(GREECE) Greece’s parliament approved a law on October 16, 2025 that lets employers in the private sector request a 13-hour workday for limited periods, pushing the change through despite two nationwide strikes and large street protests earlier in the month. The measure is now law and will be applied soon.
The government says the extra hours are optional and will be paid at a higher rate. Unions warn the rule will strain workers, weaken family life, and open the door to workplace pressure.
What the reform allows
- Scope: Applies to the private sector only.
- Maximum duration: Up to 37 days per year per employee (roughly three days per month).
- Standard rules unchanged: 8-hour standard workday, with up to 3 hours of paid overtime allowed, and 11 hours rest required between shifts.
- Pay rate for extended days: 40% increase for the extra hours worked during the longer day.
- Status: Passed on October 16, 2025; rollout is imminent.
- Enforcement: No detailed public plan yet on monitoring or penalties.
Officials present the cap and pay boost as safeguards to prevent misuse, and as a way to give employers a clearly defined tool instead of informal overtime that is harder to track. Unions argue that power imbalances make paper limits insufficient protection — especially for temporary staff, part-time workers, and migrants.
“Voluntary” often isn’t truly voluntary in a weak job market, unions say: workers who decline may fear losing shifts or future contracts.
Political reactions and protests
- Trade unions, led by the General Confederation of Greek Workers (GSEE), and opposition parties (including Syriza) strongly object.
- Two general strikes in October drew thousands into the streets, with banners calling the reform “worthy of the Middle Ages.”
- Opposition lawmakers labeled the bill a “legislative monstrosity,” warning it will normalize exhaustion and harm public health over time.
- The Labor Minister, Niki Kerameus, defends the move as a flexibility tool for short bursts to handle demand spikes, noting previous measures such as a six-day workweek in some tourism areas.
There is currently no public guidance on how the state will check for coercion or handle complaints if an employer pushes workers to accept longer shifts.
Rationale from government and employers
- Government: Intended to help firms — especially in tourism and services — cope with seasonal rushes when demand spikes.
- Employers (supportive): See it as a practical way to staff sudden surges without scrambling for agency workers. The 40% pay increase is cited as a financial incentive for volunteers.
- Business groups: Note the 37-day cap is tight and requires careful planning to be useful.
Union and worker concerns
- Power imbalances: Temporary, seasonal, and migrant workers may feel they cannot refuse without risking their job or contract renewal.
- Health and safety: Health professionals warn that repeated long days increase risks of injuries, errors, and burnout.
- Need for enforcement: Unions demand clear inspection rules, strong penalties for coercion, and an easy, safe way to report abuse.
Impact on migrant and seasonal workers
- Many migrants work on short-term or seasonal contracts in tourism and may feel special pressure to accept extended shifts.
- Worker advocates call for simple safeguards:
- Multilingual notices that acceptance of a 13-hour workday is optional.
- Written records of consent in a language the worker understands.
- Access to labor inspectors without fear of retaliation.
Health and safety considerations
- Short-term: One or two 13-hour days may be manageable if the 11-hour rest rule is respected.
- Long-term: Multiple long days in sequence can increase the risk of accidents, errors, and burnout.
- Union demands: Stronger rest planning and limits on consecutive long shifts.
- Employers’ response: Point to the cap and the pay premium as protections and incentives.
Practical guidance
For workers:
1. Ask for written confirmation that extended hours are optional.
2. Keep copies of any consent forms and pay stubs showing the 40% premium.
3. Track your hours and how many longer days have been used out of the 37-day limit.
4. If pressured, document the incident and seek help from a union or labor lawyer.
For employers:
– Post clear workplace rules about the 13-hour workday limits and pay rate.
– Use written, voluntary consent forms and provide opt-out options.
– Space out extended days to avoid burnout and respect the 11-hour rest rule.
Enforcement and what to watch next
The law’s real-world effect will hinge on enforcement:
– If inspections are rare or penalties are light, unions fear coercion will increase.
– If oversight is strong, the government believes the measure can be a narrow tool for peak times without harming workers.
As the law takes effect, all sides will monitor outcomes on productivity, staffing, and health.
For official updates and guidance, consult the Greek Ministry of Labor and Social Affairs: https://ypergasias.gov.gr/
Frequently Asked Questions
This Article in a Nutshell
On October 16, 2025, Greece’s parliament approved a law allowing private-sector employers to request 13-hour workdays for limited periods. The reform applies only to private employers and caps extended days at 37 per employee per year, while preserving an 8-hour standard workday, up to three hours of overtime, and an 11-hour rest requirement. Employers must pay a 40% premium for the extra hours. The government frames the change as a flexibility tool for tourism and service peaks; unions and opposition parties condemn it as risky for worker wellbeing, especially among temporary and migrant staff. Two national strikes and large protests preceded passage. Implementation details and enforcement mechanisms remain unclear, leaving the law’s real-world effects dependent on inspection capacity, penalties for coercion, and accessible complaint channels.
