Fixed-Term / Seasonal Employment Contract (Σύμβαση εργασίας ορισμένου χρόνου)

FIXED-TERM / SEASONAL EMPLOYMENT CONTRACT (ΣΥΜΒΑΣΗ ΕΡΓΑΣΙΑΣ ΟΡΙΣΜΕΝΟΥ ΧΡΟΝΟΥ)

Between: ✓Employer name (ΑΦΜ Employer ΑΦΜ (Tax ID)), the "Employer", and: ✓Employee name (ΑΜΚΑ/ΑΜΑ ΕΦΚΑ Employee ΑΜΚΑ / ΑΜΑ ΕΦΚΑ), the "Employee". Contract date: Contract date.

1. LEGAL BASIS AND ΕΡΓΑΝΗ II FILING 1.1. This fixed-term contract must be in writing. 1.2. ⚠️ The hiring must be declared to ΕΡΓΑΝΗ II on form Ε3 BEFORE the Employee's first day of work. Ε3 filing date: Ε3 filing date in ΕΡΓΑΝΗ II (must be before Start date).

2. POSITION AND TERM 2.1. Position / specialisation (ειδικότητα): ✓Position / specialisation (ειδικότητα) 2.2. Start date: Start date. End date / season: End date / season. 2.3. Reason for the fixed term: Reason for the fixed term (αιτιολόγηση ορισμένου χρόνου)

3. ⚠️ Π.Δ. 81/2003 — FIXED-TERM CHAIN CAP 3.1. Current contract count with this Employer: Contract count with this employer (for the 3-contract/3-year cap) 3.2. A chain of fixed-term contracts with the same employer is limited to 3 consecutive contracts OR 3 years in total, whichever comes first — the 4th contract, or any period beyond 3 years, is automatically treated as an indefinite-term contract by operation of law. 3.3. At the natural end of the term, no αποζημίωση (severance) is owed, but early, unilateral termination before the agreed end date is restricted and may trigger severance liability.

4. ⚠️ SEASONAL REEMPLOYMENT (ΕΠΑΝΑΠΡΟΣΛΗΨΗ) 4.1. Status: Seasonal reemployment (επαναπρόσληψη) status 4.2. Where the role is seasonal (typically hotels/καταλύματα), an employee who applies in writing — normally through the trade union — to be rehired by the END OF JANUARY has a right to be reengaged for the new season; an unjustified refusal exposes the Employer to a claim for the season's wages.

5. PAY 5.1. Gross monthly salary: Gross monthly salary 5.2. ⚠️ Must not be below the statutory minimum wage (€920 gross/month from 01.04.2026) or the applicable sectoral ΣΣΕ minimum, whichever is higher.

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.