When was Greece's transposition law adopted?

The Greek Parliament's process concluded with Law 5316/2026 being published in the Government Gazette on 6 July 2026, roughly a month after the EU's 7 June 2026 deadline.

What size companies must report gender pay gaps in Greece?

Under Greek Law 5316/2026, employers with 250 or more staff report annually starting in 2027, those with 150 to 249 employees report every three years starting in 2027, and those with 100 to 149 employees join in 2031.

What happens if a Greek employer ignores a Labour Inspectorate order?

Greek employers who fail to comply with a Labour Inspectorate compliance order can face recurring administrative fines imposed every three months until the breach is resolved.

Can employees request pay information before November 2026 in Greece?

Because most operational duties under Greece's new law only apply from 1 November 2026, the practical right to request detailed pay information takes effect on that date rather than immediately upon the law's July 2026 enactment.

What law governed equal pay in Greece before the new transposition law?

Prior to Law 5316/2026, Greece relied on constitutional equal pay guarantees and Law 3896/2010, which addressed general gender equal treatment in employment but had no pay transparency or reporting requirements.

Who enforces the new pay transparency rules in Greece?

Enforcement in Greece sits with the Labour Inspectorate, which can issue compliance orders and fines, working in cooperation with the Greek Ombudsman.

Is there a cap on compensation for pay discrimination victims in Greece?

No. Greek law provides for full compensation, covering both financial losses and moral harm, with no upper limit specified.

What triggers a mandatory joint pay assessment in Greece?

A joint pay assessment becomes mandatory for larger Greek employers when an unjustified gender pay gap of 5% or more in any worker category is not corrected within six months of a gender pay gap report.

Pay Transparency in Greece: 2026 Employer Guide

EU Pay Transparency Directive Status Greece: Enacted: Effective Nov 2026

Greece's transposition process moved quickly once it started: a draft was published for public consultation on 3 June 2026, just four days before the EU deadline, the consultation window closed on 17 June 2026, and the final text was adopted as Law 5316/2026, published in the Government Gazette on 6 July 2026. This makes Greece the fifth EU member state to complete transposition, though it did so after missing the 7 June 2026 deadline. Unlike countries still stuck in draft form, Greek employers now have finished legislative text to work from: while the law is legally in force from its publication date, most substantive duties, including pay information rights, recruitment transparency, gender pay gap reporting, joint pay assessments, and anti-retaliation protections, apply from 1 November 2026, giving employers a short runway before enforcement of most provisions begins.

What is Pay Transparency, and who does it apply to?

The EU Pay Transparency Directive (Directive (EU) 2023/970) is a binding EU law requiring pay equity for equal work between women and men. It introduces mandatory rules around salary disclosure, pay gap reporting, and worker rights.

Greece already had a general equal pay guarantee under Article 22 of the Constitution and Law 3896/2010, which transposed the EU's earlier gender equal treatment directive but included no pay transparency or reporting mechanism. Greece has now enacted its transposition of the Pay Transparency Directive through Law 5316/2026, signed and published in the Government Gazette on 6 July 2026, about a month after the EU deadline. The law is already enacted but most of its operational obligations only become applicable from 1 November 2026, so Greek employers currently have a defined law to prepare for rather than a moving draft.

All Greek employers are subject to baseline pay information and non-retaliation duties once the law is fully applicable from 1 November 2026, while gender pay gap reporting phases in starting at 100 employees, scaling up in frequency and stringency for employers above 150 and 250 staff.

What employers must do in Greece

All employers

Maintain accessible written pay structure documentation covering pay levels and pay progression criteria
Respond to employee written requests for pay information unless the request is manifestly disproportionate or abusive
Refrain from penalizing workers who exercise their pay transparency rights

Employers with fewer than 50 employees

May be exempt from providing detailed pay progression information, though core pay information duties still apply

Employers with 100 to 149 employees

Report gender pay gap data by 7 June 2031, then every 3 years

Employers with 150 to 249 employees

Report gender pay gap data by 7 June 2027, then every 3 years

Employers with 250 or more employees

Report gender pay gap data by 7 June 2027, then annually
Conduct a joint pay assessment with worker representatives if an unjustified gap of 5% or more in any category is not corrected within 6 months of reporting

Key deadlines

2010 Law 3896/2010 transposes the EU's earlier gender equal treatment in employment directive into Greek law

3 Jun 2026 Draft transposition bill published for public consultation, four days before the EU deadline

7 Jun 2026 EU-wide transposition deadline; Greece misses it, with its bill still in consultation

17 Jun 2026 Public consultation period closes

6 Jul 2026 Law 5316/2026 signed and published in the Government Gazette; Greece's transposition is enacted

1 Nov 2026 Most operational obligations, including reporting, information rights, and joint pay assessments, become applicable

7 Jun 2027 First gender pay gap reports due for employers with 150 or more employees

7 Jun 2031 First gender pay gap reports due for employers with 100 to 149 employees

Penalties for non-compliance in Greece

Law 5316/2026 treats breaches as violations of Greek labor legislation subject to administrative fines, with amounts calibrated to aggravating or mitigating circumstances, and recurring fines every 3 months for continued non-compliance with a Labour Inspectorate order; victims of pay discrimination can also claim uncapped compensation for both financial and moral harm.

The Greek Labour Inspectorate enforces compliance orders and fines, working alongside the Greek Ombudsman, which receives gender pay gap reports and can represent claimants.

How TalentUp can help you with Pay Transparency Compliance

Below you can see a preview of our platform, where we help you stay compliant with Pay Transparency by spotting pay inconsistencies and structural risks in your compensation strategy, analysing data from your company.

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Name	Level	Location	Salary	Labels
John Doe Software Developer	Mid	Athens Greece	32500 EUR Above market	Unbalanced
Jane Smith Project Manager	Senior	Athens Greece	45000 EUR Above market	In Market
Michael Brown Data Analyst	Mid	Thessaloniki Greece	39000 EUR Above market	In Market
Emily Johnson QA Engineer	Mid	Thessaloniki Greece	36000 EUR Above market	In Market
Robert Wilson HR Manager	Senior	Patras Greece	50000 EUR Above market	Above Market
Sarah Davis Marketing Specialist	Junior	Patras Greece	34000 EUR In market	In Market

MEAN PAY

39.4K EUR

MEDIAN PAY

37.5K EUR

MEAN FEMALE PAY

38.3K EUR

MEDIAN FEMALE PAY

36K EUR

MEAN MALE PAY

40.5K EUR

MEDIAN MALE PAY

39K EUR

Gender gap

Variable pay by gender

General gender pay gap

Mean Male Pay N/A

Mean Female Pay N/A

Pay gap insights

Missing data

Add employee data to see pay gap insights

Tenure distribution

Pay gap per level (quartiles)

-

Male

Female

Frequently asked questions about pay transparency in Greece

Greece's Law 5316/2026 is legally enacted as of 6 July 2026, but most of its practical obligations for Greek employers, such as reporting and pay information requests, only start applying from 1 November 2026.

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