27, September 2023

The Transparent and Predictable Working Conditions Law of 2023 (Law 25(I)/2023) transposes into national law the EU Directive 2019/1152 and repeals the Information of Employees on the Terms of Employment Law of 2000 (Law 100 (Ι)/2000).

The Transparent and Predictable Working Conditions Law of 2023 (Law 25(I)/2023) (the “New Law”) came into force this year and as of 13 April 2023 applies to all new and existing employment relationships aiming to improve working conditions by establishing new minimum rights to employees and new obligations to the employers.

The most significant change of the New Law is that the probation period is now clearly fixed to maximum 6 months for all existing and future employees, excluding Director/Executive positions. Employers cannot now extend the probation period up to 2 years as they were previously allowed under the Termination of Employment Law. 

The New Law introduced various other changes, the most notable of which are:

  1. Employers are obliged to provide to the employees part of the essential terms of employment before or within maximum 7 days from the commencement of employment;
  2. Employers cannot restrict employees from taking up employment with other employers in parallel and outside the work schedule, unless such restriction is justified on objective grounds designated under the New Law;
  3. On-demand contracts (zero-hour-contracts) are, subject to conditions, allowed.

Contact our team at should you wish to find out more.

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