Through a circular issued by the Ministry of Labour, guidance has been provided on the implementation of Law 5316/2026, which incorporates the European Directive on pay transparency and equal pay for women and men into Greek legislation.

As of November 1, 2026, all employers will be required to implement documented pay structures based on objective and gender-neutral criteria, ensuring equal pay for the same work or work of equal value.

The new provisions enhance transparency already at the recruitment stage, as job applicants must be informed, prior to their first interview, of the initial salary level or salary range for the position. At the same time, any discrimination based on gender or marital/family status in job advertisements is prohibited.

In addition, employees are granted the right to access information regarding their individual pay level as well as the average pay levels, by gender, for comparable roles. Employers must respond to such requests within two months and are required to inform employees annually about this right.

For companies employing 100 or more employees, additional reporting obligations are introduced regarding the gender pay gap. Where an unjustified pay difference of at least 5% between women and men is identified and no corrective measures are taken, a joint pay assessment procedure involving both the employer and employee representatives will be required.

The circular also establishes employee protection mechanisms, including judicial and administrative remedies in cases involving breaches of the equal pay principle, as well as protection against retaliation or adverse treatment for employees who exercise their rights.

Organizations should begin preparing immediately by reviewing their compensation policies, evaluating job positions using objective criteria, and developing the necessary transparency and compliance procedures required under the new legislative framework.

Our firm is currently assessing the requirements of the new pay transparency legislation and the practical steps needed for its implementation.

With the 1 November 2026 deadline approaching, early planning is essential. While additional implementation time may be granted, businesses should begin reviewing their pay structures, policies, and processes now to ensure a smooth transition.