The EU Pay Transparency Directive (2023/970) introduces a new regulatory framework aimed at strengthening pay equity, transparency and accountability in the workplace. With its transposition into Greek law required by 7 June 2026, employers will need to prepare for a range of obligations impacting the entire employee lifecycle. Legislative developments are already underway, as a draft implementing bill is currently being prepared and consultations with social partners are in progress, indicating that compliance requirements will soon take concrete form.
Against this backdrop, the Directive significantly enhances transparency in recruitment, while reinforcing the principle of equal pay for work of equal value. At the same time, it introduces new compliance, reporting and governance requirements, calling organisations to adopt a more structured, data-driven and legally robust approach to remuneration.
In particular, employers will be required to:
Provide candidates with salary levels or ranges prior to the interview stage;
Ensure that job advertisements and recruitment processes are gender-neutral and based on objective, pre-defined criteria;
Refrain from asking candidates about their salary history;
Establish and maintain transparent, objective and gender-neutral pay structures and job evaluation systems;
Enable employees to access information on pay levels, pay progression, and average remuneration for comparable roles, disaggregated by gender;
Implement clear internal procedures and governance frameworks for handling employee requests relating to pay information;
Collect, monitor and analyse pay data to identify and assess potential gender pay gaps;
Comply with gender pay gap reporting obligations, where applicable, and maintain adequate supporting documentation;
Take corrective measures, including joint pay assessments with employee representatives, where unjustified pay disparities are identified.
These obligations go beyond formal compliance. They require organisations to reassess how remuneration policies are designed, documented and communicated, while embedding transparency and fairness into decision-making processes and organisational culture.
In this evolving regulatory landscape, employers are encouraged to review existing pay structures, recruitment practices and data capabilities, and to take timely steps towards alignment with the forthcoming legal framework.
Our Employment & Labour team is available to help you navigate every step of the process.