The bill to transpose European Directive 2023/970, presented by the Ministry of Labor, introduces a new framework for pay transparency and stricter controls on the gender pay gap.
The draft law, titled “Strengthening the Implementation of Equal Pay for Men and Women for the Same Work or Work of Equal Value, ” provides for new rights for employees, transparency obligations for businesses, and internal audit procedures to identify unjustified wage disparities.
According to the data presented, the gender pay gap in Greece stood at 13.4% in 2024 , above the EU average of 11.1%. The largest pay gaps are found in the information and communication technology (25.3%), financial and insurance services (19%), real estate (18.7%), and manufacturing (17.4%) sectors.
The ministry notes, however, that female employment has increased significantly in recent years, with 1.18 million women currently working in the labor market—approximately 259,000 more than in 2019.
What’s changing in hiring
The bill introduces new rules starting with the hiring process. Employers will be required to:
- disclose the salary or salary range for the position,
- disclose the applicable collective bargaining agreement,
- while they will not be allowed to ask candidates for information about their previous earnings.
At the same time, staff selection procedures must be gender-neutral and free from discrimination.
Wage transparency within the company
During the employment relationship, employees are entitled to access information regarding:
- their individual pay level,
- the average salary of men and women performing similar work or work of equal value.
The concept of remuneration is broadened to include not only base pay but also bonuses, allowances, overtime, benefits in kind, and occupational pensions.
Companies must have documented pay structures based on objective and gender-neutral criteria, such as skills, responsibility, effort, and seniority.
Mandatory audits for large companies
The bill mandates the submission of data on the pay gap for companies with more than 100 employees and for public entities.
Specifically:
- Companies with more than 250 employees will submit data annually,
- companies with 150–249 employees every three years,
- while for companies with 100–149 employees, the requirement takes effect in 2031.
If the audits reveal a pay disparity without objective justification, the employer will be required to restructure the company’s pay structure. In fact, when the discrepancy exceeds 5% and is not corrected within six months, a wage review process will be initiated.
Legal protection and collective bargaining agreements
The new framework also strengthens judicial protection for employees. Those who believe they are being discriminated against will be able to request salary data and be represented by the Ombudsman or labor unions.
Particular emphasis is also placed on collective bargaining agreements, as the ministry aims for them to serve as the basis for creating transparent wage structures within companies.
During the presentation of the bill, the ministry spoke of a framework aimed at “equal pay for equal work, ” greater transparency in wages, and stronger rights for employees regardless of gender.