention). No further action is required—just continue employment under the same conditions. However, if you want to change terms (hours, wage, position) as the trial ends, you must communicate this in writing before the trial period ends. Changes cannot be imposed retroactively after the trial ends.

If you want to continue the relationship with modified terms, send a new employment contract 1 week before the trial ends: "Following your successful trial period completion, we're offering continued employment as [Position] with [new hours or wage]. Please confirm your acceptance by [Date]." This approach avoids disputes about changing conditions after trial.

Seasonal Staff and Trial Periods

For summer seasonal staff, use the full 2-month trial period (June 15 - August 15 for June hires). This allows you to assess performance through the peak season's busiest weeks. If someone isn't working out by mid-August, you have time to replace them for the final August push. If they're performing well, they complete the trial period and work the remainder of summer without the trial status complicating things.

Document the seasonal nature clearly: "This is a seasonal position lasting through August 31, 2026, with a trial period of 2 months from June 15, 2026 to August 15, 2026." The trial period ends mid-season, but employment continues through the end date if performance is satisfactory.

Common Mistakes to Avoid

Mistake 1: Verbal-only trials—Always document in writing. "I told them it was a trial" isn't legally binding.

Mistake 2: Not registering with EFKA—Failure to register trial period status with EFKA creates tax and social security liability. Your accountant must file this within 2 weeks.

Mistake 3: Extending trials beyond 2 months—The law permits maximum 2 months. Don't try to extend to 3 months or restart trials.

Mistake 4: Reducing wages during trial—Pay the full agreed wage. Trial periods don't justify reduced compensation.

Mistake 5: Terminating for protected activities—Never terminate for pregnancy, reporting safety violations, or union activity. These carry severe penalties.

Mistake 6: Poor documentation of performance issues—Keep records of attendance, specific incidents, customer feedback, and training progress. Vague termination reasons invite labor court challenges.

When to Use Trial Periods

Trial periods are most valuable for: rapid seasonal hiring (2-month trials align perfectly with summer staffing), new restaurants or cafes testing standard procedures, staff moving into new roles (promoting a barista to shift lead), and anyone lacking prior relevant experience. For experienced hospitality professionals you've thoroughly vetted, shorter 2-week trials suffice.

Key Takeaways

• Maximum trial period in Greece is 2 months (60 days)
• Document trial period in writing before employment begins
• Register trial status with EFKA within 2 weeks of start date
• Pay full agreed wages; employees maintain legal protections
• Terminate only for genuine performance or suitability issues
• Provide written termination notice with specific reasons
• Never terminate for pregnancy, union activity, or protected whistleblowing
• Keep detailed performance records to defend terminations if disputed

Frequently Asked Questions

Can I extend a trial period beyond 2 months?

No. Greek law sets an absolute maximum of 2 months. After 60 days, the trial period expires and employment converts to indefinite status.

Do trial employees earn full wages?

Yes. Trial periods have no impact on wage rates. Pay the full agreed hourly rate from day one, regardless of trial status.

What happens if I terminate someone on day 61 (after trial ends)?

Day 61 is after trial, so standard dismissal procedures apply. You must provide written notice and justification. Wrongful termination claims become easier to pursue post-trial.

Can I use trial periods for summer seasonal staff?

Yes. A 2-month trial (June 15 - August 15) is common for summer hires. Trial ends mid-season but employment continues if performance is satisfactory.

What if I terminate someone and they claim unfair dismissal?

They can file a labor court dispute. You must prove the termination was for legitimate performance reasons. Detailed attendance records, incident documentation, and training progress notes protect your position.