Greece Pay Transparency Law: EUPTD Transposition Status
Local term: μισθολογική διαφάνεια
As of 28 September 2026: Greece has transposed the Directive through Law 5316/2026, published on 6 July 2026. Most employer pay transparency obligations apply from 1 November 2026, and first gender pay gap reports are due by 7 June 2027 for employers with 150+ employees.
Status snapshot
| Status | Enacted |
|---|---|
| National instrument | Law 5316/2026, published in the Government Gazette on 6 July 2026. Pay transparency obligations apply from 1 November 2026. |
| Official source | Hellenic Parliament |
Pay gap reporting required before the Directive
No national gender pay gap reporting obligation before the Directive.
When Directive (Article 9) pay gap reporting starts
Article 9 reporting covers seven indicators: the mean and median gender pay gap, the mean and median gap in variable pay, the proportion of women and men receiving variable pay, the proportion of women and men in each pay quartile, and the gender pay gap by category of workers.
| Employees | First report | Frequency |
|---|---|---|
| 250+ | 7 June 2027 (2026 data) | Annually |
| 150–249 | 7 June 2027 (2026 data) | Every three years |
| 100–149 | 7 June 2031 (2030 data) | Every three years |
| Under 100 | No obligation | Voluntary |
Obligations for employers apply from 1 November 2026.
Things to work on now
- Priority for Greece. Be ready by 1 November 2026: pay or pay range and the applicable collective agreement before interview, and no pay history questions.
- Priority for Greece. The law prohibits confidentiality clauses on pay and does not cap compensation. Review employment contracts now.
- Pre-employment pay information. Give candidates the starting pay or pay range before interview and remove pay history questions from forms and interview guides (Directive Article 5).
- Right to information. Set up a process to answer employee requests for their pay and average pay by gender for the same or equal-value work within the national deadline (Article 7).
- Pay structures. Document gender-neutral job evaluation and pay structures that show which roles are work of equal value (Article 4).
- Pay and progression criteria. Make the criteria used to set pay, pay levels and progression easily accessible to staff (Article 6).
- Pay secrecy. Remove contract terms that stop employees disclosing their pay (Article 7(5)).
Legislative timeline
- 3 June 2026Draft published for consultation
- 6 July 2026Law 5316/2026 published in the Government Gazette
- 1 November 2026Pay transparency obligations apply
Frequently asked questions
Has Greece transposed the EU Pay Transparency Directive?
Greece has transposed the Directive through Law 5316/2026, published on 6 July 2026. Most employer pay transparency obligations apply from 1 November 2026, and first gender pay gap reports are due by 7 June 2027 for employers with 150+ employees.
When does gender pay gap reporting start in Greece?
Under Greece's law, Directive (Article 9) reporting, including gaps by category of workers, applies as follows: employers with 250+ employees: 7 June 2027 (2026 data); employers with 150–249 employees: 7 June 2027 (2026 data); employers with 100–149 employees: 7 June 2031 (2030 data).
What should employers in Greece do now?
Be ready by 1 November 2026: pay or pay range and the applicable collective agreement before interview, and no pay history questions. The law prohibits confidentiality clauses on pay and does not cap compensation. Review employment contracts now. Give candidates the starting pay or pay range before interview and remove pay history questions from forms and interview guides (Directive Article 5).