Pay transparency rules in Greece

Greece missed the EU's 7 June 2026 transposition deadline, but its law is now in place. The Hellenic Parliament voted Law 5316/2026 on 2 July 2026 and it was published in the Government Gazette (FEK A' 105) on 6 July 2026, amending several articles of the Greek Labour Code. Most general provisions apply from publication, but the substantive pay transparency obligations, gender pay gap reporting, joint pay assessment, remedies and enforcement enter into force on 1 November 2026. Until that date, the new duties are not yet binding on employers, so the sensible move is to prepare now: agree gender-neutral pay criteria and transparent ranges so nothing has to change in a rush when the rules start.

The law requires employers to inform applicants of the initial pay or pay range for the role, set on objective, gender-neutral criteria, 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. Employers are barred from asking candidates about their pay history in a current or previous job. These hiring rules apply to all employers regardless of size once they take effect on 1 November 2026.

Once the duties start on 1 November 2026, employees can 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. Pay-secrecy clauses that stop staff discussing their pay become void. On reporting, the law 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. For employers with 150 or more staff, the first reference period runs from the entry into force of the duties through 31 December 2026.

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 with the Labour Inspectorate, working in cooperation with the Greek Ombudsman. The Labour Inspectorate may order an employer to stop the violation and take corrective measures, with administrative fines from EUR 300 to EUR 50,000 and a recurring fine imposed for each three-month period of continued non-compliance, and with aggravating factors applied in cases of intersectional discrimination. Workers have a right to full compensation for pay discrimination, covering positive and consequential damage and moral harm, with no upper limit, and the burden of proof shifts to the employer to show there is no unjustified pay discrimination.

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 duties start on 1 November 2026 - things like answering pay-information requests, 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.