• After providing work, employees are entitled to receive their salary, which is paid at the end of each of the intervals for which it is calculated (day-week-month), unless otherwise agreed.

Such remuneration is paid exclusively to employees’ bank accounts and they are given a statement detailing all types of remuneration and the deductions thereon.

Also, employees who are paid a daily wage are entitled to receive the wages of the exempted holidays of the year.

In the event of delay or refusal by the employer to pay their remuneration, employees are entitled:

1. To contact the competent Labour Relations Inspection Department of their place of work and file a complaint or request for a labour dispute.
2. To file a complaint against the employer at the relevant police department.
3. To suspend their work, in accordance with Article 325 of the Civil Code.
4. To consider the refusal or delay in payment of their salary as a unilateral detrimental change to their working conditions and therefore a termination of the employment contract, claiming, among other things, the appropriate compensation for dismissal.
5. To seek judicial recovery of the salary by bringing an action before the civil courts.

• Employees are entitled to the entire Easter bonus, which is equal to half a monthly salary or 15 days’ wages, provided that they have worked throughout the period from 1 January to 30 April, or a proportion of the Easter bonus, if their employment relationship did not last for the whole period.

• Employees are entitled to entire Christmas bonus, which is equal to one monthly salary or 25 days’ wages, provided that they have worked throughout the period from 1 May to 31 December, or a proportion of the Christmas bonus, if their employment relationship did not last for the whole period.

• For each day of off-site employment, employees are entitled to one (1) wage or 1/25 of the statutory salary as an allowance. If food and accommodation are provided by the employer, employees are entitled to 1/4 of the allowance, whereas where only food or accommodation is provided, they are entitled to 1/2 or 4/5 of the allowance, respectively.

• For every hour of additional work to be provided by part-time employees, they are entitled to an equivalent fee plus twelve percent (12 %) on the agreed fee.

• For every hour of overtime, employees are entitled to the hourly wage paid plus twenty per cent (20 %).

• For every hour of extra time worked, employees are entitled to the hourly wage paid increased by forty percent (40 %) for each hour of legal extra time worked, by sixty per cent (60 %) for each hour of legal extra time worked by decision of the competent body of the Ministry of Labour and by one hundred and twenty percent (120 %) for each hour of illegal overtime.

• Employees who will be employed on the sixth day (in violation of the five-day period) are entitled to the daily wage paid plus thirty percent (30 %).

• Employees who will be employed on Sundays or holidays are entitled to an increase of seventy-five percent (75 %) on the legal hourly wage.

• For every hour of night work, i.e. work from ten in the evening to six in the morning, employees are entitled to a twenty-five percent (25 %) increase on the legal hourly wage.