Step‑by‑step Guide to Bringing Seasonal (agricultural) Workers to Greece (2026): Employer Invitation, D‑visa & Single Permit

The seasonal worker visa process in Greece 2026 has been substantially reshaped by Law 5275/2026 and its February 2026 implementing regulations. Employers in agriculture, tourism and hospitality who need to recruit third‑country nationals for fixed‑term seasonal roles must now follow an updated sequence that runs from an electronic employer invitation through to consular D‑visa issuance and, where applicable, an in‑Greece single permit filing. This guide sets out every stage of that process, who files, what documents are required, how long each step takes, what it costs, and what has changed, so that employers, HR teams and immigration advisers can plan recruitment with confidence.

Overview of the Seasonal Work Permit Process in Greece and Who It Applies To

Greece permits employers in designated seasonal sectors to recruit third‑country nationals (non‑EU/EEA citizens) for temporary employment. The procedure is employer‑driven: the Greek employer initiates the process by filing an electronic invitation, the competent authority approves the hiring, and the worker then obtains a visa and, once in Greece, a residence permit.

The end‑to‑end flow runs through six stages:

1. Employer prepares the job offer, contract and company documentation.
2. Employer files the invitation or employment‑approval application via the Ministry of Migration & Asylum e‑services portal (applications.migration.gov.gr).
3. The Decentralized Administration or Ministry issues an approval decision.
4. The worker applies for a national D‑visa at the Greek consulate in their country of residence.
5. The worker enters Greece; where required, a single permit application is filed with the Migration Directorate.
6. The worker collects a Temporary Residence Card (TRC), the employer registers the worker with EFKA (social security) and payroll begins.

Three regulators are involved: the Ministry of Migration & Asylum (invitation approval and single permit), the Decentralized Administrations (regional processing) and the Ministry of Labour & Social Affairs (employment law compliance, EFKA registration and labour‑inspectorate notification). The consular authorities of the Ministry of Foreign Affairs handle the D‑visa stage abroad. Consular authorities issue visas for seasonal employment of the same duration as the employment contract, which cannot exceed six months for a visa‑only engagement, though residence permits for seasonal work may extend to nine months within any twelve‑month period, depending on sector.

Eligibility and Prerequisites: Seasonal Worker Visa Requirements in Greece

Before any application is filed, both employer and worker must satisfy standing eligibility criteria.

Employer eligibility. The employer must be a registered Greek legal entity or sole trader with a valid tax registration number (ΑΦΜ) issued by the Independent Authority for Public Revenue (AADE). The employer must be current on tax obligations and social security contributions (EFKA). The business must operate in a sector classified as seasonal, principally agriculture, food processing, tourism and hospitality. Employers who wish to employ seasonal workers should apply to the Decentralized Administration in whose jurisdiction the place of employment is located.

Worker eligibility. The worker must be a third‑country national, EU/EEA and Swiss citizens do not need a seasonal work permit. The worker must hold a passport valid for at least six months beyond the planned contract end date. Health or travel medical insurance covering the full duration of the stay is required. Depending on the consulate, a criminal record certificate from the worker’s country of residence may be requested, potentially requiring apostille or legalisation.

Contract constraints. Seasonal employment contracts cannot exceed the maximum permit duration: up to six months for a consular visa engagement, or up to nine months within any twelve‑month period for a residence permit issued for seasonal work in the tourism sector (type ‘E‑6’ permit).

Sector‑Specific Notes: Agriculture vs Tourism and Hospitality

Agricultural employers (crop harvesting, food processing, livestock) typically file through the Decentralized Administration and must demonstrate that the role is genuinely seasonal, tied to a harvest cycle or defined production period. Tourism and hospitality employers (hotels, restaurants, resort services) follow a similar e‑application path but must submit the application for approval of employment for the purpose of seasonal work via the e‑services of the Ministry of Migration & Asylum. Employers hiring through a temporary employment agency (TEA) must ensure the TEA itself meets the licensing and registration conditions reinforced by Law 5275/2026.

Step‑by‑Step Procedure for the Seasonal Worker Visa Process in Greece 2026

The following numbered steps represent the mandatory sequence. Each step identifies who acts, what is filed and the typical processing window. Employers should begin this process at least three to four months before the intended start of employment.

Step 1, Prepare the Job Offer, Contract and Company Documents

The employer drafts a seasonal employment contract specifying the role, start and end dates, salary (at least the statutory minimum wage), weekly working hours and accommodation arrangements. The contract must be signed by both parties. Alongside the contract, the employer assembles:

• Business registry extract, a recent AADE company extract (no older than three months) confirming the employer’s legal status, sector classification and tax registration number.
• EFKA registration proof, confirming the employer’s social security standing.
• Employer declaration, a written statement confirming the seasonal nature of the position, the specific duties and the accommodation to be provided or arranged for the worker.

This preparatory stage typically takes 1–7 days, depending on how current the employer’s corporate filings are.

Step 2, File the Employer Invitation via the E‑Application Portal

This is the critical employer invitation process step. The employer (or an authorised representative) submits the invitation or employment‑approval application electronically through the Ministry of Migration & Asylum’s e‑services portal at applications.migration.gov.gr. For tourism‑sector seasonal work, the application is submitted via the same portal under the procedure governed by Article 63 of Law 5038/2023, as amended by Law 5275/2026.

The e‑application requires the employer to upload the signed contract, company registration extract, EFKA proof, accommodation declaration and proof of fee payment. The employer application fee is approximately €150 per worker, payable to the competent Decentralized Administration. Once submitted, the system generates a reference number that tracks the application through the approval stage.

Employers filing for the first time should ensure they have registered on the portal and verified their credentials before attempting a submission. The e‑application stage itself typically takes 3–20 working days from submission to acknowledgement, depending on the volume of applications at the relevant Decentralized Administration.

Step 3, Authority Decision and Employer Notification

The Decentralized Administration (or, for tourism‑sector applications, the Ministry of Migration & Asylum) reviews the employer’s application, verifies the company’s standing and the seasonal nature of the role, and issues an approval or refusal decision. The employer receives electronic notification through the e‑services portal.

Upon approval, the employer receives an approval certificate and reference number. This document is essential: the worker must present it to the Greek consulate when applying for the D‑visa. If the application is refused, the employer receives a reasoned decision and may submit a corrected application or file an administrative appeal.

Decision timeframes vary. Industry observers expect typical turnaround of 7–30 working days, though peak‑season backlogs may extend this window.

Step 4, Worker Applies for D‑Visa at the Greek Consulate

Once the employer holds the approval certificate, the worker applies for a national D‑visa at the Greek embassy or consulate in their country of origin or lawful residence. The worker must submit the employer’s approval certificate, the signed seasonal employment contract, a valid passport, health or travel medical insurance, passport‑sized photographs meeting consular specifications, and, where requested, evidence of financial means and a criminal record certificate.

Consular authorities issue the D‑visa for the duration of the employment contract. Processing typically takes 2–8 weeks after submission, depending on the consulate’s workload and whether additional documentation is requested. The visa is issued exclusively for the specific position and to the specific employer who initiated the invitation procedure, the worker may not change employers without a new application.

Step 5, Entry to Greece and Single Permit Filing

After D‑visa issuance, the worker travels to Greece. Two procedural paths then apply:

• Path A, Visa‑based entry (up to six months). Where the seasonal engagement does not exceed six months, the D‑visa itself authorises both entry and employment. The worker registers with local police and collects a TRC.
• Path B, Single permit procedure (engagements beyond six months or where required). For tourism‑sector seasonal permits extending up to nine months, or where the law requires an in‑Greece filing, the employer or an authorised representative files a single permit application with the competent Migration Directorate. The single permit procedure in Greece consolidates work and residence authorisation into a single decision.

TRC issuance after arrival typically takes 1–4 weeks. Where a single permit application is filed in‑country, the decision may take 4–12 weeks depending on the Migration Directorate’s workload and any additional verification checks.

Step 6, TRC Collection, EFKA Registration and First Payroll

Once the TRC is issued, the employer must register the worker with EFKA (the Unified Social Insurance Fund) before the first day of work. Registration is completed electronically via the ERGANI II system. The employer issues the first payslip, withholds applicable personal income tax, and commences employer social security contributions.

The employer is also obliged to notify the local labour inspectorate of the seasonal hiring and to maintain the employment contract and all supporting documentation for audit purposes. Failure to register with EFKA before commencing employment exposes the employer to administrative fines.

Timeline Summary Table for the Seasonal Worker Permit Process

Documents Needed for the Seasonal Worker Visa and Single Permit

The documentation requirements fall into two categories: documents the employer must provide for the e‑invitation and approval stage, and documents the worker must submit for the consular D‑visa and any subsequent single permit application. The table below consolidates both sets.

Sector‑specific additions. Agricultural employers may need to provide seasonal production certificates or crop‑cycle declarations. Employers hiring through a temporary employment agency (TEA) must attach the TEA’s valid operating licence and the tripartite employment agreement between TEA, employer and worker, as required under the framework reinforced by Law 5275/2026.

Timeline and Key Deadlines for the Seasonal Worker Permit

The total elapsed time from initial document preparation to the worker’s first day of employment is typically 3–5 months, assuming no delays or refusals. Employers should begin the process no later than four months before the intended start of the seasonal engagement.

Critical deadlines to monitor:

• Season‑start alignment. File the e‑invitation early enough to absorb potential processing delays, particularly during peak filing periods (January–March for summer tourism, and autumn for certain agricultural cycles).
• Contract expiry buffer. Ensure the employment contract end date falls within the maximum permit duration (six or nine months, depending on sector and permit type) to avoid misalignment between contract and permit validity.
• EFKA registration. Must be completed before the worker’s first day of employment, not after.

If a decision is delayed beyond the expected timeframe, the employer should contact the competent Decentralized Administration directly and, if necessary, escalate to the Ministry of Migration & Asylum through the e‑services portal’s inquiry function.

Costs, Fees and Tax Considerations for the Seasonal Worker Visa

Tax and payroll note. Seasonal workers earning income in Greece are subject to Greek personal income tax under standard withholding rules. Employers must register workers with EFKA before the first payroll and remit both employer and employee social security contributions. Employers should consult their payroll provider or tax adviser to confirm applicable rates and reporting obligations.

What Changes in 2026: Law 5275/2026 and February 2026 Implementing Regulations

Law 5275/2026 introduced a significant reform of the framework governing the recruitment of third‑country nationals for seasonal employment in Greece. The February 2026 implementing Ministerial Decisions supplemented the primary legislation with operational detail. The key procedural changes affecting employers include:

• E‑service filing consolidated. The employer invitation and employment‑approval process is now fully electronic through the Ministry of Migration & Asylum’s portal. Paper‑based submissions to Decentralized Administrations are being phased out for most seasonal categories.
• TEA framework expanded. Temporary employment agencies may now recruit third‑country nationals for seasonal roles, subject to enhanced licensing, bond and reporting requirements. Employers using TEAs must verify the agency’s compliance before signing a placement agreement.
• Employer notification duties strengthened. Employers must notify local labour authorities of each seasonal hire within defined timeframes. Failure to notify may trigger administrative penalties.
• Fee structure updated. The employer application fee schedule has been revised. Employers should confirm the current fee with the competent Decentralized Administration before filing.
• Consular vs in‑country filing thresholds clarified. The law clarifies when a D‑visa alone suffices and when a single permit application must be filed in‑country, particularly for tourism‑sector engagements exceeding six months.

Employer compliance checklist for 2026:

1. Register on or update credentials for the e‑services portal at applications.migration.gov.gr.
2. Confirm your business sector classification matches the seasonal categories recognised under the updated framework.
3. Review and update standard employment contracts and employer declarations to reflect the new notification and documentation requirements.

Common Pitfalls and How to Avoid Them

• Incomplete e‑application. Missing documents are the most frequent cause of processing delays. Use a pre‑submission checklist covering every required upload field before clicking submit.
• Contract dates misaligned with permit duration. If the employment contract end date extends beyond the maximum permit period (six or nine months), the application will be refused. Align dates carefully and include a buffer for potential entry delays.
• Translation and apostille delays. Legalisation of foreign documents can take weeks. Commission certified translations and request apostilles as soon as the worker is identified, do not wait for the approval decision.
• Consulate requests for additional evidence. Consulates may ask for proof of return travel arrangements, employer letters of guarantee or additional financial evidence. Prepare a standard employer support letter and provisional return‑travel booking in advance.
• EFKA registration missed before first payroll. Registering a worker after employment has commenced triggers automatic fines. Complete EFKA registration via the ERGANI II system immediately upon TRC issuance and before the worker starts duties.
• Failure to notify labour inspectorate. Under the 2026 framework, employers must notify the local labour inspectorate of each seasonal hire. Omitting this step exposes the employer to separate administrative sanctions.

Sources

1. EU Immigration Portal, Seasonal Worker in Greece
2. Greek Ministry of Migration & Asylum, Official Portal
3. Greek Ministry of Migration & Asylum, E‑Services Portal
4. National Administrative Procedures Registry (MITOS)
5. Greek Ministry of Labour & Social Affairs, Third‑Country Nationals Employment
6. Greek Government Gazette (Official Journal / FEK)
7. Hellenic Police, Immigration Directorate