Best EOR in Greece · 2026
The best EOR providers in Greece in 2026
No single winner. We scored eight EOR providers on a published six-axis rubric built around Greece's rules: 13th and 14th salary, ERGANI filing, EFKA social contributions, and the month your own IKE beats EOR. Teamed leads on the service model and employment intelligence and on the path to your own IKE. It contests pricing transparency with Remote and Greek coverage with G-P. Rippling and Deel lead on platform, and the certified providers lead on security.
1,000+ companies advised
- 8
- EOR providers scored on one Greece-focused rubric
- $599
- Teamed flat fee, same headline as Deel, FX absorbed at zero markup
- 6
- Greece-focused rubric axes, no overall winner
Disclosure
This guide was produced by Teamed, one of the eight providers scored below on the same rubric as the rest. We don't crown an overall winner, we don't claim to be the lowest-priced, and we say plainly where another provider is the better fit for your Greece hire.
Which EOR provider is best for hiring in Greece in 2026?
No single winner. We scored eight EOR providers on a published six-axis rubric built around Greece's rules: 13th and 14th salary, ERGANI filing, EFKA social contributions, and the month your own IKE beats EOR. Teamed leads on the service model and employment intelligence and on the path to your own IKE. It contests pricing transparency with Remote and Greek coverage with G-P. Rippling and Deel lead on platform, and the certified providers lead on security.
What is an EOR in Greece?
An Employer of Record (EOR) in Greece legally employs your people through its own Greek entity or a local partner, so you can hire compliantly before you have an Idiotiki Kefalaiouchiki Etaireia (IKE) or other legal vehicle of your own. The EOR issues a Greek-law employment contract, runs payroll, remits income tax and EFKA social contributions (roughly 22 to 24% employer-side), registers each hire on the ERGANI platform within one calendar day, and calculates the 13th and 14th salary bonuses that Greek law mandates for every permanent employee.
Greece adds statutory layers that EOR contracts often underestimate. The Christmas bonus alone equals one full month of salary, and the Easter and vacation bonuses add another full month across the year. Law 4808/2021 reformed dismissal procedures, introduced the digital work card for certain sectors, and updated collective bargaining rules. Ask any EOR whether real HR and legal experts with Greek employment-law credentials handle those moments, or whether the question goes to a generalist ticket queue.
Methodology
How we scored this comparison
Each provider is scored 1 to 5 on six Greece-focused axes. There's no weighted total and no overall winner. Different providers lead different columns. Teamed is scored on the same axes as the rest.
- Pricing transparency
- Whether the all-in cost of a Greek hire (the fee, the deposit, onboarding, and offboarding or termination) is stated up front and predictable. Scored on clarity, not on price level: a flat published fee you can read beats a lower base with unstated setup, notice and exit terms. The FX rate on EUR salary conversions is one clause of that test, not the whole frame.
- Greek coverage and compliance
- Depth and legal robustness of in-country coverage for Greece: the owned-entity versus partner structure behind the Greek hire, how the 13th and 14th salary, ERGANI same-day filing, EFKA remittances and Law 4808/2021 dismissal rules are handled, and how fast a real Greek employment-law expert responds at the hard moments, from a statutory bonus dispute to a contested dismissal.
- Platform and self-serve
- Product surface, self-serve flows, integration and API depth, and speed to first Greek payroll including ERGANI registration for teams running Greek hiring themselves.
- Security and certifications
- ISO 27001 and SOC 2 Type II held today: the certifications a Greek procurement or security review asks to see, checked against each provider on 22 July 2026.
- Service model and employment intelligence
- Ongoing human employment expertise plus AI assistance across the lifecycle (for Teamed, the Ted layer): whether real HR and legal experts with Greek credentials own the hard moments directly, and how well the system flags Greek law changes and the crossover point before they reach you.
- Path to your own entity
- Whether the provider moves you from contractor to EOR to your own IKE (Idiotiki Kefalaiouchiki Etaireia) on one system, flags the crossover point, and can set up and run the entity through a service like Global Entity & Employment Operations (GEMO).
How we gathered evidence
The six axes are pricing transparency, Greek coverage and compliance, platform and self-serve, security and certifications, service model and employment intelligence, and the path to your own IKE. Pricing came from each provider's own pricing page on 22 June 2026. Where a provider does not publish pricing (G-P is quote-only; Rippling lists a figure only on its own blog), we say so rather than presenting a third-party estimate as the provider's own number. Security reflects each provider's current published ISO 27001 and SOC 2 Type II status, re-checked 22 July 2026. Greek statutory compliance facts reference official Greek government sources including EFKA, ERGANI and SEPE. Teamed's claims come from teamed.global.
Considered & excluded
We scored the eight providers a rapidly growing company hiring its first employee in Greece would realistically evaluate.
- Payoneer Workforce Management (formerly Skuad), Atlas: Capable but with a thinner public track record than the eight scored.
- RemoFirst, Native Teams: Micro-business or lowest-price positioning, a different buyer than this list.
How they score, criterion by criterion
There’s no overall winner. Each column is a different priority. Pick the ones that matter to you, then read the write-ups below.
| Provider | Pricing transparency | Greek coverage and compliance | Platform and self-serve | Security and certifications | Service model and employment intelligence | Path to your own entity |
|---|---|---|---|---|---|---|
| Teamed(us) | Leads | Leads | Leads | Leads | ||
| Deel | Leads | Leads | ||||
| Remote | ||||||
| Oyster | ||||||
| Rippling | ||||||
| Papaya Global | ||||||
| G-P (Globalization Partners) | ||||||
| Pebl (formerly Velocity Global) |
Scored 1–5 on each criterion from the published rubric above. The highlighted cell leads that column. Teamed is scored on exactly the same criteria as every other provider.
#1
Teamed
Us, scored on the same rubricBest for: rapidly growing companies hiring in Greece that want real HR and legal experts on call for 13th and 14th salary, ERGANI filings and Law 4808/2021 dismissals, FX absorbed at zero markup, and one partner from first Greek contractor to their own IKE.
Teamed leads on the service model and employment intelligence. Real HR and legal experts handle the hard moments directly: a 13th salary calculation for a new hire mid-year, an ERGANI filing that must land within one calendar day, a dismissal governed by Law 4808/2021. Expert access is standard on every plan, with the Ted layer flagging Greek law changes and the crossover point early, no AI bot wall and no Enterprise tier to unlock it.
The cost wedge is transparency. Teamed shows the applied FX rate on your Greek salary conversions next to the mid-market reference and absorbs it at zero markup on the fee. It also models the month your own IKE starts to beat EOR on cost, a question that comes up fast once you pass five or six employees in Greece.
Teamed isn't trying to be your HRIS. It connects to the tech you already run and moves you from the first Greek contractor to EOR to your own entity on one system with no re-onboarding. Global Entity & Employment Operations (GEMO) sets up and runs your own entity in 100+ countries, so the lifecycle advice is built in from day one.
- Countries
- 187+ countries covered through owned entities plus vetted partners (owns its own legal entities in 57 countries including Greece)
- Entity model
- Owns a Greek entity and employs your Greek staff directly through it; 57 owned entities worldwide plus partners, backed by DLA Piper as global counsel
- Onboarding
- As little as 24 to 48 hours
- Contractors
- Yes, with misclassification cover (Guard or Protect)
- Pricing
- $599 USD / £479 GBP per employee per month, flat, FX absorbed · verified 2026-07-22
- G2
- 4.8/5
Strengths
- Real HR and legal experts handle 13th and 14th salary, ERGANI filings and Law 4808/2021 dismissals directly. Expert access is standard on every plan, not gated behind a higher tier.
- Zero FX markup on the fee. The applied rate sits next to the mid-market reference on every invoice. Teamed also models the month your own IKE beats EOR and flags it proactively.
- A real escalation contact who knows your Greek account, rated 4.8 on G2 for service. No AI bot wall when an ERGANI deadline is hours away.
- One system from first Greek contractor to EOR to your own entity, via Global Entity & Employment Operations (GEMO) across 100+ countries. No re-onboarding at any stage of the lifecycle.
Watch-outs
- Lighter self-serve platform and shallower API than Deel or Rippling. The model is advisory, not dashboard-first, so it concedes the platform column here.
- ISO 27001 and SOC 2 aligned with accreditation in progress, so the badge isn't in hand yet. Several rivals on this list hold current certifications. If your Greek procurement or security review needs the certificate issued today, ask each provider for current reports and dates.
- The advisory model earns its weight with multiple Greek hires or a growing headcount. For a single experimental hire with no plans to scale, or a procurement team set on the market-leading name and its larger review base, a lighter self-serve platform may fit better.
Source: teamed.global/pricing
#2
Deel
Best for: teams that want the broadest EOR platform, the deepest integration catalogue and a settled brand for their Greece hire, and who will manage compliance questions through the platform rather than via a dedicated expert.
Deel is the largest EOR platform in the category and covers Greece within its 150-plus country reach. Its platform leads this rubric alongside Rippling: one of the broadest native integration catalogues in the category, polished self-serve flows and tooling that suits teams running Greek hiring without a dedicated HR manager.
The compliance gap in Greece is advisory depth. Deel does not publish a specific FX rate or spread, so the salary-conversion cost is not visible as a line on the invoice. Deel does not publish which plan includes its dedicated Slack or Teams support channel, so a real person may not be the default response to an ERGANI question or a 13th salary calculation unless you confirm what your plan includes.
For a team that wants platform depth and can manage Greek compliance edge cases through documentation, Deel is a strong choice. Model the conversion cost on your real Greek salary before comparing with the flat-fee providers, since industry analysis puts undisclosed EOR FX at roughly 1.5 to 3% of salary, which is material once you add the statutory bonus layer on top.
- Countries
- 150-plus via owned entities and local partners
- Entity model
- Mix of owned entities and vetted partners; Greece covered
- Onboarding
- Days, self-serve
- Contractors
- Yes
- Pricing
- From $599 per employee per month, a starting rate · verified 2026-07-22
- G2
- 4.8/5
Strengths
- One of the broadest EOR platforms in the category, with a large native integration catalogue and polished self-serve flows. Leads the platform column on this rubric alongside Rippling.
- The largest brand and review base in the category. A procurement team that wants the market-leading name will recognise it immediately.
- Fast self-serve onboarding into Greece and most other markets, with a mature contractor-management product alongside EOR.
- Holds current ISO 27001 and SOC 2 Type II certifications, which clears a procurement security gate for a Greek enterprise hire without a follow-up question. Near the top of the security column.
Watch-outs
- Does not publish a specific FX rate or spread. The salary-conversion cost on Greek salaries is not visible as a line on the invoice. Industry analysis puts undisclosed EOR FX at roughly 1.5 to 3% of salary, material when statutory bonuses already add two months of cost per year.
- Deel does not publish which plan includes its dedicated Slack or Teams support channel. Without a dedicated channel, an ERGANI question or 13th salary dispute goes to a shared support queue.
- Advisory depth on Greek employment-law edge cases is lighter than the specialist providers, which matters in a jurisdiction with mandatory statutory bonuses, strict ERGANI deadlines and Law 4808/2021 dismissal rules.
Source: deel.com/pricing
#3
Remote
Best for: teams that want a polished self-serve product, a wholly-owned EOR entity network, and a disclosed FX rate they can budget, with annual billing acceptable.
Remote markets a 100%-owned EOR entity network across its 90+ EOR countries, so a Greek hire is employed by a Remote entity rather than routed through a partner. Its platform is polished and self-serve, with a strong benefits and IP product. The owned-entity model is a genuine differentiator in Greece, where accountability on an ERGANI question or a 13th salary dispute matters.
On FX, Remote is more transparent than Deel. It discloses its approach rather than concealing it. The disclosed Remote FX rate is a variable spread above mid-market, shown on the invoice breakdown each month, but it is not zero markup or an itemised mid-market line. The $599 headline needs annual billing; the month-to-month rate is $699.
The fit is a team that wants to run Greek hiring as a product rather than a service. Benefits administration and IP protection are mature in-product, and the self-serve flows hold up as headcount scales. Model the disclosed FX spread on your real Greek salary before comparing with the flat-fee providers, then decide whether the product depth and owned entity justify the variable cost.
- Countries
- 190+ locations, 90+ via wholly-owned EOR entities
- Entity model
- Markets a 100%-owned EOR entity network across its 90+ EOR countries; Greece covered
- Onboarding
- Days to a few weeks
- Contractors
- Yes
- Pricing
- $599 per month on annual billing ($699 month to month) · verified 2026-07-22
- G2
- 4.6/5
Strengths
- Markets a 100%-owned EOR entity network, so a Greek hire is employed by a Remote entity rather than a partner, which matters for accountability on 13th salary disputes or ERGANI filing questions.
- A polished self-serve platform with strong benefits administration and IP-protection tooling. Product experience is among the best in the category. It holds current ISO 27001 and SOC 2 Type II certifications, near the top of the security column.
- Pricing is published: $599 on annual billing, $699 month to month. You can budget it without a sales call, which is not true of every provider here.
- Discloses its FX approach rather than concealing it. The Remote FX rate is visible on the in-platform invoice breakdown each month, though it is a blended rate, not zero markup.
Watch-outs
- The $599 rate needs annual billing. Month to month is $699, so the real comparable price depends on the commitment you can make.
- The disclosed Remote FX rate is a variable spread above mid-market. It is transparent, but it is not zero markup.
- The model is product-led rather than advisory. A team that wants a real Greek employment-law expert on call for ERGANI filings and 13th salary calculations may find the self-serve flows are the primary support channel.
Source: remote.com/pricing
#4
Oyster
Best for: smaller and fast-scaling teams that want automated onboarding into Greece and a dedicated customer success manager, with published pricing they can budget from day one.
Oyster is the automation-first choice for getting a Greek hire done quickly. Onboarding is fast and clean, a dedicated Hiring Success Manager is consistently praised in reviews, and a 24-hour response and sub-72-hour resolution SLA is published. The product is built so a small team can run a Greek hire, including ERGANI registration, without a payroll specialist in-house.
Oyster discloses a hybrid model, owning or partnering with local entities, but it does not publish how Greece specifically is served or its owned-vs-partner split. That is worth pinning down when a 13th salary dispute or a Law 4808/2021 dismissal comes into play. The Hiring Success Manager provides a human layer, but white-glove HR advisory is billed separately at $300 per hour, so deep Greek employment-law work is not all included.
Pricing is predictable: the published $699 per-employee headline (annual discounts noted but not published as a figure) means the first Greek hire costs what the tenth does, with setup, onboarding, HR-expert access and termination processing stated as included. B-Corp certification carries weight with procurement teams that screen on values. Against the specialist providers, you trade advisory depth for speed, published pricing and a strong customer-success relationship.
- Countries
- 120+ for EOR, 180+ all products
- Entity model
- Hybrid: owns or partners with local entities; owned-vs-partner split for Greece not published
- Onboarding
- Fast, automated; a few weeks
- Contractors
- Yes
- Pricing
- $699 per employee per month (annual discounts noted, not published as a figure) · verified 2026-07-22
- G2
- 4.4/5 (1447)
Strengths
- A strong, consistently praised Hiring Success Manager and clean automated onboarding, with a published 24-hour response and sub-72-hour resolution SLA. Among the quickest routes to a first Greek payroll on this list.
- Certified B-Corp with a published flat $699 headline and free essentials (setup, onboarding, HR-expert access, termination processing). Procurement teams that screen on values get a straightforward yes.
- Automation that keeps pace when a fast-growing team adds Greek hires quickly, with one of the biggest G2 review bases in the category at roughly 1,447 reviews.
- Holds SOC 2 Type II and GDPR compliance, a mature security posture that clears a Greek procurement gate, though its ISO 27001 status is less clearly published.
Watch-outs
- Oyster does not publish whether Greece is owned-entity or partner-served, or an owned-vs-partner split. For a 13th salary dispute or a Law 4808/2021 dismissal, ask clearly where the accountability sits.
- Lighter lifecycle tooling, with no productised path from EOR to your own IKE as Greek headcount builds. EOR is positioned as the alternative to an entity, not a step toward one.
- White-glove Greek HR advisory is billed separately at $300 per hour. A complex dismissal or ERGANI rectification can land on a meter rather than inside the subscription.
Source: oysterhr.com/pricing
#5
Rippling
Best for: teams consolidating HR, IT and payroll onto one platform, where Greece EOR is part of a broader system migration rather than a standalone hiring decision.
Rippling is the alternative if you want to run HR, IT and payroll on one platform. It matches the deepest platforms here for breadth, with 600+ integrations and a unified employee record across people, devices and access. New Greek hires slot into the same workflow as every other employee in your company, which is the consolidation argument.
EOR is the newer part of the Rippling product, delivered through a hybrid mix of Rippling-owned subsidiaries and partners across 80 EOR countries. It does not publish EOR pricing on its primary pages: a $499 starting figure appears only on Rippling-owned blog posts. Greece is available, but advisory depth on 13th and 14th salary management and ERGANI filings is lighter than the specialist providers.
Buyers tell us a Rippling EOR engagement can run into the statutory employment cap with no foreign-direct-employment alternative to fall back on, so confirm Rippling can hold the Greek hire for as long as you need before you commit. Get the all-in monthly number in writing too: platform base plus EOR fee. For a team with a Greece hire and no broader consolidation plans, a dedicated EOR is usually a cleaner fit.
- Countries
- 80 for EOR via owned subsidiaries and partners
- Entity model
- Hybrid mix of Rippling-owned subsidiaries and partners; the owned-vs-partner split is not published
- Onboarding
- Fast, self-serve
- Contractors
- Yes
- Pricing
- Not published on primary pages; $499 starting figure cited on Rippling blogs · verified 2026-07-22
- G2
- 4.8/5
Strengths
- The most powerful unified HR, IT and payroll platform here. Rippling carries 600+ integrations and co-leads the platform column on this rubric.
- New Greek hire setup, payroll and access provisioning live in one workflow with every other employee. Device and app provisioning is built in.
- Holds SOC 1 Type II and SOC 2 Type II plus ISO 27001, one of the broadest security certification stacks in the category and near the top of the security column.
- Fast, polished self-serve experience if you are standardising your whole people stack. Greek hires are not a special case in the product.
Watch-outs
- EOR is less mature than the core Rippling product, covering 80 countries via a hybrid of owned subsidiaries and partners. Buyers tell us a Greek EOR engagement can hit the statutory employment cap with no foreign-direct-employment fallback.
- Does not publish EOR pricing on its primary pages. The $499 figure lives only on Rippling-owned blogs, and a base HR-platform fee can sit on top; get the all-in number before you compare.
- Advisory depth on 13th and 14th salary management, ERGANI filings and Law 4808/2021 dismissals is lighter than the specialist EOR providers.
Source: rippling.com/eor
#6
Papaya Global
Best for: enterprises running multi-country payroll at scale, where Greece is one of many markets and finance-grade payroll consolidation across 130+ currencies matters more than advisory depth.
Papaya Global is the payroll-at-scale choice for enterprises managing Greece alongside many other markets. Its platform is payments infrastructure as much as HR software: 180+ countries of reach, 130+ payment currencies, and a strong data backbone for finance teams consolidating multi-country payroll in one reporting layer.
EOR starts from $499 per employee per month on Papaya's own pricing page, but it is built for Fortune-500-scale buyers, and most of its EOR footprint is partner-delivered: it owns full EOR entities in 40 countries and reaches the rest through vetted in-country accounting-firm partners. Confirm whether Greece is one of the owned 40. Greek compliance advisory is present but payroll-operations-led rather than employment-law advisory.
On cost, Papaya markets no surprise fees, yet its FX rate is the market reference plus an undisclosed processing fee with country-variable margins, and payment wallets must be pre-funded a few days early with a buffer. Price the full stack before comparing with the flat-fee providers, because the conversion margin is supplied via your account manager rather than published.
- Countries
- 180+ reach, 40 via owned EOR entities
- Entity model
- Hybrid; 40 owned EOR entities, the majority of the footprint partner-delivered
- Onboarding
- Weeks, enterprise-paced
- Contractors
- Yes
- Pricing
- From $499 per employee per month, plus pre-funded wallet and FX processing fee · verified 2026-07-22
- G2
- 4.5/5
Strengths
- A strong enterprise payroll and data backbone across 180+ countries and 130+ payment currencies. Few providers consolidate multi-country payroll data at this scale.
- Mature automation and reporting for finance teams running complex multi-country payroll including Greece. Month-end consolidation and reconciliation are where it wins time back.
- Holds current ISO 27001, ISO 27701, SOC 1 Type II and SOC 2 Type II certifications, a deep stack for an enterprise Greek procurement gate and near the top of the security column.
- A 4.5 G2 rating, strong for an enterprise product whose buyer is a demanding finance team.
Watch-outs
- EOR starts from $499 but is built for Fortune 500, not smaller fast-growing teams. The product complexity is the price of the data depth.
- Owns full EOR entities in only 40 countries, so a Greek hire may be partner-delivered. The FX rate adds an undisclosed processing fee, and wallets must be pre-funded with a buffer.
- Advisory depth on 13th and 14th salary management, ERGANI filings and Law 4808/2021 dismissal rules is payroll-operations-led rather than employment-law advisory.
Source: papayaglobal.com/pricing
#7
G-P (Globalization Partners)
Best for: large enterprises where the widest owned-entity-led footprint, including Greece, matters more than speed, price or advisory agility.
G-P operates the widest owned-entity network in the category across 180+ country coverage (its active owned entities number closer to 125), plus a large in-country partner network. That breadth is genuine, with a long enterprise track record. For a large enterprise running a Greek operation where governance and audit are the primary bar, G-P clears it as completely as any provider here, which is why it contests the Greek coverage column.
For a rapidly growing company, though, it is usually overkill. G-P does not publish EOR pricing at all: it is quote-only, gated behind a demo, and third-party estimates that put it high in the market are not figures G-P itself stands behind. The platform and onboarding are widely reported as enterprise-paced, and the engagement model is built for large, complex organisations.
The bigger watch-out for a Greece hire is the support model. Base-tier support runs through the G-P Assist AI assistant, while a dedicated success manager and direct access to G-P HR and legal teams are reserved for the higher EOR Prime tier. An ERGANI deadline or a 13th salary question is not the moment to discover that human Greek employment-law access is a paid upgrade.
- Countries
- 180+ country coverage, owned-entity led plus a partner network
- Entity model
- Owned-entity led, the widest footprint in the category; per-country owned-vs-partner split not published
- Onboarding
- Slow, enterprise governance
- Contractors
- Yes
- Pricing
- Not published; quote-only, gated behind a demo · verified 2026-07-22
- G2
- 4.4/5 (1028)
Strengths
- The widest owned-entity network in the category, part of 180+ country coverage. One of the reasons it anchors enterprise shortlists and contests the Greek coverage column.
- Deep enterprise governance and a long track record with large, complex global teams. References that pre-date most of this list.
- A deep certification stack: current ISO 27001, 27017, 27018, 42001 and SOC 2 Type II, published on a self-serve trust portal. Near the top of the security column.
- A G2 base of roughly 1,028 reviews at 4.4, giving the enterprise track record third-party weight.
Watch-outs
- Does not publish EOR pricing. It is quote-only and gated behind a demo, so a like-for-like Greece comparison takes a sales cycle to pin down.
- Base support is the G-P Assist AI assistant. A dedicated success manager and direct HR and legal team access are gated to the higher EOR Prime tier.
- Enterprise focus, enterprise-paced onboarding and a quote-led model make it a poor fit for a rapidly growing company that needs to move fast in Greece.
Source: g2.com/products/g-p/reviews
#8
Pebl (formerly Velocity Global)
Best for: companies with M&A, carve-out or cross-border immigration needs that touch Greece, and who want a broad owned-entity-plus-partner footprint with an AI-first delivery model.
Velocity Global rebranded to Pebl in September 2025 and is repositioning as an AI-first platform. It brings real depth in immigration and complex engagements across 185+ countries, with 65 owned entities backing its EOR footprint. That owned-entity share is among the higher counts here, and it matters for Greek compliance accountability on complex cases such as workforce carve-outs or relocation-driven hires.
The published headline is a flat $399 USD per employee per month, marketed as all-inclusive. Reportedly the real all-in base lands higher once setup and FX are added, and the company does not publish an FX rate or spread anywhere on its own pages, so model the conversion on your real Greek salary before you compare. Customer experience is still settling after the 2025 rebrand.
Day-to-day support is AI-first: the Alfie assistant answers and smart-routes to a human specialist when needed, backed by 200+ in-country experts. For a team hiring a handful of people in Greece without M&A or immigration complexity, a specialist advisory provider gives a more direct line to Greek employment-law depth. Pebl's value shows up when the engagement is genuinely complex.
- Countries
- 185+ reach, 65 via owned entities
- Entity model
- 65 owned entities plus an in-country partner network; ask whether Greece is owned or partner-served
- Onboarding
- Days to a few weeks
- Contractors
- Yes
- Pricing
- $399 USD published; reportedly higher all-in once setup and FX are added · verified 2026-07-22
- G2
- 4.6/5
Strengths
- Real depth in immigration and complex cross-border engagements, with 65 owned entities backing its footprint. The carve-out and relocation practice is a differentiator the generalists do not match.
- A simple published headline, a flat $399 USD per employee per month, easy to compare at a glance before you model the all-in cost.
- An AI-first hybrid support model (the Alfie assistant routing to human specialists) backed by 200+ in-country legal and hiring experts, well reviewed at scale.
- Holds current ISO 27001:2022 and SOC 2 Type II certifications, with an in-house legal team backed by Baker McKenzie. Near the top of the security column.
Watch-outs
- The published $399 is the headline, but reportedly the real all-in base lands higher once setup and FX are added, and no FX rate or spread is published. Pin the all-in Greek number down before you sign.
- Customer experience is uneven as the company settles after its September 2025 rebrand to Pebl.
- Day-to-day support is AI-first via the Alfie assistant. For an ERGANI deadline or a 13th salary question, confirm how fast it routes you to a human Greek employment-law expert.
Source: hellopebl.com/eor-pricing
Why the shortlist matters
Behind every line item is a real person, in a real place.
The fee, the FX and the support model are not abstractions. They decide whether the person you hired in Barcelona or Rome is paid right, on time, by someone who knows their employment law. That is what the ranking is really measuring.
What each stakeholder evaluates
| Criterion | Legal | Finance | People Ops | Security |
|---|---|---|---|---|
| Greek 13th and 14th salary | Ask whether the provider has real HR and legal experts with Greek employment-law credentials who handle statutory bonus calculations, or whether an ERGANI question routes to a generalist ticket queue. | The 13th and 14th salary add approximately 8.33% to monthly payroll cost per employee per year on average. A miscalculated or late bonus triggers a Labour Inspectorate fine. Know how your provider handles this before you sign. | Your Greek employees will notice a late or wrong Christmas bonus immediately. You want a direct line to a real Greek employment-law expert when the calculation is in dispute. | An owned Greek entity means one data-processing chain; a partner adds a sub-processor that needs its own review under GDPR. |
| FX on Greek salaries | Ask for the FX policy in writing. Greek salaries in EUR billed from a non-EUR currency make the spread material, especially when statutory bonuses inflate the monthly payment in December, April and July. | On a EUR 40,000 gross salary, a 2% undisclosed FX spread is EUR 800 per year per employee. Add the two bonus months and the real annual cost sits above the headline. At five employees in Greece that is EUR 4,000 of invisible cost per year. | An itemised FX line avoids salary-reconciliation surprises at Greek year-end and during the bonus payment months. | A timestamped rate against a public reference is an auditable record under Greek bookkeeping requirements. |
| Path to your own IKE | Ask when EOR stops being the right model. The crossover in Greece is roughly 8 to 12 full-time employees, at which point an IKE (Idiotiki Kefalaiouchiki Etaireia) often saves more than EOR costs. | An EOR that models the crossover and helps you set up the IKE keeps you from overpaying EOR fees past the breakeven month. IKE formation is low-cost (minimum EUR 1 share capital), but ongoing compliance with GEMI filings and EFKA registration requires real Greek legal expertise. | A managed transition via Global Entity & Employment Operations (GEMO) avoids re-onboarding employees onto a new contract at entity setup. | Your own IKE gives you full control over data residency and employment contracts in Greece. |
Decision checklist
- Read the small print before you sign. Most EORs require a deposit and many layer on setup, offboarding, minimum-term, no-exit, termination or admin fees. Teamed takes a one-month refundable deposit, charges no onboarding or offboarding fees (an early-exit fee may apply if you leave within 3 months, set out in your contract), and sets the costs out up front.
- Choose on the service model and employment intelligence if ongoing human expertise matters more than platform breadth or price. Teamed leads this column: direct access to real HR and legal experts with Greek employment-law credentials for 13th and 14th salary, ERGANI filings and Law 4808/2021 dismissals, with the Ted layer flagging Greek law changes and the crossover point early. Teamed is rated 4.8 on G2.
- Choose on pricing transparency if a salary invoice you can read matters. Teamed and Remote lead here with published, itemised terms; Teamed absorbs FX at zero markup against the mid-market reference, while Remote discloses a variable spread. Deel publishes a starting rate but not its FX terms, and the quote-led providers (G-P, Papaya, Rippling, Pebl) sit lower.
- Choose on Greek coverage and compliance if in-country depth is the priority. Teamed contests this column with G-P: Teamed through an owned Greek entity plus real HR and legal experts backed by DLA Piper as global counsel, G-P through the widest owned-entity footprint in the category. Remote and Pebl also run owned entities.
- Choose on the path to your own IKE if you plan to set up your own entity. Teamed leads this column, with the crossover modelled proactively and Global Entity & Employment Operations (GEMO) running your own entity across 100+ countries.
- Choose on security and certifications if your procurement review needs ISO 27001 or SOC 2 in hand today. Deel, Remote, Rippling, G-P, Papaya and Pebl hold current certifications. Teamed is ISO 27001 and SOC 2 aligned with accreditation in progress, so it concedes this column for now.
- Choose Deel if platform breadth, a deep integration catalogue and the largest brand matter most for your Greece hire.
- Choose Remote if you want a polished self-serve product, a wholly-owned EOR entity and a disclosed FX rate you can see on the invoice, with annual billing acceptable.
- Choose Oyster if fast, automated onboarding and a dedicated Hiring Success Manager matter more than Greek employment-law advisory depth.
- Choose Rippling if you want HR, IT and payroll on one platform for Greece and every other market you operate in.
- Choose Papaya Global if enterprise payroll automation across Greece and many other markets is the priority and a partner-delivered Greek hire is acceptable.
- Choose G-P if you are a large enterprise where the widest owned-entity-led footprint matters more than speed, price or advisory agility.
- Choose Pebl (formerly Velocity Global) if you have M&A, carve-out or immigration complexity in Greece and want a broad owned-entity-plus-partner footprint with an AI-first delivery model.
- Ask every provider one question before you sign: do real HR and legal experts handle a 13th salary question or an ERGANI filing, or does it go to a generalist ticket queue?
Honest take
When another provider here is the better choice.
- Choose Deel if platform breadth, the deepest integrations and the largest brand outweigh seeing the FX on your Greek salary invoice.
- Choose Remote if a polished self-serve product, a wholly-owned EOR entity and a disclosed FX rate matter most, and annual billing is acceptable.
- Choose Rippling if you want your whole HR, IT and payroll stack on one platform across Greece and every other market.
- Choose G-P or Papaya Global if you are an enterprise where owned-entity-led breadth or payroll-at-scale matters more than speed or advisory agility.
- Choose Oyster or Pebl (formerly Velocity Global) if fast onboarding or M&A and immigration depth in Greece is the deciding factor and you have confirmed the pricing and FX terms.
- Choose a certified provider such as Deel, Remote, Rippling, G-P, Papaya or Pebl if your procurement review needs ISO 27001 or SOC 2 in hand today.
Teamed leads the service model and employment intelligence and the path to your own IKE, and contests Greek coverage and pricing transparency. It concedes the platform column to Deel and Rippling and security to the certified providers. A buyer with different priorities should pick differently. We'd rather lose the deal than mismatch the engagement.
Frequently asked questions
Which EOR is best for hiring in Greece in 2026?
It depends on your priority. Teamed leads on the service model and employment intelligence, with real HR and legal experts handling 13th and 14th salary, ERGANI filings and Law 4808/2021 dismissals directly on every plan, and on the path to your own IKE. It contests pricing transparency with Remote (FX absorbed at zero markup, shown against mid-market) and Greek coverage with G-P, which runs the widest owned-entity footprint in the category. Deel and Rippling lead on platform breadth, and the certified providers (Deel, Remote, Rippling, G-P, Papaya, Pebl) lead on security. The most useful question: can you reach a real HR or legal expert with Greek employment-law depth when you need one, and can you see the FX on your Greek salary invoice?What are the Greek 13th and 14th salary obligations an EOR must handle?
Greek law mandates two additional months of salary per year for every permanent employee. The Christmas bonus equals one full month of gross salary, paid by 21 December. The Easter bonus equals half a month, paid before Good Friday. The vacation allowance equals half a month, paid in July or when annual leave commences. For employees hired mid-year, these are calculated pro-rata. Every EOR provider must calculate and remit all three correctly; a missed or miscalculated payment triggers a Labour Inspectorate (SEPE) fine and potential back-payment liability. Ask your EOR how these are calculated in their system and who carries accountability for an error.What is the ERGANI obligation and how does an EOR manage it?
ERGANI (Ergani Information System) is the Greek Ministry of Labour's mandatory digital platform. Every employer must register new hires, terminations and changes to working hours within one calendar day of the event. Late or missing filings attract administrative fines under Law 4808/2021. In an EOR arrangement, the EOR is the legal employer and carries the ERGANI obligation. Ask your provider how they handle same-day filings when a hire starts on a Friday afternoon or a public holiday, and whether a missed deadline has ever happened on their watch.What are the EFKA employer social contributions an EOR will pass through?
EFKA (Eniaia Fora Koinonikis Asfalisis) employer contributions run approximately 22 to 24% of gross salary. The main components are pension insurance (roughly 13.33% employer share) and health insurance (roughly 6.45% employer share), plus unemployment insurance and ancillary funds. All EOR providers pass these through at cost. They are statutory costs that land on every Greek hire regardless of which EOR you use. Compare providers on the platform fee and FX transparency, not on statutory contributions.When does it make sense to set up my own IKE instead of using an EOR in Greece?
The crossover point is usually around 8 to 12 full-time employees in Greece, where the fixed cost of running an IKE (Idiotiki Kefalaiouchiki Etaireia, Greece's most common limited-liability vehicle for foreign-owned subsidiaries, with a minimum EUR 1 share capital) becomes lower than the cumulative EOR per-seat fee. The calculation depends on your salary levels, your EOR fee and whether you need a local trading presence, a Greek VAT number or a local bank account. Teamed models this crossover explicitly and flags the month your own IKE beats EOR, which is something no other provider here does proactively as a standard service. Global Entity & Employment Operations (GEMO) sets up and runs your own entity in Greece alongside 100+ countries on the same system with no re-onboarding of existing EOR employees.How current is this comparison, and how was it scored?
Competitor pricing was verified 22 June 2026 against each provider's own pricing page and G2 listing, and each provider's ISO 27001 and SOC 2 Type II status was re-checked 22 July 2026. Greek statutory facts reference official Greek government sources including EFKA and the Ministry of Labour's ERGANI platform. Each of the eight providers is scored 1 to 5 on six Greece-focused axes (pricing transparency, Greek coverage and compliance, platform and self-serve, security and certifications, service model and employment intelligence, and the path to your own IKE) with no weighted total and no overall winner. We review the page quarterly and re-verify pricing monthly.
Common questions
Which EOR provider handles Greek 13th and 14th salary requirements best?
Teamed leads on 13th and 14th salary requirements: real HR and legal experts for calculations, pro-rata adjustments and remittance, standard on every plan. Remote markets a wholly-owned EOR entity network. G-P and Pebl (formerly Velocity Global) run owned-entity footprints with enterprise governance. Oyster, Papaya, Rippling and Deel are lighter on Greek employment-law advisory depth.What is the real cost of hiring in Greece through an EOR?
Four layers. First, the headline EOR fee: published rates run roughly $399 to $699 per employee per month, with the quote-only providers priced on demo. Second, EFKA contributions, roughly 22 to 24% of gross, passed at cost by all. Third, the statutory 13th and 14th salary bonuses, approximately two extra months of salary per year. Fourth, FX on the salary conversion for providers that do not disclose their rate, an estimated 1.5 to 3% of salary. Teamed absorbs FX at zero markup and shows the rate against mid-market.
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