Last updated 2025-08-22
Quick overview
Greece does not currently require employers to report on gender pay gaps. However, equal pay for equal work or work of equal value is already guaranteed under national law and the Constitution. By June 7, 2026, Greece must transpose the EU Pay Transparency Directive, which will introduce mandatory reporting and transparency obligations. Employers should begin preparing now for both the reporting thresholds and the broader transparency rules that will apply to all organizations.
Reporting requirements
Which companies must report?
At present, there are no gender pay gap reporting obligations for employers in Greece.
What information needs to be reported?
N/A
When and where to send the data?
N/A
Who can see the results?
N/A
Equal pay laws
Equal pay for equal work or work of equal value is guaranteed under Article 22 of the Greek Constitution and Law 1414/1984. Greece’s National Action Plan on Gender Equality (2021–2025) emphasizes gender-neutral remuneration practices and the need to eliminate pay discrimination.
Employee rights
Employees already have the right to equal pay for equal work. By June 2026, employees will gain stronger rights under the Directive, including:
The right to request individual and average pay levels by gender for comparable roles
The right not to be bound by pay confidentiality clauses
Protection from being asked about salary history during recruitment
Access to salary ranges for advertised positions
Risks of non-compliance
Today the risks are limited to existing equal pay legislation, where breaches may lead to discrimination claims.
What will change by 2026
New EU-wide rules
By June 2026, the EU Pay Transparency Directive will impose:
Salary range disclosure in job ads or before interviews
Ban on salary history questions
Right to information for employees on pay data
Reporting obligations for employers with 100+ staff
Joint Pay Assessments for unjustified gaps of 5% or more
How Greece is likely to apply them
Greece is expected to align closely with Directive thresholds and cadence. While the government may choose stricter reporting rules, the current expectation is to follow EU minimum standards. Regardless of thresholds, transparency measures such as salary range disclosure, the right to information, and bans on confidentiality clauses will apply to all employers, even the smallest, by June 2026.
FAQ
Does Greece currently require gender pay gap reporting?
No, but this will change once the EU Directive is transposed in 2026.
Which employers will be affected first?
Employers with 250+ staff must report in 2027, covering 2026 data.
Will small employers be impacted?
Yes. Even if they do not meet reporting thresholds, all employers will have to comply with pay transparency rules such as salary range disclosure and the ban on pay secrecy clauses.
What happens if a pay gap is identified?
If a pay gap of 5% or more cannot be justified, employers must conduct a Joint Pay Assessment within six months.
What are the main risks of ignoring the rules?
Financial penalties, public exposure of non-compliance, and a shift of legal burden requiring employers to defend pay practices.
Helpful resources
Greek Constitution, Article 22 – Equal pay provisions
Law 1414/1984 – Equal treatment in employment
National Action Plan on Gender Equality 2021–2025
EU Pay Transparency Directive (Directive (EU) 2023/970)
