Good Friday (18/04/2025) is a mandatory semiconductor for stores.

By law, employment of employees and shops are prohibited until 13:00 on Good Friday.

For other businesses, Good Friday is not included in compulsory holidays, which is set by law for private sector workers.

However, private businesses in our country are delayed if Good Friday has been described as a holiday or semi -regulations by a collective agreement, by the Employment Regulation of the Company, from 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.

Those who are employed in businesses who are legally operating on Sundays and other public holidays are entitled to the following:

1) If they are paid on a salary, their usual paid salary and 75%increase, which will be calculated in their legal hourly wage for those hours of work,

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

3) Substitute (Repo): If employees work Sunday for more than five hours, they are entitled to additional and alternate rest on another business day of the week.

Easter Monday (21/04/2025) is also From the law day of compulsory holiday for all businesses.

The businesses that do not operate are paid, without any surcharge, the usual wage to those who are paid on a salary, while those who are paid wages pay their monthly salary.

Employees who will be employed are entitled to:

1) If they are paid on a salary, their usually paid salary and 75%increase, which will be calculated in their legal hourly wage for those hours of work.

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

(a) If they are businesses that operate legally on Sundays and the other public holidays, there is a 75%increase in a surcharge, calculated at 1/25 of their legal salary for those hours of work,

(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.

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 of them, depending on the activity and the nature of the work, are contained in Articles 193-209 of the Code of Individual Labor Law (PD 80/2022, A 222).

In the event that more favorable conditions apply (eg by collective employment contract, employment regulation, business habit 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.

As noted in the announcement, it is not legal to offset the day -to -day off -dated holiday and the compulsory holiday days are not included on the annual pay.

On Sundays and days of compulsory holiday, any industrial, craft, commercial work and any professional activity are prohibited, except for the exceptions, which are explicitly referred to in the legislation.

Businesses that are not subject to the exceptions of the law cannot work legally. Consequently, they cannot employ employees without receiving any special permission 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 to the Police.

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.