Living and working in Greece

Actors and institutions

Trade unions, employers’ organisations and public institutions play a key role in the governance of the employment relationship, working conditions and industrial relations structures. They are interlocking parts in a multilevel system of governance that includes the European, national, sectoral, regional (provincial or local) and company levels. This section looks into the main actors and institutions and their role in Greece.

Public authorities involved in regulating working life

The Ministry of Labour and Social Security and its agency (Labour Inspectorate) is the public authority having the responsibility of supervising labour relations and working conditions, in the following fields:

• the regulation of individual and collective labour relations and social security laws;
• gender equality and equal opportunities;
• employment services;
• social integration of foreign workers;
• social protection and rehabilitation of special workers’ categories;
• helping people with disabilities;
• vocational training;
• prevention of occupational accidents and occupational diseases;
• management of EU funds, community and other resources related to the development of human resources;
• representation of Greece in the International Labour Organization (ILO).

The Labour Inspectorate (SEPE) is supervised by (and reports to) the Ministry of Labour. The main legislative framework concerning SEPE’s mission and duties is Law No. 3996/2011. It supervises the application of labour legislation and its inspectors visit workplaces and can fine employers for non-compliance with the law. It is also authorised to mediate in any individual or collective labour dispute and to take immediate administrative measures to enforce sanctions or refer the matter to the penal court.

The Manpower Employment Organisation (OAED) is also supervised by the Ministry of labour and deals with: getting people into work; managing unemployment insurance and maternity leave; implementing vocational education and training programmes, including apprenticeship.

Representativeness

In the private sector and the broader public sector, as regards trade unions’ operation and their basic rights (recognition, representativeness, right to strike), these are set out in Law No. 1264/1982, which is in force until today. At national level, there is only one workers’ confederation, the General Confederation of Greek Labour (GSEE).

Regarding employers’ representativeness, there is no specific legislation. The Law on collective bargaining (Law No. 1876/1990) refers to ‘employers’ organisations of wider representation’, which can sign collective agreements in the field of their domain. At the national level there are four five recognised employers’ associations: the Hellenic Federation of Enterprises (SEV), which represents big industry and big companies; the Hellenic Confederation of Commerce and Entrepreneurship (ESEE), which represents mainly the SMEs in Commerce; the Hellenic Confederation of Professionals, Craftsmen and Merchants (GSEVEE), which represents mainly the SMEs in industry and part of commerce; the Association of Hellenic Tourism Enterprises (SETE), which was recognised as a national social partner by Law No. 4144/2013, and the Federation of Industries of Northern Greece (SVVE), recognised only recently as a new national social partner with Article 41 of Law 4554/2018.

In the public sector, the Confederation of Public Servants (ADEDY) is the only national-level trade union of public sector workers. ADEDY represents employees of the government, of local authorities and of legal bodies under the exclusive control of the state or local authorities (public legal entities).

More information on representativeness of the main social partner organisations can be found in Eurofound’s sectoral representativeness studies.

• Topic: Representativeness

Trade unions

About trade union representation

Law No. 1264/1982 is the basic legislation that governs the broader functioning of the trade union movement and recognises trade union rights. According to the Law, at least 21 employees have the right to establish a trade union and get validation from the court. This form of union is the so-called ‘primary union’ (that most fundamental form of union organisation), which organises individual persons in a profession, in a sector, in a service or in a company/establishment.

Trade unions in the private sector are organised at three separate levels: the primary level unions; the secondary level which has two types of organisation: a) the federations which consist of two or more primary unions of a sector or a profession and b) the Labour Centres which represent unions at the local level; and c) the tertiary level, being the national confederations.

There are two confederations, one for workers and employees in the private sector (GSEE) and one for workers and employees in the public sector (ADEDY). Both confederations are affiliated members of ETUC.

The Greek General Confederation of Labour (GSEE) represents private sector workers and employees, including those working in the public utility services, and in private bodies in which the state has a majority stake (such as the Public Power Corporation SA, the Hellenic Post).

The Confederation of Public Servants (ADEDY) is the national-level trade union of public sector workers. Its unions represent employees of the government, of local authorities and of legal bodies under the exclusive control of the state or local authorities (public legal entities, NPDD).

Two professional categories are excluded from the specific provisions of Law No. 1264/1982: partly the journalists who can also organise pensioners and ships’ workers/crews that have a special trade union law.

There is also a special trade union right regime for some categories, such as the uniformed personnel (police, coast guard, and armed forces), the clergy and the judiciary. These categories have principally the right to form a trade union or a professional association, but they cannot fully exercise some rights such as the right to strike.

In general, there are no national data available on the main trends regarding trade union density. As regards the private sector, a recent study of INE-GSEE (2013) estimates that the trade union density is approximately 28.1%. From 2,454,266 employees (ELSTAT 2011), who potentially can be covered and represented by GSEE and ADEDY, the number of employees who voted in order to elect representatives to the GSEE and ADEDY Congresses (March and November 2013) was 690,247.

According to data of 2016, from 2,371,929 employees (ELSTAT 2016, Q1 quarterly), who potentially can be covered and represented by GSEE and ADEDY, the number of employees who voted in order to elect representatives to the GSEE and ADEDY Congresses (March and November 2016) was 612,325.

Finally, trade unions are not generally involved in pensions or unemployment schemes or closed shop systems.

Trade union membership and trade union density

Main trade union confederations and federations

The biggest federations within GSEE are:

• the Greek Federation of Bank Employee Unions (OTOE);
• the Federation of Private Employees (OIYE);
• the Federation of Personnel of the Public Power Corporation SA (GENOP/DEI);
• and the Federation of Greek Builders and associated professions (OMOIKEL);

The biggest Labour Centres are the Athens Labour Centre (EKA) followed by those in Thessaloniki Labour Centre and the Piraeus Labour Centre (EKP).

The biggest federations within ADEDY are:

• the Greek Teachers' Federation (DOE);
• the Panhellenic. Federation of Public Hospital Employees (POEDIN);
• the Greek Federation of Secondary Education State School Teachers (OLME);
• and the Panhellenic Federation of Workers Associations in the Local Government (POE-OTA).

Main trade union confederations and federations

There have been no recent major organisational developments in trade union organisations.

Employers’ organisations

About employers’ representation

The right of a company or of a single employer to become a member of an employers’ association is totally voluntary and free. There is no specific law to govern the functioning of the associations of employers. The constitution of an employers’ association sets the rules of membership, the rights and the obligations.

There are various types of organising, either horizontally or vertically, according to sector, the size of a company and the locality. Other employers’ associations organise only individual companies, some organise and represent associations or federations of employers and some do both.

There is no data on employers’ organisation density.

The main organisational trend over the past years is that the existing peak (national) employers’ associations have tried to broaden the scope of their organisational capacity/domain and strengthen their representativeness.

This is the case for SEV (Hellenic Federation of Enterprises) which in 2007 changed its constitution in an effort to represent big entrepreneurship and renamed itself (formerly it was ‘Federation of Greek Industries’). Also, ESEE now has been renamed the Hellenic Confederation of Commerce and Entrepreneurship (formerly the National Confederation of Hellenic Commerce) and had changed its constitution (in 2014) in order to represent the whole commerce sector as well as SMEs in general. Also, the Federation of Industries of Northern Greece (SVVE), the most recently recognised employers’ association, has begun a process of changing its name to Federation of Industries of Greece (SVE), broadening its scope.

Employers’ organisations – membership and density

*Percentage of employees working in an establishment which is member of any employer organisation that is involved in collective bargaining.

Main employers’ organisations

There are four main employers’ associations. They have a national character, are recognised as national social partners (collective bargaining and social dialogue) and it is broadly accepted that they cover the majority of the economic activity of the country.

The Hellenic Federation of Enterprises (SEV) was founded in 1907, initially representing the big industrial firms but over the years was evolved and now actually represents the big companies independently of sectors. SEV has individual companies as members, but also includes local and sectoral organisations of employers, such as the Federation of the Textile Industries, the Federation of Industrial Cotton Spinners, the Tire Industries Federation, the Federation of Millers, and the Greek Pharmaceutical Industries Federation. SEV is a member of BUSINESSEUROPE and the International Organisation of Employers (IOE).

The Hellenic Confederation of Professionals, Craftsmen and Merchants (GSEVEE) was founded in 1919 and is the national-level organisation representing SMEs mainly in small industry and in a part of commerce. It comprises 90 federations (59 local and 30 sectoral level and 1 of pensioners), with 140,000 individual companies as members (data October 2016). GSEVEE is a member of the European Association of Craft, Small and Medium-sized Enterprises (UEAPME).

The Hellenic Confederation of Commerce and Entrepreneurship (ESEE) was founded in 1994 and is the national- level organisation representing mainly the SMEs in commerce. ESEE represents 14 federations of traders’ associations, most of them of local nature and 308 local traders’ associations with almost 100,000 member companies (data 2016). ESEE is an affiliated member both in UEAPME and in EuroCommerce.

The Association of Greek Tourism Enterprises (SETE) was founded in 1991 by entrepreneurs in the tourism sector. SETE consists of 14 national sector-level associations, representing more than 50,796 enterprises including small and large hotels, rented accommodation, travel and tourist agencies, car and boat renting businesses, tourist buses, marina holdings, coastal shipping enterprises, catering chains, and conference organisers (data 2016). The institutional recognition of SETE as a national social partner equal in rank with the other representative employer organisations was introduced recently with Law 4144/2013.

The Federation of Industries of Northern Greece (SVVE) was established in 1915. Since its foundation, it has been active in its efforts to promote not only industrial development, but also economic and social progress in Northern Greece. Members of the federation are manufacturing companies and industrial organisations. SVEE was recognised as a new and equal national social partner at17 July 2018.

Main employers’ organisations and confederations

There is no data available on the main trends regarding density in employers’ organisations.

Tripartite and bipartite bodies and concentration

The main tripartite/bipartite bodies in Greece are detailed below.

The Economic and Social Council of Greece (OKE) was established in 1994 and has followed the EESC model based on the tripartite-plus structure of the interests represented, namely: the employers’ group, the employees’ group and the various interests’ group, the latter representing farmers, freelance professionals, local government, consumers, environmental protection organisations, people with disabilities and organisations on issues of gender equality. The main work of OKE is to issue formal opinions on social and economic issues, either before a draft law is submitted to the Parliament or on its own initiative. The OKE bodies are: the General Assembly, the Executive Committee, the Council of Presidents, the President and the three Vice-Presidents. The Executive Committee appoints Work Committees and a rapporteur in order to collect information and prepare a proposal of Opinion to be expressed by OKE. The Work Committee prepares a draft Opinion and submits it to the Executive Committee for approval. The final decision on the Opinion is taken by the General Assembly. In many cases, the relevant Minister participates in the deliberations of the General Assembly. OKE is a permanent consultation body providing opinions into the government by law authorisation.

The Arbitration and Mediation Organisation (OMED) established with Law No. 1876/1990 (as amended with later legislation) is an independent institution in the service of the social partners when they fail to conclude a collective agreement. OMED is a bipartite body which is administrated by the social partners (Presidential Degree No 98/2014). The administrative board consists of 9 members: 4 members appointed by GSEE, 4 members appointed by the employers’ associations (SEV, ESEE, GSEVEE, SETE) and 1 independent President elected unanimously by the parties. Also, in the OMED administrative board, one (1) representative of the Ministry of Labour participates as an observer, without the right to vote. OMED’s mission is to provide mediation and arbitration services on collective bargaining according to the existing legislation.

Proposals by the mediators are not binding; but decisions by the arbitrators are. Under Law 1876/1990, trade unions traditionally resorted unilaterally to the Mediation and Arbitration proceedings in order to get an arbitration decision (which, in law, is equated to a collective agreement). This unilateral recourse to Arbitration was abolished in 2010 by Law 3899/2010 but was partly reversed in 2014 after the issuing by the Council of State of a decision (No 2307/2014) that made again lawful the right of unilateral appeal to arbitration procedures; however, the new regulation (Law 4303/2014) established a series of new preconditions as regards the use of the Arbitration system, which in practice make it difficult to take place.

In 2018, law 4549 maintained the previous arbitration and mediation system taking into account the Decision of the Supreme Court (Council of the State), which stated that the Mediation and Arbitration of collective labour disputes had to examine the economic situation and the competitiveness in the area of production of the collective dispute (a provision that already existed) and the status of the purchasing power of the salary (an addition). The law also added the possibility of unilateral recourse to arbitration: (a) by any party, where the other party has refused the mediation; and (b) when the mediator's suggestion has been accepted by the one party and has been rejected by the other party.

The Supreme Labour Council (ASE), has an advisory role, based on Presidential Decree 184/69 and 368/89. The frequency of the meetings depends on the Secretary of the Ministry of Labour calling for the opinion of the ASΕ plenary session. The ASE usually meets twice a year. The seven members of the ASE are the President (the General Secretary of the Ministry of Labour) and six regular members, consisting of a special advisor or special associate of the Ministry of Labour, an expert in labour policy, an employee of the Ministry of National Economy, an employee of the Ministry of Labour, an employers’ representative, and an employees’ representative.

The ASE has the authority to investigate, study and give advice on any matter concerning the planning and the implementation of labour and social policy. The ASE deals with a range of issues: remuneration and working conditions in the private sector, remuneration and conditions in the public sector, gender equality, and health and safety in the workplace. After the re-establishment of the obligatory extension of  sectoral collective agreements with new terms and procedures, the ASE has widened its authority by participating in this process. According to the Minister of Labour’s circular no. 32921/2175/2018, the process is as follows. The Minister sends the sectoral agreement to the ASE. The ASE asks the employers’ organisation that signed the agreement to submit its members’ register. This is forwarded to the Labour Inspectorate, which checks whether the members of the employers’ organisation employ 51% of employees in the sector concerned. After the report of the Labour Inspectorate concerning the employment data, the ASE informs the Minister of Labour whether the conditions have been met to extend the signed sectoral agreement and declare it compulsory. If the employers’ organisation refuses to submit the members’ register, the extension is deemed not possible. In the context of the ASE operation, a Department for Combating Undeclared Work has been set up. Established by Law 4468/2017, it is a body of tripartite dialogue and cooperation, with a broad involvement of the social partners. It began operations on 25 September 2017. The main topics of the meetings so far concern: the implementation of the Road Map for undeclared work 2017–2019; a study of quantitative and qualitative characteristics as well as the prevention of undeclared work; and the assessment of systems of administrative sanctions and penalties in general and the establishment of alternative means of compliance. The National Employment Committee was established under Law 3144/2003 (Government Gazette A 111), Article 1, paragraph 1, as it applies. It is established at the Ministry of Labour with the participation of representatives of the social partners. The purpose of the Committee is to promote the Social Dialogue for the formulation of policies that aim at increasing employment and combatting unemployment, and to advise on the formulation, monitoring and evaluation of the National Action Plan for Employment, and generally on employment policies and labour law. In addition, under Article 85§5 of Law 4368/2016 (GG A 21), the Annual Report of the National Institute of Labour and Human Resources on the results of the Mechanism for diagnosing the needs of the labour market is submitted by the Coordination Committee to the National Employment Committee via the Minister of Labour, Social Security and Social Solidarity, with the aim of formulating a broader strategy for developing human resources in the country and in particular the design and implementation of training programmes. The meetings of the Committee and its ongoing action strengthen the role of the social partners in redesigning and improving the effectiveness of existing actions and reinforcing the synergies that will benefit long-term prospects for development in the field of employment. Τhis Committee has been inactive since 2013.  The Government Council for Employment was established by a Decision of the ‘Council of Ministers’ (No.13/14.04.2014) with the aim of developing proposals and measures for combating unemployment. Parties in the council are the Prime Minister, the Minister of Labour and other Ministers related to the National Strategy for Growth and Employment. Also, in the Council participate all the leaders of the five national social partners (GSEE, SEV, ESEE, GSEBEE, SETE) who can suggest policies and measures on combating unemployment. (In practice, the function of the Council has become inactive).

Another institution in Greece which promotes the dialogue on OSH (Occupational Safety and health) between representatives of employers and employees, at national or sectoral level, is the Council for Health and Safety at Work (SYAE). It is a tripartite-plus representative consultation body established in 1985. By legislation (art 26 Law 3850/2010), SYAE provides opinions concerning all OSH issues, including draft legislation. It consists of representatives from social partners (GSEE, SEV, GSEVEE, ESEE, SETE), representatives of the Ministry for Development, Competitiveness & Shipping, the Ministry of Health & Social Solidarity, the Ministry of Labour, Social Security & Social Solidarity, and the Ministry of Finance as well as of the Technical Chamber of Greece (TEE), the Pan-Hellenic Medical Association (PIS), the Greek Chemists’ Association (EEX), the National Association of Local Authorities (KEDKE).

Main tripartite and bipartite bodies

Workplace-level employee representation

At the workplace level employees are represented by the following bodies:

• Trade unions;
• Association of persons;
• Works Councils;
• Health and safety delegates and committees.

Company-based trade unions can be established by at least by 21 workers in companies or establishments with more than 50 employees (Law No. 1264/1982). The company-based union has full rights in concluding collective agreements and in consultation and information processes.

The association of persons’ is not an official recognised trade union and was introduced with the Law No. 4024/2011, to facilitate collective bargaining in small enterprises, where a trade union is non-existent. It can be established by three-fifths of the employees; there is no limit on how long they operate, and they can sign collective agreements for companies of any size.

Works councils can exist alongside the company-based councils under Law 1767/1988. They have all the rights of information and consultation, but no right in collective bargaining. Works councils can only be set up in larger workplaces, with 50 employees or more or can also be set up in workplaces with between 20 and 49 employees if there is no union. However, in practice, this does not occur. The request to set up a works council must be made either by the primary level union or by 10% of the workforce. They are elected by the whole workforce and consist only of employees. In reality, only a few companies have works councils, and if there is no union, there will not be a works council. Their position is clearly less powerful than that of the union and they have not been widely set up, other than in larger companies.

Health and safety delegates can be elected in workplaces with more than 20 employees and a health and safety committee can also be set up in workplaces with more than 50 employees. Health and Safety delegates/committees have a consultative role on the issues concerned (Law 1568/1985).

Regulation, composition and competences of the bodies