Under Article 60 of Law 4808/2021, 28 October is one of the compulsory public holidays. Employees may not be required to work on compulsory public holidays, and businesses may not operate, except those legally permitted to open on Sundays and compulsory public holidays.
According to a relevant notice from the GSEE, because 28 October falls on a Wednesday this year, different rules apply depending on whether a business is legally permitted to operate on public holidays and how the employee is paid.
What applies to businesses that close on the public holiday
For businesses that remain closed on 28 October, the GSEE clarifies as follows:
1. Employees on a five-day working week
Those who work a five-day week and do not work on Wednesday 28 October 2026 will receive an additional day’s pay if they are paid a daily wage. Those paid a monthly salary will receive their usual monthly salary.
2. Employees on a six-day working week
Those who work a six-day week and do not work on Wednesday 28 October 2026 will receive their usual proportionate daily wage if they are paid by the day, bringing their total to six days’ pay for the week. Those paid a monthly salary will receive their usual monthly salary.
How employees are paid for working on 28 October
Employees who work on Wednesday 28 October 2026 at businesses legally permitted to operate on Sundays and compulsory public holidays are entitled to the following pay:
1. Employees paid a daily wage
They are entitled to their usual daily wage, plus a 75% premium, calculated on their statutory hourly rate for the hours worked.
2. Employees paid a monthly salary
They are entitled to a 75% premium, calculated on 1/25 of their statutory monthly salary for the hours worked.
3. Businesses that operate exceptionally on the public holiday
If a business that normally closes on Sundays and compulsory public holidays operates on an exceptional basis on Wednesday 28 October, in compliance with the legal formalities, the following applies to full-time work:
In both cases, the additional pay is increased by 75% for work on the compulsory public holiday.
What the GSEE says
The GSEE reminds employers that all industrial, manufacturing and commercial work, as well as any professional activity in general, is prohibited on Sundays and compulsory public holidays, except where legislation expressly provides otherwise.
Accordingly, employees may not be required to work on these days, except in cases permitted by law.
The Confederation also points out that:
A day off may not be offset against a compulsory public holiday. An employee’s weekly rest day may not be offset against a compulsory public holiday.
Annual leave for employees on a six-day working week is extended by one day if 28 October falls during their leave.
More favourable pay terms continue to apply. Where collective agreements, workplace rules, established company practice or custom provide for higher premiums for work on Sundays or compulsory public holidays, the more favourable terms take precedence.
When a business is allowed to operate
The provisions on Sunday closing, compulsory public holidays, weekly rest periods and exemptions from the relevant rules are set out in Articles 203-219 of the Code of Individual Labour Law (Presidential Decree 62/2025, Government Gazette A’ 121).
The GSEE clarifies that businesses not covered by the legal exemptions may not lawfully operate on a compulsory public holiday and therefore may not employ workers unless they have obtained special permission from the competent Labour Inspectorate.
In an emergency, such as a risk of products being destroyed or damage being caused to premises or materials, the Police must be notified.
Finally, serious criminal and administrative penalties apply for the unlawful employment of workers on Sundays or compulsory public holidays.