Mandatory written information under Π.Δ. 156/1994, updated by Ν.5053/2023 (transposing Directive (EU) 2019/1152) — basic terms must reach the employee within the FIRST WEEK, the remaining terms within ONE MONTH; unnecessary if the employment contract already covers every point below, but a useful safety net for verbal or older contracts.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
This template has no optional clauses: the text is the same for everyone. Field placeholders are shown as labels — on the site the template is read-only, values are entered inside the system.
WRITTEN NOTICE OF ESSENTIAL EMPLOYMENT TERMS (ΓΝΩΣΤΟΠΟΙΗΣΗ ΟΥΣΙΩΔΩΝ ΟΡΩΝ ΕΡΓΑΣΙΑΣ)
Employer: Employer name Employee: Employee name
1. LEGAL BASIS AND DEADLINES 1.1. Under Π.Δ. 156/1994, as updated by Ν.5053/2023 transposing Directive (EU) 2019/1152, basic terms (place of work, position, start date, pay) must reach the Employee within the FIRST WEEK of admission to work; the remaining terms below must reach the Employee within ONE MONTH. 1.2. Basic terms delivered on: Date basic terms were delivered. Remaining terms delivered on: Date all remaining terms were delivered. 1.3. ⚠️ If the employment contract already contains every point below, this separate notice is not required — use it as insurance where the underlying contract is verbal or does not cover every item.
2. PLACE OF WORK, POSITION AND TERM 2.1. Place of work: Place of work 2.2. Position: Position 2.3. Start date: Start date. Duration: Duration (indefinite, or fixed-term end date)
3. LEAVE 3.1. Annual leave entitlement: Annual leave entitlement
4. PAY 4.1. Amount and frequency: Pay amount and frequency
5. SCHEDULE / PREDICTABILITY 5.1. Schedule / predictability framework
6. TRAINING 6.1. Training entitlements, if any
7. SOCIAL SECURITY 7.1. Social-security body (ΕΦΚΑ) and registration details
8. TERMINATION PROCEDURE 8.1. Termination procedure summary
SIGNATURES Employer ______________ / on behalf of Employer name / Employee ______________ / Employee name /
— — — ⚠️ 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.
Fields that belong to a switched-off clause are dimmed — they are not asked for.
⚠️ Must be within the FIRST WEEK of admission to work
⚠️ Must be within ONE MONTH of admission to work
3 of 14 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.