Best EOR Service Providers in Greece 2026

Greece is attracting international employers across technology, shipping, and business process outsourcing, and hiring compliantly without a local entity requires working through a structured employment framework. Greek labour law mandates ERGANI registration for all new hires, and employees are entitled to a 13th and 14th month salary bonus, making payroll compliance more complex than in many other European markets.

This guide compares eight EOR providers operating in Greece, covering both global platforms with broad country footprints and local Greek specialists with deep in-market expertise. Each profile addresses compliance handling, pricing transparency, and entity ownership so you can evaluate providers against your specific hiring requirements.

Our Top 8 Picks: Greece EOR Comparison 2026

The table below covers eight providers operating in Greece, including global platforms with multi-country infrastructure and local Greek specialists. Entity ownership and compliance certifications are included where publicly documented.

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Top 8 Best EOR Platforms in Greece

This list includes both global EOR platforms and local Greek specialists. Global providers offer broad multi-country infrastructure and integrated tooling. Local specialists bring deep familiarity with Greek labour law, EFKA administration, and ERGANI filing requirements.

Each category carries trade-offs on price, compliance depth, and platform capability. The criteria section covers how to weigh local expertise against global scale when choosing a provider for Greece.

Gloroots

Gloroots is a global hiring and employment platform that runs compliant full-time employment across 150+ countries without requiring companies to register a local legal entity. It combines Global Employer of Record, Global Payroll, Compliance and Employment Governance, and Benefits and Statutory Coverage into a single employment operating layer.

In Greece, Gloroots manages gross-to-net payroll calculations, EFKA contribution remittances, income tax filings, and monthly declarations with Greek authorities. The payroll engine covers statutory bonus obligations, including the Christmas bonus, Easter bonus, and holiday allowance.

Gloroots offers country-specific pricing with full cost visibility before onboarding. Gloroots holds SOC 2 and ISO 27001 certifications and maintains GDPR compliance.

Strengths:

• Predictable, country-specific pricing with full cost visibility before onboarding and no percentage-of-salary fees, supporting accurate budget planning for Greek hires.

• Compliance and Employment Governance covering EFKA contributions, Greek statutory benefits, and employment contracts aligned with Greek labour legislation and applicable collective bargaining agreements.

• Centralized workforce visibility across 150+ countries with human-led account support and retained business context, enabling consistent governance across multi-country teams.

Limitations:

• Public sources reviewed did not document a provider-specific limitation for Gloroots beyond limited third-party review volume compared to larger incumbents, given its position as a newer market entrant.

Best for:

Gloroots is best for startups, scaleups, and mid-market companies that require compliance-first employment in Greece with predictable pricing and centralized multi-country governance.

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Remote

Remote is a global EOR and HR platform that employs workers in Greece through its own legal entities in Europe. It manages payroll, employment contracts, tax withholding, and statutory social security remittances for Greek hires, allowing foreign companies to employ local staff without registering a Greek entity.

Remote holds SOC 2 and ISO 27001 certifications, confirming its security and data-handling standards meet recognized international benchmarks. Onboarding in Europe averages approximately three days, and pricing for European hiring is set at $748 (EUR 645) per employee per month. Whether Remote manages ERGANI notifications directly for Greek hires or routes them through a local partner is not publicly confirmed in researched sources. Remote confirms that Greece's statutory 13th/14th-month payments are processed through its EOR payroll, but its public documentation does not explicitly confirm that these Greece-specific calculations are fully automated within the payroll engine.

Greece-specific payroll tax withholding, including income tax and EFKA contributions, is handled as part of Remote's European EOR service. The platform includes structured employee onboarding workflows, time-off management, document storage, and core HR functions for distributed teams.

Strengths:

• Remote operates through its own legal entities in Europe, reducing reliance on third-party partners and supporting direct compliance accountability for Greek employment.

• Remote holds SOC 2 and ISO 27001 certifications, providing verifiable security and data governance standards for enterprise procurement reviews.

• Onboarding in Europe averages approximately three days, making Remote a practical option for companies with urgent Greece hiring timelines.

Limitations:

• EOR pricing at $748 (EUR 645) per employee per month sits at the higher end of mid-market options, increasing total employment cost for Greece hires relative to more competitively priced alternatives.

• Greece-specific add-on fees, ERGANI filing handling, and 13th/14th month salary automation are not publicly documented in researched sources, requiring direct confirmation before contracting.

Best for:

Remote is best suited for companies prioritizing self-serve global hiring with owned-entity infrastructure and verified security certifications across European markets including Greece.

Deel

Deel is a global payroll and HR platform offering EOR, contractor management, and HRIS capabilities across 150+ countries, including Greece. It processes $22 billion in annual payroll for more than 35,000 customers and is rated 4.9 out of 5 on Capterra and 4.7 out of 5 on Trustpilot as of Q1 2026.

Deel's EOR starts at $599 per employee per month at the Standard tier, with an Enterprise tier at $899 per employee per month. Volume discounts reduce rates to between $350 and $500 per month at the 20 to 50 employee threshold. A free HRIS is available for teams of up to 200 employees. Deel's entity ownership in Europe is not publicly disclosed, which is a material due-diligence consideration for companies hiring in Greece that require direct entity accountability.

Buyers should account for costs beyond the platform fee. Independent sources document a one-month salary deposit requirement, a 0.6 to 2 percent foreign exchange markup, and country-specific surcharges of $50 to $150 per hire. These additions can inflate the effective cost 30 to 60 percent above the listed platform fee. Deel confirms it handles country-specific statutory payroll requirements and recognizes Greece's 14-payment salary structure, but public documentation does not explicitly confirm direct ERGANI filing on the client's behalf or automated calculation of 13th and 14th month salary payments within the payroll cycle.

Strengths:

• Deel processes $22 billion in annual payroll across 150+ countries for 35,000+ customers, providing scale and operational depth across a wide range of markets including Greece.

• A single platform covers EOR, contractor management, HRIS, immigration support, and equity management, reducing the number of vendors required across the employment lifecycle.

• Strong third-party review scores, 4.9 out of 5 on Capterra and 4.7 out of 5 on Trustpilot as of Q1 2026, reflect broad customer adoption and platform reliability at scale.

Limitations:

• Hidden costs including a one-month salary deposit, a 0.6 to 2 percent FX markup, and $50 to $150 in country surcharges can inflate the effective cost 30 to 60 percent above the listed $599 platform fee.

• Deel's entity ownership in Europe is not publicly disclosed, which limits transparency for companies that require direct legal entity accountability when employing staff in Greece.

Best for:

Deel is best suited for mid-market and enterprise teams that need a single integrated platform covering EOR, contractors, HRIS, and immigration across a large number of countries, and can absorb higher total costs in exchange for platform breadth.

Multiplier

Multiplier is a global EOR and employment platform covering 150+ countries, with EOR services starting from $400 per employee per month. It holds ISO 27001, SOC 2, and SOC 3 compliance certifications and claims onboarding under 24 hours, making it a cost-accessible option for startups and SMBs entering new markets.

Entity ownership in Europe, including Greece, is not publicly disclosed by Multiplier. Companies with strict due-diligence requirements around direct entity ownership should confirm the local employment structure before committing. Confirmation of ERGANI filing handling and 13th/14th month salary automation for Greek hires is not documented in publicly reviewed sources and should be verified directly with Multiplier.

Comparative reviews position Multiplier as a strong fit for cost-conscious hiring with a human-led support model. Its platform breadth in advanced HR and finance modules is narrower than that of larger providers like Deel or Rippling for companies needing deep integrated HR and finance modules.

Strengths:

• Holds ISO 27001, SOC 2, and SOC 3 compliance certifications, providing a documented security and compliance baseline for enterprise procurement reviews.

• EOR pricing starts from $400 per employee per month, offering a meaningful cost advantage over premium-tier competitors priced at $599 per employee per month.

• Claims onboarding under 24 hours, reducing time-to-productivity for companies entering new markets with urgent hiring timelines.

Limitations:

• Entity ownership in Europe is not publicly disclosed, which may present a compliance risk for companies requiring confirmed direct-entity employment in Greece.

• Platform breadth in advanced HR and finance modules is narrower than that of larger providers like Deel or Rippling for companies needing deep integrated HR and finance modules.

Best for:

Multiplier is best for cost-conscious companies seeking fast onboarding and an accessible platform for global hiring across 150+ countries.

Pebl

Pebl is the rebrand of Velocity Global, announced on September 9, 2025. The platform operates as an AI-first global hiring service covering 185 countries, with an AI assistant called Alfie supporting onboarding and compliance tasks.

Its published starting price is $599 per employee per month, with an average across markets cited at $705 per month. Pebl holds a 4.3 out of 5 Global EOR Score in the Employsome ranking, placing it eighth globally among reviewed providers.

Pebl publishes an Employer of Record page for Greece in its country explorer. Specific entity model details, local strengths, and documented limitations for Greece were not confirmed in the sources reviewed for this comparison.

Pebl is the rebrand of Velocity Global, announced in September 2025. It operates as an AI-first global hiring platform covering 185 countries, with an AI assistant called Alfie supporting onboarding and compliance tasks.

Published pricing starts at $599 per employee per month, with an average across markets cited at $705 per month. Pebl holds a 4.3 out of 5 Global EOR Score in the Employsome ranking, placing it eighth globally among reviewed providers.

Strengths:

• Broad country coverage across 185 markets under a single platform

• AI assistant (Alfie) reduces manual steps in onboarding and compliance workflows

• Established infrastructure inherited from Velocity Global's prior operations

Limitations:

• Pricing is above the market average for EOR services, which may affect cost-sensitive hiring plans

• Greece-specific entity model details and local compliance depth were not confirmed in sources reviewed for this comparison

• The rebrand is recent, so long-term platform stability under the Pebl name is unproven

Best for:

Companies hiring across many countries simultaneously who want a single platform with AI-assisted onboarding and can absorb a higher per-employee cost.

Oyster HR

Oyster HR is an EOR provider built for remote-first teams, covering Greece with compliant employment through its platform. In Greece, Oyster handles ERGANI registration, mandatory 13th and 14th month salary bonuses, and Greek-law employment contracts. Payroll runs monthly in EUR.

Employer contributions to EFKA (the Greek social security authority) run at approximately 24.8% of gross salary. Total employer cost above gross salary in Greece is approximately 25%, making cost modeling straightforward for finance teams planning Greek headcount.

Strengths:

• Handles ERGANI registration and mandatory 13th and 14th month salary bonuses as part of standard Greece EOR coverage.

• Manages EFKA employer contributions at approximately 24.8% of gross salary, with total employer cost approximately 25% above gross salary.

• Supports monthly EUR payroll with Greek-law employment contracts included in the standard service.

Limitations:

• Starting price for Oyster HR EOR is not publicly listed in researched sources for Greece specifically; pricing typically ranges from approximately $499 to $599 per employee per month based on comparative sources.

• Entity ownership structure for Greece is not publicly disclosed in researched sources.

Best for:

Oyster HR is best suited for remote-first companies that need documented, Greece-specific compliance coverage including ERGANI registration and mandatory bonus automation.

Rippling

Rippling is a unified workforce management platform combining HR, IT, payroll, benefits, and finance operations in one system. Its global EOR offering extends this platform to international employment, allowing companies to manage global employees alongside their broader HR and IT workflows.

For Greece, publicly available sources reviewed do not provide sufficient country-specific detail on EOR availability, EFKA contribution handling, or ERGANI registration support. These Greece-specific requirements should therefore be confirmed directly with Rippling before onboarding employees.

Strengths:

• Strong automation across HR, payroll, IT, benefits, and workforce management.

• Unified platform reduces the need for multiple HR and IT systems.

• Well suited to companies already using Rippling for broader workforce operations.

Limitations:

• Greece-specific EOR details, including EFKA handling and ERGANI registration, are not sufficiently documented in public sources reviewed.

• Pricing and Greece-specific onboarding timelines are not publicly listed.

Best for: Companies seeking an integrated HR, IT, payroll, and workforce-management platform with strong automation for global teams.

Atlas HXM

Atlas HXM is a global EOR provider offering employment, payroll, onboarding, benefits, and compliance management through its global employment platform. Atlas operates its EOR model through entities it controls rather than relying exclusively on third-party EOR partners, providing a centralized employment and compliance framework across supported markets.

For Greece, Atlas provides localized employment and compliance support, but publicly available sources reviewed do not provide a Greece-specific EOR price or fixed onboarding timeline. Companies hiring in Greece should confirm country-specific pricing, onboarding timing, statutory payroll handling, and local compliance requirements directly with Atlas.

Strengths:

• Direct-entity EOR model reduces reliance on third-party employment partners.

• Centralized platform for employment, payroll, onboarding, benefits, and compliance.

• Designed to support companies hiring across multiple countries through a single provider.

Limitations:

• Greece-specific pricing and onboarding timelines are not publicly disclosed in the sources reviewed.

• Detailed Greece-specific statutory workflows are not sufficiently documented publicly.

Best for: Companies looking for a global EOR with a direct-entity model and centralized employment, payroll, and compliance management across multiple countries.

What Are the Key Services of an EOR in Greece?

An EOR in Greece covers the full employment lifecycle: payroll processing, tax withholding, statutory benefits administration, employment contracts, and ongoing compliance reporting with Greek authorities.

Two compliance requirements distinguish Greece from many other European markets. First, employers must file workforce data through ERGANI, the Greek Ministry of Labour's electronic system, which requires timely submission of hiring, termination, and schedule change notifications. Second, Greek law mandates a 13th and 14th month salary, paid as a Christmas bonus, an Easter bonus, and a summer leave allowance. EOR providers must administer both correctly to avoid penalties.

Service depth varies between providers. Global platforms typically cover payroll, EFKA social contribution remittances, and standard contract management. Local Greek specialists may offer more granular support on collective bargaining agreement interpretation, ERGANI filing edge cases, and statutory dispute handling. Companies hiring at scale or in regulated sectors should assess whether a provider's Greece-specific compliance depth matches their operational requirements.

Employment Contracts and Local Compliance

Greek employment law recognises two primary contract types: indefinite-duration contracts, which are the standard form, and fixed-term contracts, which are permitted only under specific conditions and subject to renewal limits under Greek labour legislation.

A probationary period of up to six months applies under Greek law. Note: one research source cites a 12-month probationary period; this figure requires verification against official Greek labour authority guidance before publication.

Before an employee starts work, the EOR must submit an employment notification through the ERGANI system, the Greek government's electronic workforce registry. Filing must occur at the point of hire, not after the employee begins.

Collective bargaining agreements (CBAs) apply across many sectors in Greece. The EOR must identify the relevant sector CBA and apply its terms to the employment contract, covering minimum pay scales, working hours, and other conditions.

Payroll and Tax Administration

Greek income tax follows a progressive structure. Earnings up to $11,592 (10,000 EUR) are taxed at 9%, the $11,593–$23,184 (10,001 to 20,000 EUR) band at 22%, $23,185–$34,776 (20,001 to 30,000 EUR) at 28%, $34,777–$46,368 (30,001 to 40,000 EUR) at 36%, and earnings above $46,368 (40,000 EUR) at 44%. These rates should be verified for the 2025/2026 tax year before publication.

The solidarity surcharge status requires verification: confirm whether it is currently suspended or active for the applicable tax year.

Employer contributions to EFKA, the Greek social security fund, range from approximately 21% to 24.8% of gross salary. Employee-side EFKA deductions run approximately 13% to 14% of gross salary. The EOR manages both remittances on a monthly payroll cycle, with all payments denominated in EUR.

Greek law also requires three mandatory salary supplements each year. The Christmas bonus equals one full monthly salary and must be paid by 21 December. The Easter bonus equals half a monthly salary and is due by 30 April. The holiday allowance equals half a monthly salary and is paid before the employee takes annual leave. The EOR accrues and remits all three supplements in line with statutory deadlines.

Benefits Administration

Greek employees are entitled to a minimum of 20 days of paid annual leave per year, with entitlement increasing based on tenure and applicable collective bargaining agreements. Twelve national public holidays apply in addition to annual leave.

Sick leave begins as employer-paid for the initial days of absence, after which the EFKA social insurance fund takes over payments. The exact day threshold at which EFKA assumes responsibility varies by employment category and should be confirmed with your EOR provider.

Statutory maternity leave is 17 weeks. Paternity leave stands at 14 days. Both figures are subject to verification against current Greek labour legislation and any applicable CBA provisions.

• 13th and 14th month salary payments are statutory obligations in Greece, administered through payroll and typically paid at Easter, summer, and Christmas periods.

• Collective bargaining agreements in certain sectors require benefits above statutory minimums. An EOR operating in Greece must track applicable CBAs by industry and employee category.

Employee Onboarding

Before a new employee's first working day in Greece, the EOR must file a pre-hire notification through the ERGANI information system. This filing is a mandatory legal requirement and cannot be completed after employment begins.

Employment contracts must be issued in Greek or in a bilingual format that includes a full Greek-language version. The contract must comply with Greek labour law and reflect any applicable collective bargaining agreement terms.

New employees must also be registered with EFKA, the Greek social insurance fund, prior to or at the point of starting work. The EOR manages this registration as part of the standard onboarding process.

• Global EOR platforms typically complete Greek onboarding within 3 to 5 business days, assuming all required documentation is submitted promptly.

• Local specialist providers may require additional time depending on documentation complexity and internal processing requirements.

Ongoing HR Support

A qualified EOR in Greece files monthly ERGANI declarations covering schedule changes, new hires, and other employment events. These filings are mandatory and time-sensitive under Greek labour law.

EFKA contribution remittances require monthly calculation, payment, and reconciliation against each employee's gross salary. The EOR carries responsibility for accuracy and on-time submission to avoid penalties.

Collective bargaining agreement monitoring is an ongoing obligation. Sector-level CBAs in Greece set minimum wages and benefit floors that can change independently of national legislation, and the EOR must track and apply those updates.

• Annual income tax reconciliation and employee tax certificate issuance at year-end

• Global platforms typically offer ticket-based or dedicated account manager support; local Greek specialists may provide Greek-language, in-person assistance

Employee Offboarding

Greek law sets statutory notice periods tied to length of service. An employee with one year of service is entitled to one month of notice, with the period scaling upward for longer tenures.

Severance pay is calculated as a fixed number of monthly salaries per year of service. The formula applies to employer-initiated terminations and differs from resignation scenarios, where severance entitlement is reduced or eliminated entirely.

Employers may elect immediate termination without serving the notice period. This option halves the severance obligation but requires no advance notice to the employee. The EOR files a termination notification with ERGANI following any separation.

• Probationary-period terminations carry no severance obligation under Greek law

• EOR liability models vary: some providers absorb termination liability directly, while others pass it through to the client company. Confirm this allocation before signing any EOR agreement

How to Hire Through an EOR in Greece

Hiring through an EOR in Greece requires an ERGANI pre-hire notification before the employee can start work. This is a mandatory compliance step under Greek labour law, and no EOR can skip it regardless of how fast their onboarding process runs.

The process differs depending on whether you use a global platform or a local Greek specialist. Global platforms typically handle ERGANI filing through a local partner entity, which can add a day or two to the documentation review cycle. Local Greek specialists often have direct ERGANI access and established relationships with Greek authorities, which can reduce that lag.

Either way, expect to complete account setup, contract review, and compliance configuration before your first hire activates. Build that lead time into your hiring plan from the start.

Selection and Setup

When evaluating EOR providers for Greece, verify three things before signing: ERGANI filing capability, a documented track record on collective bargaining agreement (CBA) compliance, and clarity on whether the provider uses an owned Greek entity or a third-party partner.

The core trade-off is between a global platform and a local Greek specialist. Global platforms offer multi-country visibility and consolidated billing, which suits companies hiring across several markets at once. Local specialists bring deeper familiarity with Greek labour authority processes and CBA nuances, which matters when your Greece headcount is the primary focus.

On setup timeline, plan for three stages: account creation, employment contract review against Greek law requirements, and compliance configuration covering EFKA contributions and payroll rules. Most providers complete this in two to five business days before the first hire can be activated.

Onboarding and Compliance

Greek onboarding begins with an ERGANI pre-hire notification, which employers must submit before a new employee's first working day. This filing is a legal requirement under Greek labour law and cannot be deferred.

After ERGANI notification, the EOR registers the employee with EFKA, the Greek social insurance authority, and executes a compliant employment contract structured under Greek law. The contract must reflect applicable collective bargaining agreement terms where relevant.

Payroll setup includes 13th and 14th month salary accruals from day one, as these are statutory obligations in Greece. Global EOR platforms typically complete the full onboarding cycle within three to five business days.

What Are the Benefits of Using an EOR in Greece?

Using an EOR in Greece removes the administrative and legal complexity that comes with direct employment. Companies avoid managing ERGANI filings, EFKA contribution remittances, and collective bargaining agreement obligations on their own.

The EOR also handles 13th and 14th month salary administration, which are mandatory under Greek law and must be accrued correctly from the first payroll cycle. Errors in these calculations carry compliance risk.

The value differs depending on where a company stands. For businesses entering Greece for the first time, an EOR removes the need to register a local entity, cutting months from the market entry timeline. For companies already operating in Greece and scaling an existing team, the EOR standardizes employment governance and reduces the overhead of managing Greek payroll and filings internally.

Faster Market Entry

Setting up a legal entity in Greece typically takes four to eight weeks. That timeline includes notarial deed preparation, tax authority registration, and chamber of commerce enrollment, each a separate administrative step.

An EOR removes that requirement entirely. Companies can employ workers in Greece in three to five business days, with the EOR acting as the legal employer from day one.

Two additional steps that slow direct entity setup are also handled by the EOR: registration with the Greek Labour Information System (ERGANI) and enrollment with the Social Insurance Fund (EFKA). Both are mandatory before a Greek employee can legally begin work, and both are executed by the EOR on the employer's behalf.

Reduced Compliance Risk

Greek employment law creates several specific compliance obligations that carry real penalty exposure. The Greek Labour Inspectorate (SEPE) enforces these rules and can issue fines for violations across payroll, contracts, and social contributions.

Common failure points for direct employers in Greece include:

• Filing errors in the ERGANI system, which records employment contracts and working hours with Greek authorities

• Miscalculation of EFKA social insurance contributions, which carry both employer and employee components

• Non-compliance with applicable collective bargaining agreements (CBAs), which set minimum pay and conditions by sector

• Incorrect calculation of the mandatory 13th and 14th month salary payments, which are statutory obligations under Greek law

An EOR absorbs employer-of-record liability for each of these obligations. The EOR files with ERGANI, remits EFKA contributions, applies the correct CBA terms, and calculates statutory bonuses accurately. The client company retains day-to-day direction of the worker without carrying the legal exposure that comes with direct employment in Greece.

Simplified Payroll Administration

Greek payroll runs on a monthly cycle and carries several layers of obligation. Employers must calculate progressive income tax withholding, remit dual EFKA contributions covering both the employer and employee portions, and accrue the 13th and 14th month salary payments across the year.

Annual reconciliation adds a further compliance step, requiring employers to confirm that all withholdings and filings align with actual payments made during the year.

An EOR consolidates every one of these obligations into a single monthly invoice. Instead of managing separate calculations, filings, and remittances, the hiring company receives one consolidated charge covering gross salary, statutory contributions, and the EOR fee, with full cost visibility before each payroll cycle runs.

Access to Local Benefits

Greek employment law mandates a defined set of statutory benefits that every employer must provide. An EOR administers all of them on behalf of the hiring company.

Statutory entitlements covered include annual leave, public holidays, sick leave, maternity and paternity leave, and the 13th and 14th month salary payments that Greek law requires.

Beyond statutory minimums, Greek market practice commonly includes supplementary benefits. Private health insurance and meal vouchers are standard additions in competitive employment packages, even where they are not legally required. An EOR can facilitate these supplementary benefits alongside statutory obligations, giving hiring companies a complete and locally competitive employment offer without building a local HR function from scratch.

Lower Entity Setup Costs

Setting up a legal entity in Greece carries real upfront costs. Notarial fees, minimum share capital requirements, chamber of commerce registration, and tax authority registration all apply before a single employee is hired.

Ongoing obligations add further expense. Greek entities must maintain compliant accounting records and meet statutory audit requirements, which typically require a local accountant or advisory firm on retainer.

For companies hiring fewer employees than the threshold where entity setup becomes cost-justified, these costs are difficult to recover. An EOR removes them entirely. There is no entity to incorporate, no share capital to deposit, and no audit obligation to maintain. The employer of record cost replaces a fixed infrastructure spend with a predictable per-employee fee, making Greece market entry financially viable at any headcount.

More Flexible Workforce Scaling

An EOR lets companies scale Greek headcount from one employee to many without triggering entity setup thresholds or collective bargaining representation obligations under Greek law.

Scaling up is straightforward. Each new hire is added to the existing EOR arrangement without additional registration steps or changes to the company's legal structure in Greece.

Scaling down is equally controlled. When a reduction is required, the EOR manages termination compliance, including ERGANI system notifications and statutory severance calculations, so the company does not carry that administrative and legal exposure directly. EOR for startups entering Greece for the first time and EOR for enterprises managing multi-country headcount both benefit from this flexibility without taking on local entity obligations.

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How to Find the Right EOR for Greece

The right EOR for Greece depends on whether you need a global platform or a local Greek specialist. Both can deliver compliant employment, but they differ in depth and scope.

Local Greek specialists typically have deeper relationships with Greek regulatory bodies, established processes for Greek-specific filings, and Greek-language support for employees and HR teams. Global platforms offer unified management across multiple countries, which matters when Greece is one of several markets you are entering at the same time.

The criteria below apply to both types of provider. Where a criterion favors one type over the other, that trade-off is noted directly. Use these checkpoints to compare any provider you are evaluating for EOR services in Greece.

Local Compliance Expertise

Greece has several compliance checkpoints that any EOR provider must handle correctly. Ask each provider these questions before signing a contract.

• Do you file ERGANI notifications directly, or do you rely on a third-party payroll agent in Greece?

• Do you automate the calculation and payment of the 13th and 14th month salary bonuses required under Greek law?

• Do you have documented processes for identifying and applying the correct collective bargaining agreement for each role?

• Do you operate through an owned legal entity in Greece, or through a partner entity?

Local Greek specialists often have longer-standing relationships with ERGANI and direct experience applying sector-specific collective bargaining agreements. Global platforms vary in how deeply they document and operationalize these Greece-specific requirements, so direct answers to the questions above matter more than general country coverage claims.

Clear Service Scope

Before signing with any EOR provider in Greece, confirm exactly what the monthly fee covers. Key questions include: Does the fee include ERGANI filing? Are the 13th and 14th month salary payments handled within the standard fee or billed as separate line items? Are collective bargaining agreement (CBA) compliance reviews included?

Termination liability is another area where providers differ significantly. Some pass termination costs directly to the client, while others absorb them within their service model. Understanding this distinction before contract signature protects your business from unexpected exposure when ending employment in Greece.

Support Model

Support quality varies considerably across EOR providers operating in Greece. Three questions matter most: Is Greek-language support available? Is there a dedicated account manager with working knowledge of Greek labour law? What is the response time commitment for time-sensitive filings such as ERGANI declarations?

Local Greek specialists typically offer Greek-language support and in-person availability, which can be valuable during audits or complex terminations. Global platforms vary in their approach: some assign dedicated account managers with retained business context, while others route queries through ticket-based systems with no single point of contact. Gloroots operates a human-led account model with retained business context across markets.

Technology and Reporting

A platform's reporting capabilities matter more in Greece than in many other markets. Greek payroll involves EFKA contribution reports, monthly tax declarations, and mandatory 13th and 14th month accruals that must be tracked accurately throughout the year.

Ask any provider whether its platform generates Greek-compliant payslips, produces EFKA contribution reports, and tracks 13th and 14th month accruals in real time. Integration with Greek accounting software is a practical requirement for finance teams managing local books.

Local Greek specialists, including firms such as Eurofast International and Optimal HR Group, often use bespoke systems rather than self-serve platforms. That can mean deeper local accuracy but less visibility for the hiring company's central HR or finance team.

Scalability for Your Hiring Plans

Greece-specific scalability goes beyond headcount. Collective bargaining agreement changes can affect multiple employees simultaneously, requiring a provider to update contracts, payslips, and contribution calculations across your entire Greek workforce at once.

Terminations at scale add further complexity. Correct ERGANI (the Greek employment registry) processing and statutory severance calculations must be handled accurately for every departing employee, regardless of how many leave in the same period.

If Greece is one of several hiring markets, multi-country management becomes a deciding factor. A provider that handles Greece in isolation but cannot consolidate reporting across regions creates additional administrative overhead for central HR and finance teams.

Your company's stage shapes which provider fits best. Startups hiring one to five employees in Greece typically prioritize cost, where providers such as Gloroots and Multiplier offer accessible entry points. Mid-market companies that need deep EU statutory benefits coverage may find Remote a stronger fit. Companies that need an integrated HRIS alongside EOR may prefer Deel. For growing teams that need centralized governance across multiple markets, EOR for mid-market companies from Gloroots provides workforce visibility and human-led account support with retained business context.

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Why Gloroots Is a Strong EOR Partner in Greece

Companies hiring in Greece face a specific set of compliance obligations: EFKA contribution remittances, monthly payroll declarations, and mandatory 13th and 14th month salary payments. Gloroots handles each of these within its core employment operating layer, without requiring a separate local entity.

Gloroots combines Global Employer of Record (EOR), Global Payroll, Compliance and Employment Governance, and Benefits and Statutory Coverage into a single service. For Greece hires, this means payroll calculations, EFKA filings, and statutory benefit administration run through one consolidated invoice rather than across multiple vendors.

Teams managing headcount across Greece and other markets benefit from centralized workforce visibility. Gloroots surfaces all employment data in one place, so finance and HR teams can track costs, contracts, and compliance status across countries without switching systems.

Gloroots also supports companies transitioning from other EOR providers. Documented onboarding support covers the migration of existing employee records, contracts, and payroll data, reducing the operational risk of switching mid-engagement.

Pricing follows a predictable, country-specific model with full cost visibility before onboarding begins. There is no percentage-of-salary pricing. For full details, see Gloroots EOR services and Gloroots pricing.

FAQs About the Best EOR in Greece

The questions below address the most common topics buyers raise when evaluating EOR providers for Greece, including compliance obligations, cost structures, and how to choose between providers. Each answer draws on the research and provider evidence covered in this guide.

How does an EOR work in Greece?

An EOR becomes the legal employer of the Greek worker on behalf of the client company. The EOR registers the employee with EFKA (Greece's social security authority), files mandatory ERGANI declarations, runs monthly payroll, withholds income tax, and issues a compliant Greek-law employment contract.

The client company retains full day-to-day management of the employee's work and output. No Greek legal entity is required on the client side. The EOR carries the employment liability, while the client directs the work. For a detailed breakdown of how this model operates across markets, see how does EOR work.

What does an EOR cost in Greece?

EOR platform fees typically range from $199 to $599 or more per employee per month, depending on the provider. That fee covers the employment infrastructure, but it is not the full employer cost in Greece.

Greek employers must also budget for EFKA social security contributions of approximately 21 to 24.8 percent of gross salary, plus 13th and 14th month salary accruals that add roughly 16.7 percent of annual salary spread across monthly payroll.

For a worked example: an employee on a $3,478 (€3,000) gross monthly salary generates employer EFKA contributions of approximately $730 (€630) to $862 (€744) per month, a 13th/14th month accrual of roughly $580 (€500) per month, and an EOR platform fee of $199 to $599. Total employer cost sits meaningfully above gross salary before the platform fee is added. For a broader view of how these costs compare across providers, see employer of record cost.

When should a company use an EOR in Greece?

An EOR in Greece makes sense when hiring one to ten employees and the cost of registering a local entity is not justified by headcount.

Companies testing the Greek market before committing to a subsidiary benefit from EOR because it removes the need for permanent infrastructure. If hiring is urgent and a company cannot wait four to eight weeks for entity registration, an EOR allows employment to begin within days.

EOR also suits companies managing distributed teams across multiple countries, since a single provider can consolidate payroll and compliance reporting across all markets into one invoice.

Can an EOR hire both local and foreign employees in Greece?

Yes. EOR providers in Greece can employ both Greek nationals and foreign nationals who are legally authorized to work in the country.

EU and EEA citizens have automatic work rights in Greece and can be onboarded without additional permits. Non-EU nationals require a valid Greek work permit before employment can begin. The EOR manages employment contracts and payroll for both categories under Greek labour law.

Immigration support for non-EU nationals is often a separate service and is not always included in a standard EOR engagement. Confirm the scope of immigration assistance directly with each provider before onboarding a non-EU hire.

How do I choose the right EOR in Greece?

Five criteria matter most when evaluating an EOR for Greece: direct ERGANI filing capability, automated 13th and 14th month salary payments, entity ownership model (owned entity versus partner network), a documented collective bargaining agreement compliance record, and transparent pricing that includes termination liability costs.

Global platforms suit companies managing multi-country teams from a single system. Local Greek specialists suit companies that need deep regulatory relationships with Greek authorities. Review the selection criteria section above for a full evaluation framework.