{"id":6911,"date":"2026-05-26T16:31:48","date_gmt":"2026-05-26T13:31:48","guid":{"rendered":"https:\/\/kremalis.com\/?p=6911"},"modified":"2026-05-26T16:42:28","modified_gmt":"2026-05-26T13:42:28","slug":"greece-introduces-new-pay-transparency-bill","status":"publish","type":"post","link":"https:\/\/kremalis.com\/el\/greece-introduces-new-pay-transparency-bill\/","title":{"rendered":"Greece Introduces New Pay Transparency Bill"},"content":{"rendered":"<p>The Greek Minister of Labour has presented a new bill on equal pay in employment, aimed at implementing <strong>Directive (EU) 2023\/970<\/strong> on pay transparency and strengthening the principle of equal pay for equal work or work of equal value.<\/p>\n<p>The proposed legislation introduces a number of important transparency and compliance obligations for employers, both at the recruitment stage and during employment. It also establishes mechanisms for addressing unjustified pay disparities and reinforces employees\u2019 rights to information.<\/p>\n<h2>Key proposed measures<\/h2>\n<h3>1. Greater transparency before and after hiring<\/h3>\n<p>The bill introduces pay transparency requirements at two key stages:<\/p>\n<p><strong>Before hiring<\/strong><\/p>\n<ul>\n<li>Job advertisements must be gender-neutral<\/li>\n<li>Candidates must be informed of the salary or salary range for the position<\/li>\n<li>Employers must disclose any applicable collective labour agreement<\/li>\n<\/ul>\n<p><strong>After hiring<\/strong><\/p>\n<ul>\n<li>Employees will have the right to request information on pay levels for workers performing the same work or work of equal value<\/li>\n<li>Employees will be entitled to disclose their own remuneration without restriction<\/li>\n<\/ul>\n<h3>2. New obligations for employers<\/h3>\n<p>Employers will be required to adopt objective and gender-neutral criteria for determining pay and career progression, such as seniority, length of service, experience and qualifications. These criteria must be accessible to employees.<\/p>\n<p>The bill also provides for:<\/p>\n<ul>\n<li>Reporting obligations linked to workforce size, including in the public sector<\/li>\n<li>The possibility of justified pay differences where these are based on objective factors such as experience, seniority or qualifications<\/li>\n<li>A requirement to justify pay gaps exceeding <strong>5%<\/strong><\/li>\n<li>A joint pay assessment process where an unjustified pay difference is identified<\/li>\n<\/ul>\n<h3>3. Remedies and enforcement mechanisms<\/h3>\n<p>Where unjustified pay disparities arise, employees will be able to bring a complaint before the <strong>Greek Ombudsman<\/strong>, acting as the equality body. The <strong>Labour Inspectorate<\/strong> will also have an enforcement role and may intervene as the competent supervisory authority.<\/p>\n<h3>4. Rebuttable presumption linked to collective agreements<\/h3>\n<p>The bill appears to introduce a rebuttable presumption that no unjustified pay discrimination exists where a valid collective labour agreement is in force. However, this presumption may be challenged, and the Labour Inspectorate may take a different view depending on the circumstances.<\/p>\n<h2>Next steps<\/h2>\n<p>According to the Minister, <strong>65 proposals submitted by social partners<\/strong> have been incorporated into the bill. The draft legislation is expected to be released for <strong>public consultation in the coming days<\/strong>.<\/p>","protected":false},"excerpt":{"rendered":"<p>The Greek Minister of Labour has presented a new bill on equal pay in employment, aimed at implementing Directive (EU) 2023\/970 on pay transparency and strengthening the principle of equal pay for equal work or work of equal value. The proposed legislation introduces a number of important transparency and compliance obligations for employers, both at&#8230; <\/p>\n<div class=\"clear\"><\/div>\n<p><a href=\"https:\/\/kremalis.com\/el\/greece-introduces-new-pay-transparency-bill\/\" class=\"excerpt-read-more\">Read More<\/a><\/p>","protected":false},"author":4,"featured_media":6912,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[7],"tags":[113,398,568,120,567,181,396,380,570,569,571],"class_list":["post-6911","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news-article","tag-employmentlaw","tag-equalpay","tag-eulaw","tag-greece","tag-hrcompliance","tag-labourlaw","tag-paytransparency","tag-380","tag-570","tag-569","tag-hr"],"_links":{"self":[{"href":"https:\/\/kremalis.com\/el\/wp-json\/wp\/v2\/posts\/6911","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/kremalis.com\/el\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/kremalis.com\/el\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/kremalis.com\/el\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/kremalis.com\/el\/wp-json\/wp\/v2\/comments?post=6911"}],"version-history":[{"count":1,"href":"https:\/\/kremalis.com\/el\/wp-json\/wp\/v2\/posts\/6911\/revisions"}],"predecessor-version":[{"id":6913,"href":"https:\/\/kremalis.com\/el\/wp-json\/wp\/v2\/posts\/6911\/revisions\/6913"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/kremalis.com\/el\/wp-json\/wp\/v2\/media\/6912"}],"wp:attachment":[{"href":"https:\/\/kremalis.com\/el\/wp-json\/wp\/v2\/media?parent=6911"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/kremalis.com\/el\/wp-json\/wp\/v2\/categories?post=6911"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/kremalis.com\/el\/wp-json\/wp\/v2\/tags?post=6911"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}