Which EOR is best for hiring in Greece in 2026?

Depends on priority. Teamed leads on Greek employment-law depth (real experts on 13th and 14th salary, ERGANI, Law 4808/2021, every plan) and cost transparency (zero FX markup). Remote leads on self-serve with a wholly-owned EOR entity. Oyster on onboarding speed. Deel and Rippling on platform. G-P on enterprise governance. Ask any provider: real Greek employment-law experts, or a generalist ticket queue?

What are the Greek 13th and 14th salary obligations an EOR must handle?

Greek law requires a Christmas bonus (1 month), Easter bonus (0.5 months) and vacation allowance (0.5 months) for every permanent employee. Pro-rated for partial years. Your EOR must calculate and remit all three; a mistake triggers a SEPE fine. Ask how your provider handles these and who carries accountability.

What is the ERGANI obligation and how does an EOR manage it?

ERGANI is the Greek Ministry of Labour's mandatory filing system. Every hire, termination and hours change must be reported within one calendar day. Late filings attract fines. The EOR is the legal employer and carries this obligation. Ask your provider: same-day filings on Fridays and public holidays, and has a filing ever been missed?

What are the EFKA employer social contributions an EOR will pass through?

EFKA employer contributions run about 22 to 24% of gross salary: pension (~13.33%), health insurance (~6.45%), plus unemployment and ancillary funds. All EOR providers pass these at cost. 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 is usually 8 to 12 full-time employees in Greece, where IKE running costs drop below the cumulative EOR per-seat fee. Depends on salary levels and your EOR fee. Teamed models and proactively flags the crossover month. Global Entity & Employment Operations (GEMO) sets up and runs your own entity across 90+ markets with no re-onboarding.

How current is this comparison, and how was it scored?

Competitor facts verified 22 June 2026 from each provider's pricing page and G2 listing. Greek statutory facts from official sources (EFKA, ERGANI, SEPE). Eight providers scored 1 to 5 on five Greece-focused criteria, no overall winner. Reviewed quarterly, pricing monthly.

Best EOR in Greece · 2026

The best EOR providers in Greece in 2026

No single winner. We scored eight EOR providers on a published 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 Greek employment-law expertise and cost transparency. Oyster leads on onboarding. Deel and Rippling lead on platform.

Talk to an expert

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: 5
Greece-specific rubric criteria, 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.

Last reviewed 22 June 2026By Tom Price-Daniel, Co-founder, Teamed

Which EOR provider is best for hiring in Greece in 2026?

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 five Greece-focused criteria. There's no weighted total and no overall winner. Different providers lead different columns. Teamed is scored on the same criteria as the rest.

Greek compliance depth: Owned Greek entity or vetted local partner, plus real HR and legal experts with Greek employment-law credentials who handle 13th and 14th salary, ERGANI filings, EFKA remittances and Law 4808/2021 dismissals directly. Speed and directness of access to a real Greek employment-law expert at hard moments is part of the score alongside entity structure.
Cost and FX transparency: Whether the headline fee is the real bill in Greece. FX margin on salary conversion disclosed and itemised, no undisclosed spread or surprise setup and year-end fees.
Platform and self-serve: Dashboard depth, integrations and API surface for teams running Greek hiring themselves.
Onboarding and speed: Speed to first Greek payroll, including ERGANI registration, and how well the product keeps pace with a fast-growing team adding people in Greece quickly.
Lifecycle to Greek entity: Whether the provider moves you from contractor to EOR to your own IKE 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

Competitor facts come from Teamed's global provider fact-cache, last verified 22 June 2026 against each provider's own pricing page and G2 listing. 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. 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.

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	Greek compliance depth	Cost and FX transparency	Platform and self-serve	Onboarding and speed	Lifecycle to Greek entity
Teamed(us)	Leads	Leads			Leads
Deel			Leads
Remote
Oyster				Leads
Rippling
Papaya Global
G-P (Globalization Partners)
Velocity Global (now Pebl)

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.

Teamed

Us, scored on the same rubric

Best 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 with Greek employment-law depth. 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 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 legal entity in 90+ markets, so the lifecycle advice is built in from day one.

Countries: 57 owned entities (Greece included), 180+ total reach with partners
Entity model: Owns a Greek entity and employs your Greek staff directly through it; 57 owned entities worldwide plus partners
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 2026-06-22
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 90+ markets. 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.
Smaller brand and review base than Deel or G-P. Less recognition with a procurement team that wants the market-leading name.
The advisory model earns its weight with multiple Greek hires or a growing headcount. For a single experimental hire with no plans to scale, a lighter self-serve platform may fit better.

Source: teamed.global/pricing

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: 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. The dedicated Slack or Teams support channel sits on the Enterprise tier, which means a real person is not the default response to an ERGANI question or a 13th salary calculation unless you are on the higher plan.

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 Standard, from $899 Enterprise per employee per month · verified 2026-06-22
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 ISO 27001 and SOC 2 certifications, which clears a procurement security gate for a Greek enterprise hire without a follow-up question.

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.
The dedicated Slack or Teams support channel sits on the Enterprise tier. On the Standard plan, 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

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 2026-06-22
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.
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

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 2026-06-22
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. Oyster leads the onboarding column on this rubric.
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 for a platform of its size.

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

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 2026-06-22
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, a deeper security certification stack than most EOR-only providers.
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

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: 160+ 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: 160+ 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 2026-06-22
G2: 4.5/5

Strengths

A strong enterprise payroll and data backbone across 160+ 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 ISO 27001, ISO 27701, SOC 1 Type II and SOC 2 Type II, a deep certification stack for an enterprise Greek procurement gate.
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

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 runs over 100 legal entities of its own plus a 200+ partner network across 180+ countries, one of the widest footprints in the category. 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.

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+ via 100+ owned entities and 200+ partners
Entity model: Owned-entity-led (100+ entities) plus a 200+ partner network; per-country owned-vs-partner split not published
Onboarding: Slow, enterprise governance
Contractors: Yes
Pricing: Not published; quote-only, gated behind a demo · verified 2026-06-22
G2: 4.4/5 (1028)

Strengths

Over 100 legal entities of its own plus a 200+ partner network across 180+ countries. One of the widest footprints in the category and the reason it anchors enterprise shortlists.
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: ISO 27001, 27017, 27018, 42001 and SOC 2 Type II, published on a self-serve trust portal.
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

Velocity Global (now Pebl)

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 2026-06-22
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 ISO 27001:2022 and SOC 2 Type 2, with an in-house legal team backed by Baker McKenzie, a strong governance signal for a Greek enterprise hire.

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 Greek employment-law depth if real HR and legal experts who handle 13th and 14th salary, ERGANI filings and Law 4808/2021 dismissals matter more than platform breadth or price. Teamed leads this column with direct expert access on every plan.
Choose on cost transparency if a salary invoice you can read matters. Teamed shows the FX rate against mid-market and absorbs it at zero markup. Deel does not publish a rate; Remote discloses a blended rate on the invoice; Pebl publishes no FX rate at all.
Choose on lifecycle if you plan to set up your own IKE. Teamed leads this column, with the crossover modelled proactively and Global Entity & Employment Operations (GEMO) running your own entity across 90+ markets.
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 Velocity Global (Pebl) 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?

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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 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.

Teamed leads Greek employment-law depth, cost transparency and the lifecycle to your own IKE, not every column. 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 Greek employment-law depth, with real HR and legal experts handling 13th and 14th salary, ERGANI filings and Law 4808/2021 dismissals directly on every plan. It also leads on cost transparency, with FX absorbed at zero markup and shown against mid-market. Remote leads on self-serve product polish with a wholly-owned EOR entity. Oyster leads on onboarding speed. Deel and Rippling lead on platform breadth. G-P leads on owned-entity-led governance for large enterprises. 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 legal entity in Greece alongside 90+ other markets on the same system with no re-onboarding of existing EOR employees.
How current is this comparison, and how was it scored?
Competitor facts come from Teamed's global provider fact-cache, last verified 22 June 2026 against each provider's own pricing page and G2 listing. 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 five Greece-focused criteria 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 Velocity Global (Pebl) run owned-entity-led 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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