Pay transparency rules in Greece
Yes, with a delay. Law 5316/2026 was published on 6 July 2026, but the main duties, from pay ranges to reporting and joint pay assessment, start on 1 November 2026.
Greece's new rules start on 1 November
What happened
Greece passed its pay-transparency law, and it was published on 6 July 2026. The main rules start on 1 November 2026.
What it means for you
From 1 November, you must tell candidates the pay or pay range before the interview, and you cannot ask what they earned before. Staff can ask about pay, and larger employers must report their pay gap. Get ready now.
Dates to know
- 1 November 2026The main rules start.
- 7 June 2027First pay-gap reports are due.
Source: Zepos & Yannopoulos. We check this page every week. Last checked .
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 national law. Greece has now done so through Law 5316/2026, published on 6 July 2026, though the main employer duties commence on 1 November 2026.
Where Greece stands right now
Greece has passed its transposing law, but the main pay transparency duties do not take effect until 1 November 2026.
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.
Pay transparency in hiring: job ads, interviews and salary history
From 1 November 2026, employers must tell candidates the pay or pay range before the interview and may no longer ask what an applicant earned before.
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.
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; larger employers must also report their gender pay gap on a phased timetable.
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.
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; administrative fines run from EUR 300 to EUR 50,000, with recurring fines for continued non-compliance.
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.
Hiring in Greece?
What Teamed carries in Greece from 1 November
Teamed is the legal employer in Greece, so the pay transparency duties Law 5316/2026 brings in on 1 November 2026 land on Teamed, not on your company.
These sit with us
- Pay range disclosed before the interview
- The salary history ban in hiring
- Written pay information requests from your staff
- Gender pay gap reports on Greece's phased thresholds
- Joint pay assessment if a 5% gap persists
You keep
You keep the role, the budget and the pay decision, and your people day to day.
Greece's law is published, but the new duties do not bind employers until 1 November 2026. Teamed will be ready for that date.
At a glance
| Pay shown in job ads | Yes, from 1 November 2026 |
|---|---|
| Salary-history question banned | Yes, from 1 November 2026 |
| Gender pay-gap reporting from | 250 or more yearly, phased |
| First report due | 7 June 2027 |
| Penalties | EUR 300 to 50,000 |
Key figures
| Detail | Value |
|---|---|
| Transposition status | Enacted: Law 5316/2026, published in the Government Gazette (FEK A' 105) on 6 July 2026 (source) |
| Law and gazette reference | Law 5316/2026; voted by Parliament 2 July 2026; Government Gazette FEK A' 105, 6 July 2026 (source) |
| Entry into force of pay transparency duties | 1 November 2026 (transparency, reporting, joint pay assessment, remedies and enforcement); general provisions apply from 6 July 2026 (source) |
| EU transposition deadline | 7 June 2026 (missed by Greece; law enacted 6 July 2026) (source) |
| Pay range disclosure to candidates | Initial pay or pay range before the interview, on gender-neutral criteria; gender-neutral job ads (from 1 November 2026) (source) |
| Salary history ban | Employers may not ask job applicants about pay in a current or previous job (from 1 November 2026) (source) |
| Reporting: 250+ employees | Annual; first report due 7 June 2027 (source) |
| Reporting: 150-249 employees | Every 3 years; first report due 7 June 2027 (source) |
| Reporting: 100-149 employees | Every 3 years; first report due 7 June 2031 (source) |
| Joint pay assessment trigger | Unexplained gap of 5%+ not remedied within 6 months (source) |
| Penalties | Administrative fines from EUR 300 to EUR 50,000, plus a recurring fine every 3 months for continued non-compliance; full compensation with no upper limit (source) |
| Enforcement bodies | Labour Inspectorate (audits, fines, corrective orders) in cooperation with the Greek Ombudsman (source) |
Frequently asked questions
Has Greece passed the EU Pay Transparency Directive into law?
Yes. Law 5316/2026 was voted by the Hellenic Parliament on 2 July 2026 and published in the Government Gazette (FEK A' 105) on 6 July 2026, amending the Greek Labour Code. Most general provisions apply from publication, but the main pay transparency obligations take effect on 1 November 2026. Greece missed the 7 June 2026 EU deadline but has now enacted its law.
When do the new pay transparency rules apply in Greece?
The core duties - pay ranges before interview, the salary-history ban, the right to pay information, gender pay gap reporting, joint pay assessment and enforcement - enter into force on 1 November 2026. Gender pay gap reporting then follows a phased timetable, with first 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?
Yes, from 1 November 2026. Employers must tell candidates the pay or pay range for the role before the interview, either in the advert or beforehand, on gender-neutral criteria, and may no longer ask applicants what they earned in a previous job. Job adverts must be gender-neutral.
What are the penalties in Greece?
The Labour Inspectorate, working with the Greek Ombudsman, can order an employer to stop a violation and take corrective measures. Administrative fines run from EUR 300 to EUR 50,000, with a recurring fine for each three-month period of continued non-compliance, and workers have a right to full compensation with no upper limit.
Who is responsible for compliance when Teamed is the Employer of Record?
Teamed, as the legal employer in Greece, carries the statutory duties once they take effect on 1 November 2026 - 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.
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.
