The landscape of compensation in Greece is about to change permanently. On June 23, 2026, the draft bill transposing the EU Pay Transparency Directive (2023/970) was officially submitted to the Greek Parliament, meaning enactment is now imminent. What was once a distant compliance target is now an immediate reality that will fundamentally reshape how employers approach talent acquisition, employee relations, and internal governance.
Under this new framework, the days of pay secrecy are over. All Greek employers, regardless of size, must now publish salary ranges on job postings before an interview even takes place and ensure all job titles are gender-neutral. Inside the workplace, employees are gaining unprecedented rights, including the ability to request their individual pay level alongside gender-based averages for comparable roles—a request employers must fulfill within two months. Furthermore, any existing confidentiality clauses that prohibit staff from discussing their salaries are now automatically void.
For larger organizations, the stakes are even higher. Companies with 150 or more employees face their first mandatory pay gap reporting deadline by June 7, 2027, with phased rollouts for smaller companies extending to 2031. Crucially, if an employer reports an unexplained gender pay gap of 5% or more and fails to remedy it within six months, they will be forced into a mandatory joint pay assessment with employee representatives.
The window for painless compliance is closing fast, but proactive preparation can turn this regulatory hurdle into a strategic advantage. Our Employment & Social Security team at Koutalidis Law Firm is already guiding Greece’s leading employers through this transition. From conducting initial pay structure audits and drafting compliant policies, to updating employment contracts and representing clients in equal pay disputes, we cover every step of your compliance journey.
Read the guide here.
