A New Era in Collective Labour Law: The Social Agreement Explained
A New Era in Collective Labour Law: The Social Agreement Explained
February 2026
Ioanna Kyriazi, Partner, and Nantia Straitouri, Associate
Kyriakides Georgopoulos Law Firm
A. Introduction
In December 2025, Greece published its Action Plan for the Promotion of Collective Bargaining (2026-2030) as part of the implementation of Directive (EU) 2022/2041, transposed into national legislation by Law 5163/2024. The Action Plan sets out a structured framework to strengthen collective bargaining and reinforce social dialogue.
A central pillar of the Action Plan is the Social Agreement for the Strengthening of Collective Labour Agreements, concluded between the Ministry of Labour and the national social partners. In February 2026, the Agreement was enacted through Law 5278/2026, introducing significant reforms to Greece’s collective labour framework and carrying direct implications for employers.
B. Key Pillars of the Social Agreement
1. Sectoral Collective Labour Agreements (CLAs)
- The General Confederation of Greek Workers (GSEE) is granted a subsidiary competence to co-sign sectoral CLAs upon invitation by the employee-side negotiating parties.
- Sectoral CLAs must clearly define their scope, at least by identifying the relevant activity codes (KADs), and may include further references to other elements defining the sector.
2. Extension of CLAs
- The employee coverage threshold required to extend sectoral and occupational CLAs is reduced from 50% to 40%.
- The 40% coverage threshold is deemed to be satisfied – and therefore is not subject to examination – in cases where a CLA is co-signed by GSEE and the most representative national employers’ organisation in the specific sector (i.e., SEV, GSVEE, ESEE, SETE or SVE), within its field of competence.
3. Full Post-Termination Effect of CLAs
- After the three-month extension period, all regulatory terms of an expired CLA will continue to apply until a new collective or individual employment agreement is concluded.
- Employees hired during the threemonth extension period are fully covered by the expired CLA’s terms.
4. Reforms to the Organisation for Mediation and Arbitration (OMED)
To accelerate collective dispute resolution:
- A fast-track admissibility review is introduced for unilateral applications for mediation conducted and arbitration, by a three-member committee, comprised by one Labour Law Professor, one Economics Professor, and one judge of a Supreme Court, serving as Chair, appointed by OMED’s BoD.
- The second level of arbitration within OMED is abolished.
5. Trade Union and Employers’ Registers
- Registration requirements in the General Register of Trade Union Organisations (GEMISOE) and the General Register of Employers’ Organisations (GEMIOE) are limited to information that is strictly necessary.
- The consequences of non-registration, failure to submit the required information, or failure to keep the information up to date, are mitigated and are limited to eligibility for:
- the extension of CLAs concluded by the organisation; and
- access to mediation and arbitration proceedings before OMED.
- Ballot-count records and electronic voting results are no longer uploaded to the registries but are instead submitted by the judicial representative to the competent Court of First Instance and retained in the organisation’s file.
C. Upcoming Measures
- Following the enactment of the Social Agreement, the Action Plan for the Promotion of Collective Bargaining is expected to be implemented according to the following timeline:
- Mid-2026 to mid-2027: Establishment of a dedicated working group at the Ministry of Labour, alongside digitalisation, collection, and availability of relevant data.
- Late 2026 to 2030: Research, studies, and targeted awareness and training initiatives on collective bargaining.
- 2028 to 2030: Monitoring of the implementation of the Action Plan and targeted inspections to ensure compliance with collective labour agreements.
February 2026
Ioanna Kyriazi, Partner, and Nantia Straitouri, Associate
Kyriakides Georgopoulos Law Firm
A. Introduction
In December 2025, Greece published its Action Plan for the Promotion of Collective Bargaining (2026-2030) as part of the implementation of Directive (EU) 2022/2041, transposed into national legislation by Law 5163/2024. The Action Plan sets out a structured framework to strengthen collective bargaining and reinforce social dialogue.
A central pillar of the Action Plan is the Social Agreement for the Strengthening of Collective Labour Agreements, concluded between the Ministry of Labour and the national social partners. In February 2026, the Agreement was enacted through Law 5278/2026, introducing significant reforms to Greece’s collective labour framework and carrying direct implications for employers.
B. Key Pillars of the Social Agreement
1. Sectoral Collective Labour Agreements (CLAs)
- The General Confederation of Greek Workers (GSEE) is granted a subsidiary competence to co-sign sectoral CLAs upon invitation by the employee-side negotiating parties.
- Sectoral CLAs must clearly define their scope, at least by identifying the relevant activity codes (KADs), and may include further references to other elements defining the sector.
2. Extension of CLAs
- The employee coverage threshold required to extend sectoral and occupational CLAs is reduced from 50% to 40%.
- The 40% coverage threshold is deemed to be satisfied – and therefore is not subject to examination – in cases where a CLA is co-signed by GSEE and the most representative national employers’ organisation in the specific sector (i.e., SEV, GSVEE, ESEE, SETE or SVE), within its field of competence.
3. Full Post-Termination Effect of CLAs
- After the three-month extension period, all regulatory terms of an expired CLA will continue to apply until a new collective or individual employment agreement is concluded.
- Employees hired during the threemonth extension period are fully covered by the expired CLA’s terms.
4. Reforms to the Organisation for Mediation and Arbitration (OMED)
To accelerate collective dispute resolution:
- A fast-track admissibility review is introduced for unilateral applications for mediation conducted and arbitration, by a three-member committee, comprised by one Labour Law Professor, one Economics Professor, and one judge of a Supreme Court, serving as Chair, appointed by OMED’s BoD.
- The second level of arbitration within OMED is abolished.
5. Trade Union and Employers’ Registers
- Registration requirements in the General Register of Trade Union Organisations (GEMISOE) and the General Register of Employers’ Organisations (GEMIOE) are limited to information that is strictly necessary.
- The consequences of non-registration, failure to submit the required information, or failure to keep the information up to date, are mitigated and are limited to eligibility for:
- the extension of CLAs concluded by the organisation; and
- access to mediation and arbitration proceedings before OMED.
- Ballot-count records and electronic voting results are no longer uploaded to the registries but are instead submitted by the judicial representative to the competent Court of First Instance and retained in the organisation’s file.
C. Upcoming Measures
- Following the enactment of the Social Agreement, the Action Plan for the Promotion of Collective Bargaining is expected to be implemented according to the following timeline:
- Mid-2026 to mid-2027: Establishment of a dedicated working group at the Ministry of Labour, alongside digitalisation, collection, and availability of relevant data.
- Late 2026 to 2030: Research, studies, and targeted awareness and training initiatives on collective bargaining.
- 2028 to 2030: Monitoring of the implementation of the Action Plan and targeted inspections to ensure compliance with collective labour agreements.
