A hotel looking for seasonal staff, a construction company that cannot find specialised workers locally, or a business wishing to employ a particular person from outside the European Union may all face the same question: how can a foreign worker legally come to Greece for employment?
In Greece, this employer-led procedure is commonly known as metaklisi. It is sometimes described simply as an “invitation” of a foreign worker. In practice, however, an invitation or employment offer is not enough. The procedure involves an available position under the applicable quota, an application by the employer, examination by the competent Greek authority, a national visa issued by the Greek consular authority and, after arrival, an application for the appropriate residence permit.
Law 5275/2026 introduced several important changes. The system has become more flexible in certain respects, but it remains a document-heavy procedure in which mistakes can cause significant delays.
For dependent employment, the process normally begins with an employer established in Greece. The employer identifies a third-country national—that is, a person who is not an EU citizen—and applies for approval to employ that person in Greece. The application must correspond to an available position under the applicable admission quota. It must also identify the employee, the type and place of work, the employment period and the proposed salary. The changes discussed below mainly concern admission for dependent employment and the corresponding E.4 residence permit. Seasonal employment, highly qualified employment and the EU Blue Card are separate categories and may follow different requirements.
One of the most practical changes is the reduction of the required employment period.
The employment contract submitted with an application for dependent employment may now have a duration of at least six months, instead of the previous minimum period of one year. The salary stated in the contract must comply with the applicable statutory minimum. This change can help employers whose genuine staffing needs do not justify a full-year commitment. It may be particularly relevant to businesses with project-based or medium-term needs.
It does not, however, allow the submission of an artificial six-month contract merely to secure the worker’s entry into Greece. The employer must be able to demonstrate a genuine need for the position and the financial capacity to pay the agreed remuneration.
The employer’s electronic application may be submitted to the competent service of the Decentralised Administration based on:
This is helpful where a company is registered in one part of Greece but employs staff at a branch, hotel, construction site or other workplace in another region.
The choice must nevertheless reflect the employer’s real structure and the actual place of employment. The details stated in the application, contract and supporting documents should remain consistent throughout the procedure.
The new rules provide greater mobility for holders of a single residence and work permit, but the right to change employer is not entirely unrestricted.
During the initial permit, the employee is generally expected to work for the sponsoring employer for the period of the first employment contract, up to a maximum of six months.
A change before the completion of that period may be possible in specific circumstances, including:
The competent migration service must be notified of the proposed change. It has 45 days to examine whether the legal requirements are satisfied. The employee may work for the new employer while the review is pending. If no decision is issued within the prescribed period, the change is deemed to have been accepted.
This flexibility is important, but both sides should keep proper evidence of the termination of the previous employment relationship and the commencement of the new one.
A period of unemployment does not automatically result in the withdrawal of the residence permit.
As a general rule, unemployment may last for a total of up to three months during the validity of the permit. Where the worker has already held the permit for more than two years, the permitted period may reach six months.
The beginning and end of the unemployment period must be notified to the competent authority. In certain circumstances, a longer period may be accepted if the worker can demonstrate sufficient resources.
The practical point is simple: a worker should not ignore the situation after losing a job. The change must be documented and notified promptly, and the search for a new lawful employment relationship should begin without delay.
Another significant change is that licensed Temporary Employment Agencies may, under strict conditions, submit applications for the admission of third-country nationals.
This does not mean that any recruitment agency or intermediary can sponsor foreign employees. The agency must operate lawfully, satisfy substantial financial requirements and comply with the conditions introduced by the legislation and the relevant implementing decision.
Employers and workers should therefore verify whether the agency is legally entitled to participate in the procedure before paying fees or signing agreements.
The 2026 changes did not abolish the national admission quota.
Each year, a Cabinet Act determines how many third-country nationals may be admitted for dependent employment, seasonal employment and certain highly qualified positions. The available positions may be divided by region, employment category and speciality.
The legislation now also permits an increase of up to 15% to address unforeseen or urgent labour-market needs. Specific numbers may also be allocated to workers from particular countries.
Before preparing a complete application, the employer should therefore confirm that an appropriate position remains available. A valid employment contract cannot overcome an exhausted or unavailable quota.
The 2026 reforms have made the Greek foreign-worker admission procedure more flexible. They have not made it automatic.
Employers should verify the available quota, choose the correct employment category and prepare a consistent application from the outset. Workers should understand the terms of the proposed employment, the consular process and their obligations after entering Greece.
Our law office assists employers and third-country nationals with the initial assessment of the case, preparation of the employment application, supporting documents, consular coordination and the subsequent residence-permit procedure.
If you are considering employing a foreign worker in Greece, you may contact us with a brief description of the position, the intended place of work and the worker’s nationality.
