Written Notice of Essential Employment Terms (Γνωστοποίηση ουσιωδών όρων εργασίας)

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.