How to Hire Employees in Greece

Hiring in Greece requires ERGANI notification and EFKA registration completed before the employee's first working day.

The key compliance factors are Greece's 14-payment salary structure, combined social contributions of around 35% of gross salary, and the updated obligations introduced by Law 4808/2021.

This guide covers employment contracts, payroll structure, income tax, statutory benefits, onboarding steps, and termination rules for foreign employers.

Gloroots acts as the Employer of Record for Greek hires. This guide provides general information and is not a substitute for local legal advice.

Job Market and Hiring Trends in Greece

Greece's labour market is shifting, driven by technology sector growth, a government-backed digital nomad visa, and rising international employer interest in Athens as a hiring base.

Talent shortages are concentrated in IT, engineering, and healthcare. Hospitality and tourism continue to produce a surplus of available workers relative to demand.

• Greece's unemployment rate fell to approximately 10.5% in 2024, down from higher post-crisis levels, according to Eurostat data.

• Athens is emerging as a startup hub, with the city recognised in the Startup Genome 2023 report for growing tech ecosystem activity.

• Greece introduced a digital nomad visa in 2021, attracting remote workers from outside the EU and increasing international hiring interest in the country.

• The shipping industry employs approximately 200,000 people directly and indirectly, according to the Greek Shipping Cooperation Committee.

• Government investment in renewable energy is creating demand for engineering talent, as outlined in Greek Ministry of Environment plans published in 2023.

These trends mean foreign employers can access qualified candidates in technology and professional services, but should plan for longer hiring timelines in specialised technical roles where competition for talent is high.

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Your Options for Hiring in Greece: Entity vs. EOR vs. Contractor

Foreign companies entering Greece can hire through three distinct paths: a local entity registered via GEMI, an Employer of Record for fast market entry, or a contractor arrangement for defined project work.

Entity setup requires GEMI registration, obtaining an AFM tax number, and registering as an employer with e-EFKA. This path suits companies committing to long-term Greek operations.

Contractors operate under civil law service contracts, manage their own tax registration and social security obligations, and typically work across multiple clients. This model suits short-term or specialised project work.

An EOR becomes the legal employer of record in Greece, handling employment contracts, payroll, EFKA contributions, and statutory compliance on behalf of the foreign company. To understand the model in detail, see how does EOR work. For provider options, the best employer of record guide covers key selection criteria. Gloroots runs entity-free employment in Greece through local execution and centralised governance, giving companies predictable compliance without incorporating locally.

Employees vs. Contractors in Greece

Misclassifying a worker in Greece triggers reclassification by labour authorities, back-dated EFKA contributions, and retroactive employment entitlements owed to the worker.

Greek classification does not rely on the contract label alone. Authorities assess economic dependence on a single client, the intensity of supervision, whether the worker follows a fixed schedule, and whether the engagement resembles an employment relationship in practice rather than in name.

Where a contractor works exclusively for one company, follows set hours, and operates under close supervision, Greek authorities are likely to treat that person as an employee regardless of the contract type used.

Cost to Hire an Employee in Greece

Total employment cost in Greece exceeds gross salary. Employer contributions add approximately 22.39% on top of gross pay, making accurate cost modelling essential before committing to a hire.

Employer contributions cover pension (13.33%), supplementary pension (3.00%), health insurance (3.80%), supplementary health (0.25%), unemployment (1.41%), and employer liability (0.60%). Employers with formal telework agreements must also pay a mandatory flat stipend of approximately $28.99 per month per remote worker.

Social security contributions apply only up to a monthly gross ceiling of $7,840.49 for 2025. Earnings above that ceiling are not subject to further contributions. Total employer on-cost is approximately 22.39% of gross salary.

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Compliance Risks While Hiring in Greece

Non-compliance in Greece triggers Labour Inspectorate fines, EFKA penalties, and employee litigation. These risks are concrete, well-documented, and occur frequently across foreign employers entering the market.

Key compliance risks and their consequences:

• Missing the ERGANI E3 notification before Day 1. Failure to register a new hire before work starts is treated as undeclared work and carries direct financial penalties.

• Incorrect EFKA contribution calculations. Errors in social security filings result in interest charges and back-payment liability to the authority.

• Contractor misclassification. Where fixed hours, close supervision, or economic dependence on one client exist, authorities can reclassify the relationship, triggering retroactive contributions and entitlement claims.

• Failure to pay 13th and 14th salary instalments on time. Late or missing statutory bonus payments constitute both a breach of contract and a statutory violation under Greek labour law.

• Termination without valid documented reason. Under rules in force since May 2019, the burden of proof shifts to the employer. Undocumented dismissals expose the company to unfair dismissal claims.

• Non-compliant employment contracts. Clauses that fall below statutory minimums are unenforceable. Greek law overrides any contractual term that reduces an employee's statutory entitlements.

Each of these risks carries a distinct legal consequence. Employers should audit their Greek employment practices against current Labour Inspectorate standards before scaling headcount.

Key Labor Laws in Greece

Employment contracts

Greek law requires written employment contracts or written statements of terms before work starts. For indefinite-term contracts, Law 4808/2021 permits a probationary period of up to 12 months.

Working hours and overtime

The standard working week is 40 hours. Law 4808/2021 permits a six-day workweek by employer-employee agreement. Overtime is split into two categories: iperergasia covers the first five hours above 40 per week, paid at 120% of the regular rate, and iperoria covers hours beyond that, paid at 140%, rising to 160% after 150 overtime hours per year.

A 48-hour average weekly cap applies across the reference period. Iperoria hours require advance notification to the relevant authority. Managerial employees are exempt from overtime limits.

Minimum wage

Greece sets its national minimum wage by ministerial decision. From April 2026, the base rate is $1,068 (€920) ($953.57) per month for full-time workers. Seniority tiers apply based on total employment history across all employers, not only the current one.

• 3 to 6 years of service: $1,175 (€1,012) per month (approximately $1,048 USD)

• 6 to 9 years of service: $1,281 (€1,104) per month (approximately $1,143 USD)

• 9 or more years of service: $1,388 (€1,196) ($1,238) per month

Entitlement to a higher seniority tier is calculated on cumulative employment history, regardless of employer changes.

Leave entitlements

Annual leave, sick leave, maternity, paternity, and parental leave entitlements are covered in the Employment Benefits section below.

What to Include in an Employment Contract or Offer Letter in Greece

Greek law requires written employment terms before work starts. Where contract clauses are missing, statutory minimums apply automatically, which may not reflect the terms the employer and employee actually agreed.

• Job title and primary duties

• Gross salary, 13th and 14th payment schedule, and any bonuses

• Probationary period, up to 12 months for indefinite-term contracts

• Working hours, workplace location, and any remote or hybrid arrangements

• Annual leave entitlement and the accrual basis

• Notice period aligned with the statutory tenure-based schedule

• Confidentiality and IP assignment clauses

• Non-compete clause if applicable, with a maximum duration of two years and compensation of 50% of monthly salary per restricted month

• Governing law (Greek law) and jurisdiction

• ERGANI registration reference and confirmed start date

Payroll and Taxes in Greece

Greek payroll runs monthly in euros. Employers must remit income tax and EFKA social security contributions by monthly deadlines set by the Greek tax authority.

Foreign employers without a Greek entity use an Employer of Record or a registered payroll agent to run compliant payroll. Direct payroll requires e-EFKA registration and a Greek bank account before the first pay cycle.

Income tax is withheld at source under a progressive system. Law 5246/2025 sets the current brackets. Employers file monthly declarations with the Greek tax authority and remit withheld amounts on the employee's behalf.

Employer and employee social security contributions cover pension, health, unemployment, and related programs. The combined employer rate is approximately 22.39% of gross salary and the employee rate is approximately 15.3%. A social security ceiling of $8,789 (EUR 7,572.62) per month gross applies for 2025, capping the contribution base.

Employers evaluating total employment cost in Greece can review Gloroots pricing for country-specific payroll and EOR rates.

Employment Benefits in Greece

Greek employees receive statutory benefits including pension insurance, public health insurance, and unemployment insurance through EFKA. Supplemental private health insurance is optional and available through providers such as Allianz and Unisure.

Paid time off and public holidays

Annual leave entitlement increases with total years of service across all employers: 20 days in year one, 21 days in year two, and 22 days from year three through year nine. Greece observes 14 public holidays, with some regional variation in observance.

Sick leave

Sick leave entitlement is tiered by length of service. Employees with under one year of service receive up to 15 days, with the employer covering the first few days and EFKA paying the remainder. Employees with one to four years of service receive one month of sick leave, and those with four to ten years receive up to three months. Employer and EFKA share payment obligations at each tier.

Maternity and paternity leave

Maternity leave is 17 weeks: 8 weeks before the expected birth date and 9 weeks after. Maternity pay is primarily funded through EFKA. Paternity leave is 14 days. A separate parental leave entitlement also exists; duration and pay conditions should be confirmed with a local adviser.

Public health insurance

All employees in Greece are covered by EFKA public health insurance from the start of employment. Employers may offer supplemental private health insurance through providers including Allianz and Unisure as an additional benefit.

Work Permits and Visas in Greece

EU citizens work freely in Greece without a permit. Non-EU nationals must obtain a national visa and a residence permit authorising employment before starting work.

Employers sponsoring non-EU hires must submit a job offer, salary evidence, and qualification records to the relevant authority. Permit processing adds significant lead time to hiring timelines and should be factored into recruitment planning.

Onboarding New Hires in Greece

Onboarding in Greece is a compliance sequence. ERGANI and e-EFKA registration steps must be completed before the employee's first day, not after.

• Before Day One

  1. File the ERGANI E3 recruitment notification.

  2. Register the employee with e-EFKA.

  3. Sign the employment contract and obtain written acceptance.

  4. Collect ID, AFM tax number, EFKA number, bank details, and work permit for non-EU hires.

  5. Set up payroll and configure tax withholding.

• Day One

  1. Provide equipment and system access.

  2. Share the employee handbook and required policies.

• First Week

  1. Introduce the reporting manager and schedule regular check-ins.

  2. Confirm payroll setup and communicate the first payment date.

• Beyond the First Week

  1. Monitor probation milestones and document performance reviews.

  2. Track work permit expiry dates for non-EU hires and initiate renewals in advance.

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NDAs, Confidentiality and IP Protection in Greece

NDAs and confidentiality clauses are enforceable in Greece provided they are proportionate, time-limited, and do not violate employees' fundamental rights.

Intellectual property created during employment belongs to the employer under Greek law. Confidentiality clauses should cover trade secrets, client data, and business strategies. Non-compete clauses are permissible for up to two years if narrowly scoped and compensated at 50% of monthly salary per restricted month.

Overly broad or indefinitely framed clauses risk unenforceability under Greek and EU law. Employers should review clause scope with local legal counsel before including them in employment contracts.

Termination and Offboarding in Greece

Greek law has required valid, documented grounds for dismissal since May 2019, even when statutory severance is paid. Failure to document the reason shifts the burden of proof to the employer and exposes the company to unfair dismissal claims.

Employers may terminate immediately with full severance or give statutory notice and pay half severance. This notice-versus-severance trade-off is a defining feature of Greek termination law.

Follow these steps when offboarding an employee in Greece:

• Issue written termination notice with a documented reason.

• Calculate and pay correct severance within the statutory deadline.

• File the ERGANI termination notification.

• Revoke system access and collect company equipment.

• Issue the final payslip and tax documentation.

Business Culture in Greece

Greek business culture is relationship-oriented. Building personal rapport before moving to business discussions is expected, and professionals who skip this step often find progress slower.

Hierarchy matters in Greek workplaces. Decisions typically flow from senior management, and consensus-building takes time. Patience is an asset, particularly during negotiations, which tend to be iterative and may revisit agreed terms.

• Punctuality norms are more relaxed than in Northern Europe. Meetings may start late, but deadlines are taken seriously in professional services and technology.

• August is a common vacation month. Scheduling meetings or expecting quick responses during this period is generally ineffective.

• Greek professionals are highly educated and multilingual. English is widely spoken in business contexts, particularly in Athens and Thessaloniki.

• Family and personal relationships shape professional networks. Referrals and introductions carry significant weight in both hiring and business development.

Top Sectors to Hire From in Greece

Greece offers qualified talent across five sectors with strong international demand. Each sector has distinct in-demand roles and documented growth trajectories.

• Shipping and Maritime: Greece controls approximately 20% of global shipping capacity (Greek Shipping Cooperation Committee, 2023). In-demand roles include maritime engineers, logistics coordinators, and fleet managers.

• Technology and Software: The Athens startup ecosystem raised over $580,295,486 (EUR 500 million) in venture capital funding between 2021 and 2023 (Endeavor Greece). In-demand roles include software engineers, data scientists, and product managers.

• Tourism and Hospitality: Greece welcomed 32.7 million international tourists in 2023 (SETE). In-demand roles include hotel managers, multilingual customer service staff, and event coordinators.

• Renewable Energy: Greece is targeting 80% renewable electricity by 2030 (Greek Ministry of Environment). In-demand roles include electrical engineers, project managers, and environmental consultants.

• Professional Services: EU regulatory expansion is driving demand for accountants, legal professionals, and compliance specialists across the Greek market.

Companies hiring across these sectors in nearby European markets can also review the hire employees in Germany guide for a comparable EU hiring reference.

Top Cities to Hire From in Greece

Greece's talent is concentrated in a handful of cities, each with distinct sector strengths that shape where companies focus their hiring.

Athens is Greece's primary business hub. It concentrates tech startups, professional services, shipping headquarters, and multilingual talent. The University of Athens and Athens Polytechnic supply a steady pipeline of graduates across disciplines.

Thessaloniki is the second-largest city, with strong output in manufacturing, logistics, and agri-tech. Aristotle University produces large volumes of engineering and science graduates annually.

Piraeus is Greece's largest port city and the centre of maritime, logistics, and supply chain hiring. Major shipping companies are headquartered nearby.

Patras is a university city with a strong engineering and IT talent pipeline. Its tech and pharmaceutical sectors are growing steadily.

Heraklion (Crete) is the primary hub for tourism and hospitality talent. It is also home to the Foundation for Research and Technology Hellas (FORTH), which supports tech and research hiring in the region.

Companies hiring across multiple European markets can also review how hire employees in Poland compares as a complementary talent location.

Hire Compliantly in Greece with Gloroots

Gloroots acts as the legal employer for employees hired in Greece, managing employment contracts, payroll, social security administration through e-EFKA, ERGANI notifications, and applicable payroll tax requirements. This allows companies to employ staff in Greece without establishing their own local employing entity.

The EOR model can be useful for companies entering Greece for the first time, building an initial team, or managing distributed employees across multiple European markets without taking on the administration of multiple local entities.

• No local entity required: Employ staff in Greece through Gloroots without establishing your own Greek employing entity.

• Streamlined onboarding: Coordinate employment contracts, social security registration, ERGANI notifications, payroll setup, and other applicable pre-employment requirements.

• Local compliance and payroll: Manage applicable e-EFKA social security requirements, ERGANI employment notifications, payroll tax administration, and other local employment obligations within the agreed scope.

• Employment contract support: Prepare employment documentation reflecting applicable statutory requirements, working conditions, remuneration, leave, and any applicable collective agreement terms.

• Predictable pricing: Get transparent visibility into the monthly employment cost and applicable statutory contributions.

• Dedicated support: Access local HR and employment support for contracts, benefits, payroll administration, and employee lifecycle matters.

Gloroots can support companies hiring teams of different sizes in Greece. An EOR can be a practical option when you want to hire in Greece without establishing and maintaining your own local employing entity. Companies with established Greek operations may also consider payroll or other employment services depending on their requirements.

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Frequently Asked Questions About Hiring in Greece

What is the minimum wage in Greece?

Greece sets a national statutory minimum wage by ministerial decision. From April 2026, the rate is $1,068 (€920) ($952.58) per month for full-time workers with no seniority. Employees with longer service histories receive higher rates: $1,175 (€1,012) ($1,047.78) for three years, $1,281 (€1,104) ($1,143.10) for six years, and $1,388 (€1,196) ($1,238.42) for nine or more years. Seniority is calculated across all employers in the employee's total work history, not only time with the current employer.

What are the notice and severance requirements when terminating an employee in Greece?

Notice periods in Greece range from one month for employees with up to one year of service to four months for those with ten or more years. Severance pay starts at two months for employees with one to four years of service and increases by one month per additional year of tenure. Employers may choose to pay full severance in lieu of working notice. Since May 2019, terminations of indefinite-term contracts require a valid reason to be legally effective.

What visas and work permits are required to hire non-EU nationals in Greece?

Greece regulates the employment of non-EU nationals under Law 4251/2014. A non-EU worker must first obtain a Type D national visa to enter Greece for employment purposes. After arrival, the worker applies for a residence permit with work authorisation. The employer must act as sponsor throughout this process, confirming the role and supporting the application. Greece also offers a digital nomad visa for remote workers employed by companies outside Greece, which is a separate route not tied to local employment sponsorship.

Are employment contracts required to be in writing in Greece?

Greek law requires employers to provide a written contract or a written statement of employment terms before the employee's first working day. The document must cover job title, salary, working hours, workplace location, and applicable collective agreement, if any. Verbal agreements do not satisfy this requirement and expose employers to administrative penalties from the Labour Inspectorate.

What is the ERGANI system and when must employers use it?

ERGANI is the Greek Ministry of Labour's electronic platform for recording employment events. Employers must submit an E3 notification through ERGANI before a new employee starts work. The system also records changes to working hours, contract type, and terminations. Failure to file on time triggers fines and can complicate any later dispute about the employment relationship.

How does the 14-salary structure work in Greece?

Greek employees receive 14 salary payments per year by law. Twelve are standard monthly payments. The remaining two are statutory bonuses: a Christmas bonus equal to one full monthly salary, an Easter bonus equal to half a monthly salary, and a vacation bonus equal to half a monthly salary. Employers must budget for these payments and include them in annual payroll cost calculations from the start of the employment relationship.

What social security contributions do employers pay in Greece?

Employers and employees both contribute to e-EFKA, the Greek social insurance authority. The combined contribution rate is approximately 35 percent of gross salary, with the employer share higher than the employee share. Contributions fund pension entitlements, healthcare, and unemployment benefits. Employers withhold the employee portion from gross salary and remit the combined amount monthly alongside payroll tax declarations.