Law 5275/2026 reformed the framework governing the employment invitation procedure of foreign workers for the provision of dependent employment in Greece.
A key innovation in this framework is the introduction of Temporary Employment Agencies, as direct employers (article 27 of Law 5038/2023) in the employment invitation process, provided that, prior to the submission of the employment invitation application, a cooperation agreement has already been concluded between the Temporary Employment Agency and the indirect employer and that the Temporary Employment Agency meets the specific requirements established by law.
Specifically, Temporary Employment Agencies are now able to utilize the employment invitation process on behalf of another employer with whom they already have a relevant contractual agreement prior to submitting the employment invitation application.
What are Temporary Employment Agencies
According to Article 116 of Presidential Decree 62/2025 (Labor Code), a Temporary Employment Agency is defined as a natural or legal person that enters into employment contracts or dependent employment relationships with employees for the purpose of placing them with indirect employers to work temporarily under their supervision and direction.
For the purposes of the employment invitation process, as the direct employer of a third-country national, who enters into employment contracts or dependent employment relationships with temporary workers in order to assign them to third-party indirect employers, is considered the legal entity (and not a natural person, as otherwise permitted under the applicable legislation on Temporary Employment Agencies) operating a Temporary Employment Agency.
Temporary Employment Agency acts as the direct employer, while the indirect employer is the undertaking to which the employee is temporarily assigned and where they work under its guidance and supervision.
Requirements that a Temporary Employment Agency should fulfill
Be a legal entity operating legally in Greece in accordance with Chapter C of the Labor Code (Presidential Decree 62/2025),
Have a share capital or corporate capital of at least one million euros (€1,000,000),
Ensure that no criminal proceedings have been brought against its directors or managers and that they have not been convicted at any judicial level for the offence of illegal trafficking of third-country nationals,
Meet the requirements set out in the Joint Ministerial Decision provided for in paragraph 29A of Article 176 of the Migration Code.
It should be noted that the competent authorities of the Ministry of Labor and Social Security will verify compliance with the above requirements in order to determine whether a Temporary Employment Agency is eligible to make use of the employment invitation process. Upon successful verification, they will issue a certificate valid for one year from the date of issuance, which must be submitted as part of the employment invitation application process.
Finally, it should be noted that the Joint Ministerial Decision pursuant to paragraph 29A of Article 176 of the Migration Code will specify:
the categories and sectors of employment within which Temporary Employment Agencies, acting as direct employers, have the ability to recruit third-country nationals through the employment invitation process
the specific criteria for the eligibility of Temporary Employment Agencies to participate in the employment invitation process, such as the minimum number of administrative staff, any requirement to provide bank guarantees, the obligation to provide suitable accommodation for incoming workers, the definition of suitable accommodation, etc.
the supporting documents referred to in paragraph 1 of Article 27 that Temporary Employment Agencies, as direct employers, submit as part of the employment invitation process and
any additional penalties that may be imposed on Temporary Employment Agencies in the event of a breach of their obligations under the employment invitation process.
If you are an employer and wish to hire a third-country national under the employment invitation procedure, you can contact our office at +30 210 3319753 or by email at info@georgallis-law.com. Our law office and associates, with their expertise and experience in Immigration Law, will assist you with all matters relating to employment invitation process securely and efficiently.
Law 5275/2026 reformed the framework governing the employment invitation procedure of foreign workers for the provision of dependent employment in Greece.
A key innovation in this framework is the introduction of Temporary Employment Agencies, as direct employers (article 27 of Law 5038/2023) in the employment invitation process, provided that, prior to the submission of the employment invitation application, a cooperation agreement has already been concluded between the Temporary Employment Agency and the indirect employer and that the Temporary Employment Agency meets the specific requirements established by law.
Specifically, Temporary Employment Agencies are now able to utilize the employment invitation process on behalf of another employer with whom they already have a relevant contractual agreement prior to submitting the employment invitation application.
What are Temporary Employment Agencies
According to Article 116 of Presidential Decree 62/2025 (Labor Code), a Temporary Employment Agency is defined as a natural or legal person that enters into employment contracts or dependent employment relationships with employees for the purpose of placing them with indirect employers to work temporarily under their supervision and direction.
For the purposes of the employment invitation process, as the direct employer of a third-country national, who enters into employment contracts or dependent employment relationships with temporary workers in order to assign them to third-party indirect employers, is considered the legal entity (and not a natural person, as otherwise permitted under the applicable legislation on Temporary Employment Agencies) operating a Temporary Employment Agency.
Temporary Employment Agency acts as the direct employer, while the indirect employer is the undertaking to which the employee is temporarily assigned and where they work under its guidance and supervision.
Requirements that a Temporary Employment Agency should fulfill
It should be noted that the competent authorities of the Ministry of Labor and Social Security will verify compliance with the above requirements in order to determine whether a Temporary Employment Agency is eligible to make use of the employment invitation process. Upon successful verification, they will issue a certificate valid for one year from the date of issuance, which must be submitted as part of the employment invitation application process.
Finally, it should be noted that the Joint Ministerial Decision pursuant to paragraph 29A of Article 176 of the Migration Code will specify:
If you are an employer and wish to hire a third-country national under the employment invitation procedure, you can contact our office at +30 210 3319753 or by email at info@georgallis-law.com. Our law office and associates, with their expertise and experience in Immigration Law, will assist you with all matters relating to employment invitation process securely and efficiently.