Note: Greece currently does not mandate gender pay gap reporting or pay transparency obligations. However, it is required to transpose the EU Pay Transparency Directive by June 7, 2026.
Track the latest EU Member State transposition developments with our monitor.
Greece reporting requirements
Who needs to report?
Under the Directive, Greece may adopt one of two threshold options:
- 250+ employees: Annual reporting, first by June 7, 2027 (2026 data)
- 150–249 employees: Reporting every three years, starting in 2027
- 100–149 employees: Reporting every three years, first by June 7, 2031
- Employers with fewer than 100 employees are not required to report, unless Greece lowers the thresholds
Additionally, pay transparency measures (salary ranges, right to information, salary history ban) will apply to all employers, regardless of size, by June 2026.
What to report?
Required reporting metrics under the Directive include:
- Mean and median gender pay gaps for total and complementary/variable pay
- Proportion of male and female employees receiving variable components
- Gender distribution by pay quartiles
- Pay gaps by category of worker (same work or work of equal value), including variable pay
- If an unjustified pay gap of ≥ 5% is found, a Joint Pay Assessment is required within six months
Where and when to report?
Regulatory Filing
Reports must be submitted to a national authority, which will make company data publicly available (e.g., via an online registry).
Internal & Public Disclosure
Employers must certify data accuracy, communicate key findings and remediation plans to employees (and works councils, if applicable), and publish findings publicly and on employee platforms.
Deadlines and Cadence
- For 250+ employees: reports due June 2027, then annually
- 150–249 employees: first in 2027, then every three years
- 100–149 employees: first in 2031, then every three years
Greece pay transparency requirements
From mid‑2026, Greece’s draft implementation will require all employers to adopt key transparency measures, including:
- Salary range disclosure: in job ads or prior to interviews
- Salary history ban: cannot ask applicant pay history
- Right to information: employees can request their own and average pay data by gender for comparable roles
- Anti-confidentiality: pay confidentiality clauses will be prohibited
Employment equity standards
Greece guarantees equal pay for equal work or work of equal value under Article 22 of its Constitution and Law 1414/1984. The National Action Plan on Gender Equality (2021–2025) emphasizes these principles, including gender-neutral remuneration policies.
The risks of non-compliance
Once in force, Greece’s implementation will align with EU enforcement standards:
- Employers may face fines, legal costs, and public exposure for non-compliance
- A burden of proof shift will require employers to justify any unexplained pay gaps
- Violations of transparency rights may be subject to national oversight and penalties
How Trusaic helps employers comply with Greece requirements
1. Comply – Use RAPTR™ to complete required reporting by compliance deadlines.
Stay ahead of evolving regulations with Trusaic’s Regulatory Pay Transparency Reporting™ solution, designed to help you determine applicability, meet deadlines, and submit compliant reports across EU jurisdictions with the click of a button.
Our Pay Equity Software Suite ensures your pay systems are legally defensible, gender-neutral, and future-proof — automating complex reporting and enabling GDPR-compliant data sharing through certified integrations with major HCM platforms.
2. Correct – Use PayParity® to understand, explain and resolve pay disparities:
Use PayParity to identify, explain, and resolve pay disparities across gender, race, age, and more. Whether you’re conducting proactive assessments or responding to compliance triggers like the EU Directive’s Joint Pay Assessment requirement, PayParity delivers defensible, data-driven insights. Our Remediation Optimization Spend Agent (R.O.S.A.) works as PayParity’s AI remediation partner to ensure you lower your pay gap below 5% while maximizing the ROI of your remediation budget.
3. Communicate – Use the Pay Equity Product Suite to communicate narratives and share salary ranges with confidence.
Comply confidently with the EU Directive’s pay range transparency mandates using Trusaic’s Salary Range Finder, which provides data-driven guidance for equitable pay ranges that can be shared with candidates and employees.
Our Pay Transparency Agent answers reporting questions instantly, and our Communications Agent crafts context-specific narratives — in any language — to support your public disclosures and internal communications.
How to prepare to comply with the EU Directive
Employers operating in Greece should start preparing now by:
- Conducting pay audits and internal assessments
- Reviewing compensation structures and job architecture
- Preparing HR and legal teams for employee data requests
- Updating hiring practices to comply with upcoming salary posting and history ban requirements
Trusaic is GDPR compliant and can support organizations operating in any EU Member State with both EU Pay Transparency Directive and EU Corporate Sustainability Reporting Directive obligations.
FAQ
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Who will be required to report under Greece’s implementation of the EU Pay Transparency Directive?
Employers with 250 or more employees must report annually beginning in 2027. Employers with 150–249 employees must report every three years, also starting in 2027. Employers with 100–149 employees begin reporting in 2031, also on a triennial basis. Organizations with fewer than 100 employees are currently exempt unless Greece adopts lower thresholds.
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What data must be included in gender pay gap reports?
Required metrics include mean and median gender pay gaps for total and variable compensation, the proportion of men and women receiving variable pay, gender distribution across pay quartiles, and pay gap analysis by job category (same work or work of equal value). If an unjustified gender pay gap of 5% or more is identified, a Joint Pay Assessment must be conducted within six months.
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Where are reports submitted, and who sees them?
Reports must be submitted to a national authority and will be made publicly available, likely via an online government platform. Employers must also share key findings internally with employees and works councils and publish them on their own employee communication channels.
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When will Greece’s transparency rules apply to all employers?
By June 2026, all employers in Greece—regardless of size—will be required to comply with the Directive’s transparency obligations, including salary range disclosures, salary history bans, and employee rights to pay information.
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What are the specific transparency obligations for employers?
Employers must:
- Disclose salary ranges in job postings or before interviews
- Avoid asking about salary history
- Provide employees with pay information (their own and average pay for comparable roles) upon request
- Eliminate pay confidentiality clauses from contracts and workplace policies
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What legal standards currently protect against gender pay inequality in Greece?
Equal pay for equal work or work of equal value is protected under Article 22 of the Greek Constitution and Law 1414/1984. Greece’s National Action Plan on Gender Equality further promotes gender-neutral pay practices.
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What are the risks of non-compliance?
Employers may face penalties including regulatory fines, reputational damage, and legal liability. Once Greece transposes the Directive, the burden of proof will shift to employers in pay discrimination claims, requiring them to demonstrate that pay disparities are justified and not discriminatory.
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How can employers begin preparing today?
Organizations should start conducting pay equity audits, reviewing and documenting compensation structures, aligning recruitment practices with upcoming transparency rules, and training HR/legal teams to manage employee pay data requests.