Greece has become the fifth EU member state to transpose the Pay Transparency Directive, introducing comprehensive obligations that take effect November 1, 2026. While largely aligned with the EU framework, the Greek law includes distinctive provisions on pay structures, enforcement mechanisms, and a central role for the Greek Ombudsperson in overseeing compliance. Employers with operations in Greece face new requirements around gender-neutral compensation, pre-employment disclosures, and enhanced anti-disc

Ergani ΙΙ and the brand-new "Quick Hire" app are helping the Greek employers enter a new chapter in workforce management in Greece. Main goal of these reforms is to simplify urgent short-term hiring, reduce bureaucracy...

Greek Law 4808/2021, published in the Government Gazette on 19.06.21, introduced significant changes aiming to modernise domestic employment law in view of the new economic...

EU Directive 2023/970 of the European Parliament and the Council (the Directive) entered into force on 10 May 2023 and introduces provisions to strengthen the application of the principle of equal pay for equal work or work of equal value between men and women through pay transparency and reinforced enforcement mechanisms.

Law 5316/20261 (the Law) was voted by the Greek Parliament on 2 July 2026. It transposes Directive (EU) 2023/970 into Greek law by amending several Articles of the Greek Labor Code. The purpose of the Directive is to eliminate the gender pay gap for equal work or work of equal value, create transparent conditions for pay determination and progression, strengthen enforcement mechanisms and ensure access to effective remedies and restoration for affected workers.

Greece has made significant progress in disability rights, but when it comes to real workplace accessibility, challenges remain. Despite policies aligned with the United Nations Convention...

Greece has become the fifth EU Member State to transpose the Pay Transparency Directive, introducing comprehensive pay transparency obligations that take effect from November 2026. The new law requires written pay structures, establishes fixed deadlines for remedying pay gaps, and introduces substantial penalties for non-compliance, while giving employers a short preparation window before core requirements apply.