Greece has introduced a comprehensive overhaul of its public sector disciplinary system, effective January 1, 2026. The new regulations, codified under Law 5225/25, bring stricter accountability, expanded offenses, and harsher penalties for civil servants across all levels of government.
The revised framework applies to employees in the central public administration, local authorities, and public legal entities, setting clear responsibilities and consequences for misconduct. Notably, the refusal to participate in performance evaluations, either as an evaluator or a recipient, is now considered a formal disciplinary offense. A single refusal results in a fine equivalent to two months’ salary, while repeated refusal across two evaluation cycles can lead to permanent dismissal.
The list of disciplinary offenses has been expanded to include failure to declare conflicts of interest, workplace violence or harassment, delays in issuing official decisions, and participation in activities incompatible with public service duties. For municipal employees, neglecting to use protective gear or skipping mandatory medical checks constitutes a punishable offense. Municipal police officers can face sanctions for failing to wear issued uniforms and insignia.
The disciplinary system also introduces new penalties, such as suspension of salary advancement, withholding of pay grades, restrictions on managerial roles, temporary suspension with full loss of salary, and permanent removal from office. In some cases, fines that could previously reach three months’ salary may now increase to five months.
A notable innovation is the “disciplinary settlement,” which allows employees under review to negotiate a reduced penalty if no permanent harm occurred or if damages have been fully remedied.
Oversight of disciplinary cases will now be handled by the newly established Public Sector Human Resources Disciplinary Council, composed of 60 members of the State Legal Council. The council will examine cases in panels of three or five judges, depending on severity, with a special five-member panel dedicated to extremely serious cases affecting public trust.
This reform aims to standardize disciplinary procedures, enhance transparency, and accelerate decision-making. Previously, some cases could take up to five years to resolve. As of the end of 2025, over 5,900 public employees had pending disciplinary issues, with 3,360 ongoing administrative investigations, including cases dating back to 2021.
Under the new system, first- and second-level disciplinary boards will be phased out by early 2027, and all pending cases must be concluded by the end of 2026.