Most employment disputes begin before anyone calls them a dispute
A vague contract, an undocumented warning, a rushed dismissal or a resignation sent in anger can narrow the available options very quickly. We advise before the decision where possible, and deal with the evidence as it actually exists where the problem has already started.
Advice for employers
Employment, executive, consultancy and secondment agreements
Workplace policies, confidentiality and data-handling clauses
Onboarding, pay, leave and statutory-entitlement questions
Performance, disciplinary and grievance procedures
Redundancy planning, consultation and termination
Business transfers, restructuring and settlement agreements
International recruitment and coordination with immigration requirements
Advice for employees
We review contracts, pay and benefits, changes to duties, workplace complaints, suspension, dismissal, redundancy, settlement proposals and post-termination restrictions. The first task is to separate what feels unfair from what can be proved and what the law or contract actually requires.
Procedure matters
Immediate dismissal is not automatically lawful because an allegation is serious. A restrictive covenant is not automatically enforceable because it appears in a signed contract. The reason, evidence, wording, process, duration and legitimate business interest all need to be examined.
For workforce restructuring or senior appointments, the employment position should be read with the corporate documents. For non-EU recruitment, it must also be coordinated with the correct immigration route. If a claim is already developing, our litigation team can assess procedure, evidence and forum.
Common questions
Can an employee be dismissed immediately?
Sometimes summary dismissal may be arguable, but it is not a label to apply first and justify later. The conduct, evidence, contract, statutory framework and fairness of the procedure all matter. Advice should be taken before the dismissal is communicated.
Is a non-compete clause always binding?
No. Enforceability depends on the wording, the interest being protected, the role, duration, geographic reach and the circumstances. A broad restriction can look impressive on paper and still fail when tested.
Do employment terms need to be in writing?
Written terms are important for both compliance and evidence. They do not solve every issue, but they reduce avoidable disputes about duties, pay, notice, benefits, confidentiality and post-termination obligations.
Bring the documents, not only the story
For a first review, send the contract, amendments, policies, relevant emails or messages, warnings, payslips, termination or resignation letter and a short chronology. Mark any immediate deadline.
Request an employment-law consultation | law@papacleovoulou.com | +357 26 933218
General information only. Last reviewed 1 August 2026. Employment advice depends on the contract, evidence, procedure, dates and the status of the parties.
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