Oct 21, 2026 · 38 min · 8 segments
Tune in to our fourth episode of our ELA Podcast Series on the Pay Transparency Directive, where we speak with leading employment lawyers across Europe about when and how the EU Pay Transparency…
Aoife BradyHost
Could you start us off, Kelly, by giving us an update on where things currently stand in Greece regarding the status of transposing legislation?
That's about a month, let's say, after the June deadline, but still ahead of most member states.
Well, the law technically applies from publication, but the parts employers really care about, meaning page structures, recruitment transparency, the right to information, pay gap reporting, and of course, joint pay assessments, only kick in on November 1st.
And as you said, even though Greece missed the deadline, it's still well ahead of other countries at the moment having now introduced legislation.
Can you tell us maybe in broad terms whether the legislation in Greece largely aligns with the directive? And maybe can you take us through some of the key differences, if there are any?
Well, overall, it's quite close to the directive, but there are a few things that I'd like to flag.
Greek has a dedicated procedure where the labor inspector and the ombudsman work together closely.
So the inspector decides, based on the reason and finding from the ombudsman, And if there is a discrimination in place, the employer has six months to put things right.
If one apply to a company, employers can use its job classifications and pay scales for their pay structure exercise.
If that agreement, the CLA, sets pay using gender neutral criteria, there's a presumption that there's no unjustified pay discrimination arising from that.
So practically, being covered by a CLA can actually work in the employer's favor.
Employers can refuse a request that's clearly disproportional or abusive, let's say.
Let's think of someone who keeps on sending the same request after it's already been answered or someone who asks about roles that just aren't comparable.
Could you start us off, Kelly, by giving us an update on where things currently stand in Greece regarding the status of transposing legislation?
That's about a month, let's say, after the June deadline, but still ahead of most member states.
Well, the law technically applies from publication, but the parts employers really care about, meaning page structures, recruitment transparency, the right to information, pay gap reporting, and of course, joint pay assessments, only kick in on November 1st.
And as you said, even though Greece missed the deadline, it's still well ahead of other countries at the moment having now introduced legislation.
Can you tell us maybe in broad terms whether the legislation in Greece largely aligns with the directive? And maybe can you take us through some of the key differences, if there are any?
Well, overall, it's quite close to the directive, but there are a few things that I'd like to flag.
Greek has a dedicated procedure where the labor inspector and the ombudsman work together closely.
So the inspector decides, based on the reason and finding from the ombudsman, And if there is a discrimination in place, the employer has six months to put things right.
If one apply to a company, employers can use its job classifications and pay scales for their pay structure exercise.
If that agreement, the CLA, sets pay using gender neutral criteria, there's a presumption that there's no unjustified pay discrimination arising from that.
So practically, being covered by a CLA can actually work in the employer's favor.
Employers can refuse a request that's clearly disproportional or abusive, let's say.
Let's think of someone who keeps on sending the same request after it's already been answered or someone who asks about roles that just aren't comparable.
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