Termination Notice (Ε6) + Severance Calculation (Καταγγελία σύμβασης + αποζημίωση)

TERMINATION NOTICE (ΚΑΤΑΓΓΕΛΙΑ ΣΥΜΒΑΣΗΣ) + SEVERANCE CALCULATION (ΑΠΟΖΗΜΙΩΣΗ)

Employer: ✓Employer name Employee: ✓Employee name, ✓Position

1. ⚠️ WRITTEN FORM IS MANDATORY 1.1. Without a written termination, the dismissal is void (άκυρη) under Greek law. Termination effective date: Termination effective date. Delivery method: Delivery method. Employee signature: Employee signature confirmation

2. Ε6 FILING IN ΕΡΓΑΝΗ II 2.1. ⚠️ This termination must be filed as form Ε6 within 4 WORKING DAYS. Filing deadline: Ε6 filing deadline in ΕΡΓΑΝΗ II

3. SEVERANCE CALCULATION (ΑΠΟΖΗΜΙΩΣΗ) 3.1. Seniority: Seniority (years with this employer) years. Gross monthly salary: Gross monthly salary. 3.2. Notice status: Notice status — giving prior notice reduces the severance owed to 50% of the full amount under the Ν.4093/2012 scale. 3.3. Severance amount: Severance amount (αποζημίωση) 3.4. ⚠️ Since Ν.4808/2021, blue-collar (εργατοτεχνίτες) and white-collar (υπάλληλοι) staff are treated identically for severance purposes under the Ν.4093/2012 table (1-12 monthly salaries by seniority; higher legacy entitlements — up to 16+ months — may still apply to staff hired before the relevant transitional dates). 3.5. ⚠️ No severance is owed for dismissal within the first 12 months of employment (applies to hires after 17.04.2019, treated as a statutory probation window).

SIGNATURES Employer ______________ / on behalf of ✓Employer name / Received by Employee ______________ / ✓Employee name / Date: ______________

— — — ⚠️ This is a boilerplate template, not legal advice. Greek employment, data-protection and consumer-protection law (Π.Δ. 156/1994 and Ν.5053/2023 on written employment terms; Π.Δ. 81/2003 on fixed-term contract chains; Ν.4093/2012 and Ν.4808/2021 on severance; Ν.3850/2010 on occupational risk assessment; the GDPR/Regulation (EU) 2016/679 and Ν.4624/2019; Regulation (EU) 1169/2011 on allergens; Regulation (EC) 852/2004 on HACCP; Ν.2251/1994 on consumer protection; and Ν.1652/1986 on hotel-guest relations) is highly procedural, tied to fixed statutory deadlines administered through the ΕΡΓΑΝΗ II platform (Ε3 hiring BEFORE the first day, Ε5/Ε6 within 4 working days, Ε8 overtime BEFORE it happens, Ε9 within 8 days, Ε11 in the January-March window) and to the ψηφιακή κάρτα εργασίας (digital work-time card, mandatory for HoReCa since 01.03.2025, fined up to €10,500 per employee per inactive shift) — and it changes frequently, including the 2026 minimum wage increase to €920 gross/month (01.04.2026) and further digital-work-card rollout waves planned for 2026. Have this document reviewed and adapted by a Greek employment/legal advisor (δικηγόρος) or accountant (λογιστής) and verified against current ΣΕΠΕ (Labour Inspectorate), ΕΦΕΤ, ΑΠΔΠΧ and ΑΑΔΕ thresholds and guidance before use.