Build your workforce in Greece through the model that fits your goals, not the model a single provider wants to sell. Gracemark helps you compare recruitment, EOR, AOR, contractor, payroll and market-entry options through one accountable workforce partner.
A real workforce specialist replies within one business day. Initial model and cost path within 48 hours. No obligation.
Before you hire in Greece
Greece carries its own employment rules, statutory costs and termination exposure. Get the wrong setup and it means back-pay, penalties and misclassification claims. Here is the complete snapshot, free, so you can plan before you ever talk to us.
Greece has strengths in shipping, tourism, technology and a growing shared-services/BPO sector centered on Athens and Thessaloniki, operating in EET with strong overlap for EU teams.
Gracemark recommendation: EOR is the standard route to hire compliantly given Greece's structured social contribution and severance rules, unless setting up a substantial local entity.
The figures above are statutory baselines drawn from the sources listed below. Typical market practice in Greece often sits above the statutory floor, and the right model depends on the role, salary band and engagement type.
Educational workforce-planning information, not legal or tax advice. Requirements and service availability depend on the worker, role, location, compensation and engagement model; Gracemark reviews the current position before engagement.
What to look for
Each of these shifts your cost, timeline and legal exposure. We walk you through all of them, and handle them for you, so nothing turns into a surprise later.
Gracemark supports employment, payroll, benefits and compliance in Greece, and 100+ countries, through one accountable partner, delivered directly or through vetted in-country partners depending on the market. Model-agnostic guidance, one point of accountability.
A real workforce specialist replies within one business day. Initial model and cost path within 48 hours. No obligation.
FAQs
To hire in Greece, most U.S. companies either open a local entity or use an Employer of Record (EOR). EOR is the standard route to hire compliantly given Greece's structured social contribution and severance rules, unless setting up a substantial local entity. Gracemark handles Greece employment, payroll, benefits and compliance through one accountable partner.
Employer cost in Greece is Employer social security contributions to EFKA are approximately 22.29% of gross salary, funding pensions, health and other benefits.. That is on top of gross salary, plus statutory items such as 13th-month / mandatory bonus (Statutory 13th and 14th salary payments (Christmas, Easter and summer bonuses) are mandated, together equal to roughly two extra monthly salaries per year.), vacation and social contributions. Gracemark provides an exact quote for your role and salary band.
The current minimum wage in Greece is The statutory minimum monthly wage was set at €830 gross effective 1 April 2024, as set by Ministerial Decision under the Ministry of Labour.. Statutory floors change through the year, so Gracemark confirms the exact figure for your hire.
Notice period in Greece is Notice periods and severance scale with tenure; written employment contracts and notification via the ERGANI system are required.. Termination complexity is rated moderate. Getting termination and severance wrong is one of the most expensive mistakes in Greece, plan it before the first hire.
Statutory annual leave in Greece is Statutory paid annual leave starts at 20 working days (5-day week) in the first year, rising with tenure up to 25-26 days.. Parental leave is Statutory maternity/parental leave applies. Sick leave is Statutory or social-insurance sick pay typically applies. Public holidays: National public holidays apply.
Time to hire in Greece is typically Typically 1–3 weeks via EOR through an EOR, versus 3–6+ months to open an entity. That is why most first hires in Greece go through an EOR.
Misclassification risk in Greece is rated moderate. Full-time, exclusive, day-to-day contractor arrangements are the most exposed, penalties include back-pay, statutory benefits and fines. Gracemark advises on when a contractor, EOR employee or entity hire is defensible.
Last reviewed: September 10, 2026 · Gracemark Global
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