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Good practice Imported

Law 5316/2026 — Greece's Pay Transparency & Equal Pay Reform

Greece · Athens · See the Greece profile · See the Athens profile

Evidence: Descriptive / self-reported Top 74% 44/100 · Ask Evidence Copilot about this practice

Greece became the fifth EU member state to fully transpose the Pay Transparency Directive, mandating written pay structures, recognising intersectional discrimination, and imposing fines of up to €50,000 per infringement, though gender pay-gap reporting won't start until 2027.

10.4 %
Greece's unadjusted gender pay gap (2018 data)
50,000 EUR
Maximum fine for infringements
Law 5316/2026 — Greece's Pay Transparency & Equal Pay Reform

Details

Maturity
Pilot
Promoter
Ministry of Labour and Social Security (Υπουργείο Εργασίας και Κοινωνικής Ασφάλισης)
Period
July 2026 – present
Keywords
employment law, gender pay equity, anti-discrimination

Context

Law 5316/2026, adopted by the Greek Parliament on 6 July 2026 and in force the same day, transposes Directive (EU) 2023/970 on pay transparency; most substantive obligations apply from 1 November 2026.

Activities

Employers must maintain written, gender-neutral pay structures based on objective criteria. Employees gain a right to request pay information; employers may refuse only 'repetitive or manifestly excessive' requests, subject to review by the Greek Ombudsman. The law also extends Greece's anti-discrimination framework to recognise intersectional discrimination for the first time.

Results

Gender pay-gap reporting applies to employers with 150+ staff, with first deadlines from June 2027. Unjustified pay gaps trigger mandatory remediation periods and administrative dispute resolution; infringements carry fines of up to EUR 50,000.

Conclusions

Greece's unadjusted gender pay gap was last measured, under the EU's four-yearly Structure of Earnings Survey, at 10.4% using 2018 data -- part of why more current, gender-disaggregated pay data is needed.

Implementation
Indicative cost
Low (< €50k) — Compliance cost borne by employers; no direct public spending programme.
Time to results
Short (< 1 year) — In force from 6 July 2026; most obligations apply from 1 November 2026; first pay-gap reports due June 2027.
Staffing & skills
employer HR/compliance teams, Greek Ombudsman review function

Conditions for success

  • explicit recognition of intersectional discrimination for the first time
  • an Ombudsman review mechanism for disputed information requests

Common failure modes

  • no outcome data possible yet; first reporting deadlines not until June 2027

Where it fits

Governance type
national law transposing an EU directive
Scale
national
Income level
high income (EU member)

Commonly funded by

National / regional programmes

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Data sources

Where this practice's information was retrieved from, and when.

Attachments

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