OR August 15th which for this year (2025) falls on Friday, belongs to compulsory holiday And the GSEE, through the Confederation’s unemployed workers’ information center (KEPEA/GSEE), informs private sector employees about how to pay the holiday.
August 15th has been determined by law as a mandatory holiday (Art. 193 PD 80/2022, Art. 60 Law 4808/2021). On mandatory holidays, employees’ employment and businesses are prohibited, except for those who are legally operating on Sundays and compulsory holidays.
As for the fee on Friday, August 15, 2025 the following applies:
For businesses that do not work
In operations that do not operate, the usual salaries are paid without any salaries to those who are paid wage, while those who are paid their monthly salary is paid.
For businesses that are legally operating
Employees employed are entitled to:
1. If they are paid by wage, their usual paid salary and 75% surcharge to be calculated in their legal hourly wage for as many hours employed
2. In case employees are paid a monthly salary:
- If they are businesses that are late on Sundays and days of holiday and will operate on August 15th, it is due to 1/25 of their usually paid salary and an additional 75% surcharge on the legal wage for those hours of employment
- In the case of businesses that operate legally on Sundays and other public holidays, there is only 75%surcharge, which is estimated at 1/25 of their legal wage for those hours of employment.
In addition, employees should be aware that:
- It is not legal to offset the day -to -day daytime, with a mandatory holiday.
- If the employment of both wages and monthly salary on August 15 is legally granted more than 40 hours, it is due to the surcharge of the holiday and the surcharge due to overtime and overtime.
- The wage of August 15 is entitled to the employees who are on leave, but without counting this day on business days of their leave. Paids for a monthly salary will not receive an additional salary for the holiday, but in this case the holiday day will not be counted on business days of their leave.
- In the event that more favorable conditions apply (eg by BSE, Labor Regulation, Operational Custom or Custom) in terms of surcharges of work on work on a mandatory holiday or Sunday, they prevail.