Pay transparency rules in Greece
No. As of 30 June 2026 Greece has not transposed the EU Pay Transparency Directive. A bill is in Parliament (tabled around 23-24 June 2026, after a 3-17 June consultation), but it has not been voted into law or published in the official gazette, so none of the new duties are in force yet. Greece missed the 7 June 2026 EU deadline. The bill is expected to pass soon, so employers in Greece should prepare now.
The EU Pay Transparency Directive (Directive (EU) 2023/970) is a European law that requires employers to be open about pay and to close the gender pay gap. It forces employers to share salary ranges with job applicants, bans asking candidates about their pay history, gives current staff the right to ask what they and colleagues doing equal work are paid on average, and makes larger employers report their gender pay gap to the authorities. Where an unexplained gap of 5% or more appears, the employer must run a joint pay assessment with worker representatives. EU countries had until 7 June 2026 to write these rules into their own national law. Greece has drafted a bill to do this but has not yet passed it, so the duties are not yet legally binding on employers in Greece.
Where Greece stands right now
Greece has a bill before Parliament but it is not yet law, so the new duties are not yet binding.
Greece missed the EU's 7 June 2026 transposition deadline. The Ministry of Labour and Social Security ran a public consultation on its draft from 3 to 17 June 2026, and the bill - titled 'Strengthening the application of equal pay between men and women for the same work or work of equal value - Transposition of Directive (EU) 2023/970' - was tabled in the Hellenic Parliament on or about 23-24 June 2026. As of 30 June 2026 it has not been voted through or published in the Government Gazette (FEK). Until that happens, employers in Greece are not yet legally obliged to follow the new rules, but they are widely expected to be in force shortly. The sensible move is to prepare now so nothing has to change in a rush when the law passes.
Pay transparency in hiring: job ads, interviews and salary history
Under the bill, employers must tell candidates the pay or pay range before the interview and may no longer ask what an applicant earned before.
The draft requires employers to inform applicants of the salary or salary range for the role, and of any relevant collective agreement, before the interview - this can be in the job advert or sent ahead of the meeting. Job adverts and role titles must be gender-neutral. Crucially, employers are barred from asking candidates about their pay history in a current or previous job. Candidates also gain a right to information about the criteria used to set pay and to progress pay. These hiring rules apply to all employers regardless of size once the law is in force.
Right to pay information and the gender pay gap report
Staff can ask in writing for their own pay level and the average pay of men and women doing equal work, and the employer must answer within two months; larger employers must also report their gender pay gap.
Employees will be able to request, in writing, their individual pay level and the average pay levels of men and women doing the same or equal-value work, broken down by sex. The employer must respond within two months. Pay-secrecy clauses that stop staff discussing their pay become void. On reporting, the draft follows the Directive's phased thresholds: employers with 250 or more staff report annually with a first report due 7 June 2027; those with 150-249 staff report every three years, first report also due 7 June 2027; and those with 100-149 staff report every three years, first report due 7 June 2031. Employers under 100 staff are not required to report (voluntary). The reports cover the overall gender pay gap, the gap in variable pay such as bonuses, median gaps, and the gap by category of worker.
Joint pay assessment, penalties and enforcement
An unexplained pay gap of 5% or more that is not fixed within six months triggers a joint pay assessment with worker representatives; fines run from EUR 300 to EUR 50,000 under the draft.
If a pay report shows a gender pay gap of at least 5% in any category that the employer cannot justify on objective, gender-neutral grounds and does not correct within six months, the employer must carry out a joint pay assessment together with employee representatives. Enforcement sits mainly with the Labour Inspectorate, which can audit and fine, while the Greek Ombudsman has a central role investigating equal-pay and pay-transparency complaints. The draft sets administrative fines from EUR 300 to EUR 50,000, with a recurring fine possible for each three-month period of continued non-compliance with a corrective order, scaled to the size of the business. The burden of proof shifts to the employer to show there is no unjustified pay discrimination. These figures sit in a bill that is not yet law and could change before it is passed.
What it means when Teamed is your Employer of Record
As the legal employer in Greece, the EOR carries these statutory duties, but the day-to-day pay and hiring decisions that drive compliance stay with you, so the two sides need to work together.
Where Teamed acts as the Employer of Record, Teamed is the legal employer of your staff in Greece and is the entity that carries the statutory obligations once the law is in force - things like answering pay-information requests within two months, keeping pay records, and any gender pay gap reporting that applies to the employing entity. In practice, though, the inputs that determine compliance - the salary range advertised, how roles are levelled, and pay decisions - are set with you, the client. That means agreeing gender-neutral pay criteria and transparent ranges up front, and feeding Teamed accurate role and pay data. Because reporting duties are tied to headcount in the employing entity, whether any reporting threshold is reached depends on how your Greek workforce is structured; Teamed will confirm the position for your specific setup once the Greek law is finalised.
At a glance
| Pay shown in job ads | Proposed: pay or pay range before interview (not yet in force) |
|---|---|
| Salary-history question banned | Proposed: ban on asking pay history (not yet in force) |
| Gender pay-gap reporting from | Proposed: 250+ annual; 150-249 every 3 yrs; 100-149 every 3 yrs (from 2031) |
| First report due | Proposed: 7 June 2027 (250+ and 150-249); 7 June 2031 (100-149) |
| Penalties | Not yet confirmed (pending the enacted law) |
Key figures
| Detail | Value |
|---|---|
| Transposition status | Draft bill in Parliament, not yet law (source) |
| Bill title | Strengthening the application of equal pay between men and women for the same work or work of equal value - Transposition of Directive (EU) 2023/970 (source) |
| Public consultation period | 3-17 June 2026 (source) |
| Tabled in Parliament | On or about 23-24 June 2026 (source) |
| EU transposition deadline | 7 June 2026 (missed by Greece) (source) |
| Pay range disclosure to candidates | Pay or pay range before interview; gender-neutral ads (proposed) (source) |
| Salary history ban | Employer may not ask candidate's previous pay (proposed) (source) |
| Right to pay information - response time | Within two months of request (proposed) (source) |
| Reporting: 250+ employees | Annual; first report due 7 June 2027 (proposed) (source) |
| Reporting: 150-249 employees | Every 3 years; first report due 7 June 2027 (proposed) (source) |
| Reporting: 100-149 employees | Every 3 years; first report due 7 June 2031 (proposed) (source) |
| Joint pay assessment trigger | Unexplained gap of 5%+ not remedied within 6 months (proposed) (source) |
| Penalties | Penalty amounts are not yet confirmed in the tabled bill; general Greek labour-inspectorate fines may apply until the enacted law sets specific amounts (source) |
| Enforcement bodies | Labour Inspectorate (audits, fines) and Greek Ombudsman (complaints) (source) |
Frequently asked questions
Has Greece passed the EU Pay Transparency Directive into law?
Not yet. As of 30 June 2026 a transposing bill is before the Hellenic Parliament (tabled around 23-24 June 2026, after a 3-17 June 2026 public consultation), but it has not been voted into law or published in the Government Gazette. Greece missed the 7 June 2026 EU deadline. Until the bill passes, the new duties are not legally binding.
When will the new pay transparency rules apply in Greece?
The rules apply once the bill is voted through and published in the Government Gazette (FEK), which is expected soon but had not happened as of 30 June 2026. The reporting timetable in the draft starts with first gender pay gap reports due 7 June 2027 for employers with 150 or more staff, and 7 June 2031 for those with 100-149 staff.
Will employers in Greece have to put salary ranges in job ads?
Under the draft bill, yes. Employers would have to tell candidates the pay or pay range for the role before the interview, either in the advert or beforehand, and could no longer ask applicants what they earned in a previous job. Job adverts must be gender-neutral. This is in the bill but not yet law.
What triggers a joint pay assessment?
Under the draft, a gender pay gap of 5% or more in any worker category that the employer cannot justify on objective, gender-neutral grounds, and does not fix within six months, triggers a joint pay assessment carried out with employee representatives.
Who is responsible for compliance when Teamed is the Employer of Record?
Teamed, as the legal employer in Greece, carries the statutory duties once the law is in force - such as responding to pay-information requests and any applicable reporting. But the pay ranges, role levelling and pay decisions are set with you as the client, so compliance is a joint effort. Teamed will confirm exactly what applies to your Greek headcount once the law is finalised.
Pay transparency is moving at different speeds across the EU. When Teamed is your legal employer in Greece, these duties sit with us: compliant pay ranges, the salary-history rule, employee pay-information requests, and reporting where it applies. We track the law as it changes so your hiring stays compliant.
