This guide covers pay transparency requirements for employers operating in or hiring from Greece under the EU Pay Transparency Directive (2023/970/EU) and existing national legislation. The EU Pay Transparency Directive (2023/970/EU) requires all 27 member states to transpose its requirements into national law by June 7, 2026. The Directive mandates that employers disclose salary ranges in job postings, prohibit salary history inquiries, and report pay gap data for larger organisations. See the full EU Directive guide for the complete framework.
Current status in Greece
Who does this apply to?
- Employers with operations in Greece or posting roles accessible to Greece-based candidates
- Employee threshold for Directive obligations: All employers
Job posting requirements
- Salary range: Salary range in postings required from June 2026
- Salary history ban: Prohibited under Directive
- Pay gap reporting: Employers with 100+ employees report pay gap data under Directive
Greece's Directive preparation
Greece will transpose the EU Pay Transparency Directive by June 2026. Greek employers, particularly those in shipping, tourism, and tech sectors with diverse international workforces, should prepare posting processes and pay equity frameworks ahead of the enforcement deadline.
Employer checklist for Greece
- ✓ Include salary range in all job postings for Greece-applicable roles
- ✓ Remove salary history inquiries from applications and interviews
- ✓ Understand your pay gap reporting obligations under the Directive
- ✓ Brief recruiters on the requirements for roles in Greece
How RoleComply helps
RoleComply checks every posting for Greece compliance — whether you're operating there directly or hiring remote workers based in Greece. As the Directive's transposition deadline approaches, RoleComply's scanning rules update automatically to reflect each country's enacted legislation, so your team doesn't need to track individual national laws.
What the EU Directive means for Greece employers
The EU Pay Transparency Directive (2023/970/EU) sets binding minimum standards across all 27 member states. For employers in Greece, it builds on existing national law — Labour Code — and introduces new obligations that will apply once Greece transposes the Directive by 7 June 2026.
The core requirements are: mandatory salary range in every job posting, a ban on salary history questions, the right for employees to request pay gap comparisons, and mandatory pay gap reporting for employers with 100 or more employees. The European Commission pay transparency guidance and the Ministry of Labour and Social Affairs are the authoritative sources for Greece-specific implementation details.
Practical steps for Greece employers
Audit every job posting now. Review all roles advertised in Greece across your careers page, LinkedIn, local job boards, and any recruitment agencies posting on your behalf. Every posting needs a salary range once the Directive is transposed — starting the audit now means you are ahead of the deadline rather than reacting to it.
Build a pay banding framework. The Directive requires ranges to reflect objective, gender-neutral criteria. This means a structured compensation system: roles mapped to levels, benchmarked against market data, with documented factors for variation within each band. Without this foundation, you cannot post defensible ranges.
Prepare for pay gap reporting. Employers with 100 or more employees in Greece will need to calculate and report their gender pay gap. Unlike equal pay analysis (which compares pay for identical work), pay gap reporting looks at average pay across your entire workforce. Start tracking pay, role, and gender data now.
Train HR and recruiters. Front-line teams need to know that salary history questions are banned, that vague phrases like "competitive salary" are prohibited, and that every posting needs a real range — not a placeholder. Run a short briefing and update your posting templates before the deadline.
Penalties
The Directive requires Greece to establish "effective, proportionate and dissuasive" penalties. Employers found to have pay discrimination face reversed burden of proof: once a complaint is raised, the employer must demonstrate their pay practices are lawful. See our full EU Directive guide for the complete framework, or read our pay transparency 101 guide for the broader context.
