Greece has transposed the EU Pay Transparency Directive, Directive (EU) 2023/970, through Law 5316/2026, published in the Government Gazette on July 6, 2026. The Greek Ombudsman is the equality and monitoring body. The Labour Inspectorate enforces the rules.
The law is already in force, and most obligations apply from November 1, 2026. If you employ people in Greece, or plan to, you have weeks to get your pay structures, job offers, and pay data ready.
What Greece’s pay transparency law requires
From November 1, 2026, Law 5316/2026 sets five core obligations for employers in Greece, according to Lewis Silkin’s analysis of the Greek law.
- Written pay structures: Document your pay structures in writing, with a review procedure and the pay elements for each worker category. Your pay criteria must be accessible to employees
- Pay ranges in recruitment: Give applicants the initial pay or pay range before the interview, or before the contract if there’s no interview. You can’t ask candidates about their pay history
- Right to pay information: Employees can request their own pay level and average pay levels by gender for equal work. You must reply within two months
- Gender pay gap reporting: Employers with 150 or more employees file a first report by June 7, 2027. Employers with 100 to 149 employees file by June 7, 2031
- Correction deadlines: Correct an unjustified pay gap within six months of a report. An uncorrected gap of 5% or more triggers a joint pay assessment, with fixes due within one year
What this means for employees in Greece
Employees in Greece get clearer pay information from November 1, 2026. Candidates will see the initial pay or pay range before the interview, in writing or orally. They won’t face pay history questions from you or anyone acting on your behalf, and they’ll know which collective agreement applies.
Current employees can request their pay level and average pay levels, broken down by gender, for the same work or work of equal value. They can ask directly, through their representatives, or through the Greek Ombudsman.
What it means for employers
Employers in Greece need written pay structures, compliant job offers, and clean pay data by November 1, 2026. Check every job post and recruiter script for pay ranges and pay history questions. You must also tell all employees about their right to pay information every year.
Miss the mark, and the Labour Inspectorate can fine you EUR 300 to EUR 50,000 per violation, as of October 2026. Repeated serious violations can lead to temporary closure of all or part of your business. Closure lasts up to three days, or four to five days for four or more violations within two years.
Hiring in Greece without a local entity adds another layer of risk. This is where an Employer of Record (EOR) helps. An EOR becomes the legal employer of your team in Greece and handles local contracts, payroll, and compliance for you.
Staying compliant in Greece with Multiplier
Multiplier’s Employer of Record lets you hire and pay employees in Greece without setting up a local entity. We act as the legal employer and run locally compliant contracts, payroll, tax withholdings, social security, and localized benefits. Our in-house legal and tax experts help you reduce compliance risk as Law 5316/2026 changes your offers and pay records.
Working with independent talent? Use Multiplier’s Contractor of Record. Already have your own entity in Greece? Global Payroll runs payroll for Greece and your other countries from one system.
Planning a hire? Use the employee cost calculator to see what it costs to employ someone in Greece, or read our Greece country guide.
FAQs
When does Greece's pay transparency law take effect?
Most obligations under Law 5316/2026 apply from November 1, 2026. The law entered into force on July 6, 2026, when scope, definitions, and the Ombudsman's role took effect. Pay information rights, recruitment transparency, pay gap reporting, joint pay assessments, and victimization protections start in November.
Do I have to share salary ranges with job applicants in Greece?
Yes. You must give applicants the initial pay or pay range before the interview, in writing or orally. If there's no interview, share it before the contract is concluded. Vacancy notices must be gender-neutral. You can't ask about pay history, and that ban covers anyone acting on your behalf.
What are the penalties under Greece's pay transparency law?
The Labour Inspectorate can fine you EUR 300 to EUR 50,000 per violation, as of October 2026. Repeated high or very high severity violations can lead to temporary closure of all or part of your business. Repeat offenses, or ignoring a Labour Inspectorate order, can trigger recurring fines every three months.
Can I refuse an employee's request for pay information in Greece?
Yes, but only for manifestly disproportionate or abusive requests, such as repetitive ones. The Greek Ombudsman can review your refusal. Otherwise, you must share the employee's pay level and gender-broken average pay for equal work within two months. Record your reasons whenever you refuse.
Which employers in Greece must report their gender pay gap?
Employers with 100 or more employees must report, as of October 2026. With 250 or more, your first report is due June 7, 2027, then every year. With 150 to 249, it's due June 7, 2027, then every three years. With 100 to 149, it's due June 7, 2031, then every three years.
How can an Employer of Record help me comply in Greece?
An Employer of Record (EOR) like Multiplier becomes the legal employer of your team in Greece, so you don't need a local entity. Multiplier handles locally compliant contracts, payroll, tax withholdings, social security, and localized benefits. That helps keep your Greek offers and pay records aligned as Law 5316/2026 takes effect.
