Judicial principles and studies
Fixed-term employment contract: claim for wages for the remainder of the contractual year
A concise summary of how Articles 25 and 26 of the Labor Law govern consequences of terminating a fixed-term employment contract and claims for wages for the remainder of the contractual year, citing a principle drawn from cassation decision (8610/2022).
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Judicial principles and studies
Updated: 10 September 2026
Editorial summary of a judicial principle or decision; consult the source below and do not treat the firm as the author of the decision.
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A concise summary of how Articles 25 and 26 of the Labor Law govern consequences of terminating a fixed-term employment contract and claims for wages for the remainder of the contractual year, citing a principle drawn from cassation decision (8610/2022).
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- Practical significance
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Subject
This study addresses claims for wages covering the remainder of the contractual year under fixed-term employment contracts, and how Articles 25 and 26 of the Labor Law apply, with reference to a principle drawn from cassation decision (8610/2022).
Summary
- Where the claimant seeks wages for the contractual year limited to the agreed salary, Article 26 governs and may result in entitlement to wages until the end of the contractual year when termination was unlawful, reflecting the cited cassation principle. - If the contractual relationship is based on a fixed-term contract, a claim for the remainder of the contractual year is treated as compensation for unilateral termination before the contract’s expiry; compensation is awarded under Article 26 in accordance with the law, and such relief is not considered a judgment beyond the parties' claims when the representation included all labor rights arising from the employment. - Article 25 entrusts the trial court with assessing whether the employer’s dismissal was arbitrary or justified, based on the case facts and the weighing of evidence. - The employer should produce written warnings evidencing the employee’s contractual or internal-regulation breaches. - An individual testimony that is objected to is not considered admissible legal evidence.
Practical significance
The summarized principles indicate that trial judges must evaluate facts and evidence when applying Articles 25 and 26, and that employers need written documentation of warnings to support misconduct claims. Claim framing affects whether relief is treated as wages for the contractual year or as compensation under Article 26. This is a general educational summary and not a judicial text or legal advice.
Frequently asked questions
Subject?
This study addresses claims for wages covering the remainder of the contractual year under fixed-term employment contracts, and how Articles 25 and 26 of the Labor Law apply, with reference to a principle drawn from cassation decision (8610/2022).
Summary?
- Where the claimant seeks wages for the contractual year limited to the agreed salary, Article 26 governs and may result in entitlement to wages until the end of the contractual year when termination was unlawful, reflecting the cited cassation principle. - If the contractual relationship is based on a fixed-term contract, a claim for the remainder of the contractual year is treated as compensation for unilateral termination before the contract’s expiry; compensation is awarded under Article 26 in accordance with the law, and such relief is not considered a judgment beyond the parties' claims when the representation included all labor rights arising from the employment. - Article 25 entrusts the trial court with assessing whether the employer’s dismissal was arbitrary or justified, based on the case facts and the weighing of evidence. - The employer should produce written warnings evidencing the employee’s contractual or internal-regulation breaches. - An individual testimony that is objected to is not considered admissible legal evidence.
Practical significance?
The summarized principles indicate that trial judges must evaluate facts and evidence when applying Articles 25 and 26, and that employers need written documentation of warnings to support misconduct claims. Claim framing affects whether relief is treated as wages for the contractual year or as compensation under Article 26. This is a general educational summary and not a judicial text or legal advice.
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