Hiring an Employee from a Third Country
The Documents That Decide Whether They’ll Work — or You’ll Run into Trouble
The labor shortage is no longer a theory.
It’s a daily reality for thousands of businesses in Greece, especially in tourism, hospitality, care services, and logistics.
That’s why more and more employers are turning to workers from third countries.
The solution exists — as long as it’s done correctly.
Because one wrong document, one delay, or one “shortcut” in the process can:
- derail the entire collaboration
- leave your business without staff
- lead to fines and legal consequences
Let’s look at what is actually required.
What Is Considered a “Third-Country National”?
A third country is any country outside the European Union.
Examples include:
- Asia (India, Bangladesh, Philippines)
- Africa
- Non-EU Balkan countries
Workers from these countries do not have an automatic right to work in Greece.
A specific and fully legal procedure is required.
The Key Documents That Determine Everything
-
Job Position Approval
The process starts with the employer.
The business must:
- declare a specific staffing need
- define the role, duration, and location of employment
- prove that the position cannot be covered by the domestic labor market
Without this approval, nothing moves forward.
-
Employment Contract (Before Entry into Greece)
The employment contract:
- is mandatory
- must be submitted before the worker enters the country
- defines salary, working hours, duration, and role
️Generic or poorly drafted contracts can block the entire process.
-
Residence Permit for Employment
The worker must obtain a residence permit for employment purposes.
Without it:
- they cannot legally work
- they cannot be insured
- their employment is considered illegal
-
Entry Visa (Work Visa)
The visa:
- is issued by a Greek consular authority
- is based on the approved documentation
- has strict timelines
Delays here often mean a lost season.
-
Tax Number (AFM) & Social Security Number (AMKA)
Required for:
- payroll
- insurance
- legal employment
Without them, the employee cannot be paid legally.
-
Insurance & Hiring Declaration
The employer must:
- insure the employee
- officially declare the hiring
- comply with all labor regulations applicable in Greece
Third-country employees are not an exception.
The Most Common Mistakes Businesses Make
“We’ll sort it out along the way.”
The process doesn’t forgive mistakes.
If something is missing, everything stops.
“We were told it can be done faster.”
“Fast-track solutions” are usually:
- illegal
- risky
- far more expensive in the long run
“Let them come first and we’ll see.”
If the worker enters Greece under the wrong status:
- they cannot work
- they cannot be insured
- the employer bears full responsibility
How Long Does the Process Really Take?
The reality:
- it’s not instant
- it requires proper planning
Typically:
- 2–4 months with correct organization
- much longer if something goes wrong
That’s why early recruitment isn’t a luxury — it’s a necessity.
Why International Recruitment Isn’t Just “Finding Staff”
This isn’t only about paperwork.
It’s about:
- people leaving their home countries
- businesses depending on them
- responsibility on both sides
Proper international recruitment:
- protects the business
- protects the worker
- creates long-term, stable cooperation
The Role of a Specialized Partner
Businesses that do this right:
- don’t act alone
- don’t experiment
- don’t gamble with their season
They work with partners who:
- understand the legislation
- manage the process end-to-end
- have experience with real cases
Conclusion
Hiring an employee from a third country is not the risk.
The risk is doing it the wrong way.
With proper planning:
- businesses gain stability
- workers feel secure
- cooperation lasts
The real question isn’t whether you need staff.
It’s whether you’re ready to do it properly.
