By Vangelis Dourakis

Conversely, the time for Easter holidays and those who do not have the fortune of a mini – “escape” from the “closed city” and work if they will receive “inflated” earnings. But it is advisable to know what are those days that “promote” the earnings, as each of them applies a different regime. In any case, there is a “general rule” and then small or large variations, depending on the industry or business.

Easter Sunday and Easter Monday constitute clearly mandatory holidaysbut in terms of Good Friday and Good Saturday, data changes and plays a role and what is foreseen in the BSE, the employment regulation of the business and if there is a business habit and custom.

What are the days of compulsory holiday Easter

Specifically, Good Friday (18-04-2025) is a mandatory semiconductor for stores. By law, employment of employees and store operations are prohibited by 13.00 on Good Friday.

For other businesses, Good Friday is not included in the compulsory holidays required by law for private employees.

However, private businesses in our country are delayed if Good Friday has been designated a holiday or semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -regulation, in which the business remains closed on this day.

Holy Saturday (19-04-2025) is a working day for those legally employed in the private sector, unless a holiday or semi-semi-semi-semi-sector has been established, a business regulation, business habit and custom, in which the business remains closed on this day.

For Easter Sunday (20-04-2025), the general rule of Sunday holidays applies, that is, employee employment is prohibited.

Easter Monday (21-04-2025) is also by law compulsory holiday for all businesses.

How much extra money will those who work

On the basis of the aforementioned, those who work in businesses who are legally operating on Sundays and the other public holidays are entitled to the following:

1) If paid by wage, their usual paid salary and 75% increase in their legal hourly wage for as many hours working

2) If they are paid for a monthly salary, a 75%increase is due to 1/25 of their legal salary for as many hours employed

3) Substitute (Repo): As long as employees are employed Sunday more than 5 hours, they are entitled to additional and alternate rest on another business day of the week.

In operations that do not operate, the usual salaries are paid without any salaries to those who are paid wage, while those who are paid their monthly salary is paid.

Employees employed are entitled to:

1) If they are paid on a salary, their usually paid wage and a 75% increase to be calculated in their legal hourly wage for as many hours working

2) In the event that employees are paid a monthly salary:

(a) In the case of businesses that operate legally on Sundays and other public holidays, there is a 75%surcharge, which is estimated at 1/25 of their legal salary for those hours of employment.

(b) In the case of businesses that are delayed on Sundays and days of holidays and will be operating on Easter Monday, 1/25 of their usually paid salary is due and an additional 75% surcharge on the legal wage for those hours of employment.

What applies to the annual license and on compulsory holiday

Still note the following:

  • The provisions of the legislation on Sunday holidays, the holidays of the Easter period, the time of weekly rest of the workers and the exceptions from them (depending on the activity and nature of the work) are contained in Articles 193-209 of the Code of Individual Labor Law (PD 80/2022, A222).
  • In the event that more favorable conditions apply (eg by BSE, Labor Regulation, Operational Custom or Custom) in terms of surcharges of work on work on a mandatory holiday or Sunday, they prevail.
  • On a mandatory holiday day, employees’ employment and business operation are prohibited, except for those who are legally operating on Sundays and festivals.
  • It is not legal to set off day of the day’s rest (repo) on the day of compulsory holiday.
  • The days of compulsory holiday are not included in the annual leave.
  • On Sundays and days of compulsory holiday, any industrial, craft, commercial work and any professional activity are prohibited, except for the exemptions explicitly referred to in the legislation.
  • Businesses that are not subject to the exemptions of the law cannot operate legally and therefore cannot employ employees without having to receive a specific license from the competent Labor Inspectorate and in the event of an emergency (risk of destruction of products or damage to installations or materials), following a report.
  • Illegal staff employment on Sunday or on the days of compulsory holiday is ranked in the category of very serious violations, with a high fine and further criminal liability of the employer.