From 1st November 2026, new pay transparency rules in Greece will come into effect for private-sector employers.
New requirements introduced under Law 5316/2026 will mean they’ll need to take a closer look at how pay is set, communicated and managed – bringing greater transparency to pay practices and reinforcing the principle of equal pay for equal work. Guidance has also been issued by the Ministry of Labour and Social Affairs to help employers prepare for the changes.
Gender-Neutral Pay Structures Become Mandatory
A key part of the new legislation is the requirement for employers to have documented pay structures based on objective, gender-neutral criteria. Factors such as skills, responsibility, effort and working conditions should form the basis of pay decisions, helping employers demonstrate that employees carrying out work of equal value are paid fairly.
For many businesses, this may be a good time to review existing salary frameworks and ensure that pay decisions are supported by clear and consistent criteria.
Greater Transparency During Recruitment
The recruitment process is also changing. Candidates must be provided with salary transparency (information about the starting salary or salary range) before the first interview, or before an employment contract is agreed if no interview takes place.
The new rules also prevent employers from asking applicants about previous pay and require job adverts/job titles to be gender-neutral. The aim is to create a more open recruitment process and help reduce the impact of historic pay gaps.
Employees Gain New Rights to Pay Information
Employees will also be able to request information about their own pay, as well as average pay levels for employees performing the same or equivalent work, broken down by gender.
Employers must respond to these requests within two months. While this may create additional administrative responsibilities, it also encourages organisations to review their pay practices and address any issues before they become concerns.
New Pay Transparency Rules in Greece: Leap29’s Recommendations
Although the changes do not take effect until November, employers may benefit from starting preparations early. Reviewing payroll structures, recruitment procedures and internal HR processes now can help ensure a smoother transition when the rules do come into force.
The new framework is ultimately about transparency and consistency. For employers that already follow structured pay practices, the changes may simply formalise existing processes. For others, it may be an opportunity to strengthen fairness, improve employee confidence and demonstrate a commitment to equal pay.
Leap29’s EOR services in Greece can support organisations with compliant hiring, payroll administration, employment contracts and ongoing workforce management, helping employers navigate regulatory changes while focusing on business growth.
New Pay Transparency Rules in Greece: Leap29’s Perspective
“At its core, this legislation is about creating greater confidence in how pay decisions are made. Employees want to understand how pay is determined and candidates increasingly expect transparency before accepting a new role. Neither expectation feels unreasonable in today’s workplace.
For employers, the new rules are a reminder that fairness and clarity are becoming increasingly important business priorities. The organisations that embrace that shift are likely to be the ones that attract and retain the best talent in the long-term.” ~ Simon Duff, Director at Leap29.
