Greece Employment Landscape

Expand Your Global Workforce in Greece

Your guide to the employment landscape, working customs, and local labor laws in Greece.

  • Capital: Athens
  • Currency: EUR (Euro)
  • Languages: Greek
  • GDP per Capita: $29,696
  • Employer Tax: 21.79% (EFKA social security contributions)
  • Payroll Frequency: Monthly

Talent Overview

Greece is a high-income European economy with a GDP of approximately $307 billion, driven by services, tourism, shipping, and a rapidly growing technology sector. The country is actively positioning itself as a digital hub within the EU, with significant investment in tech infrastructure, digital transformation, and fintech. Athens and Thessaloniki anchor the country's growing startup and enterprise tech ecosystems, attracting international companies looking to access skilled European talent at competitive rates.

Major Economic Hubs:

  • Athens
  • Thessaloniki
  • Patras
  • Heraklion
  • Larissa

Skills in Demand:

  • Software Engineer
  • Data Scientist
  • Cybersecurity Specialist
  • Cloud Architect
  • DevOps Engineer

Top Local Universities in Greece

  • National and Kapodistrian University of Athens: Local Ranking: 1 | European Ranking: 158th (QS 2026)
  • Aristotle University of Thessaloniki: Local Ranking: 2 | European Ranking: 175th (QS 2026)
  • National Technical University of Athens: Local Ranking: 3 | European Ranking: 185th (QS 2026)
  • University of Patras: Local Ranking: 4
  • Athens University of Economics and Business: Local Ranking: 5

Top Local Job Boards:

  • Kariera.gr
  • LinkedIn
  • e-Kariera
  • JobFinder.gr
  • Indeed Greece

Number of LinkedIn Users: 3,200,000

Cryptocurrency Usage in Greece

Greece is an active participant in the EU's maturing crypto ecosystem. As an EU member state, Greece operates under the Markets in Crypto-Assets Regulation (MiCA), which became fully applicable in December 2024 and covers stablecoin issuance, crypto-asset service providers, and investor protections across all 27 member states.

Greece has additionally enacted Law 5193/2025, which proactively incorporates the EU's DAC8 directive requirements, establishing integrated AML/CFT obligations for crypto transactions exceeding €1,000. The Greek government's Digital Finance Development Plan 2025–2030 identifies crypto-asset regulation as a strategic priority, with ambitions to develop Greece into a regional hub for digital finance connecting the EU, Middle East, and Asia.

Cryptocurrency use cases include trading, remittances, stablecoin savings, and cross-border business payments, particularly in Greece's large shipping and tourism industries.

Most Popular Remote Roles

Greece produces a strong pipeline of multilingual, technically skilled professionals, particularly in software development, data, and digital services. According to data from the ERGANI employment system, remote and hybrid roles have grown significantly, with technology, customer support, finance, and content creation leading demand.

Senior developers in Athens can earn €50,000 to €70,000 annually, with many companies offering fully remote arrangements.

Here are the top 10 most popular remote roles in Greece:

  • Software Developer: €26,000 to €50,000/year | Tech, Software
  • Customer Service Representative:  €14,000 to €22,000/year | Retail, Support Services
  • Data Analyst: €18,000 to €36,000/year | Data, Analytics
  • Digital Marketer: €18,000 to €30,000/year | Marketing, E-commerce
  • Cybersecurity Specialist: €28,000 to €50,000/year | Tech, Security
  • Content Writer/Editor: €14,000 to €26,000/year | Media, Publishing
  • UX/UI Designer: €20,000 to €38,000/year | Design, Tech
  • Project Manager: €24,000 to €42,000/year | Business Operations, IT
  • Accountant: €16,000 to €28,000/year | Finance, Accounting
  • DevOps Engineer: €28,000 to €55,000/year | Tech, Cloud

These roles are in high demand across Athens, Thessaloniki, and remote-first international companies hiring Greek talent.

Salary Data

Average monthly gross salaries for common roles in Greece:

  • Software Developer:  €1,400 to €2,200/month
  • Data Scientist / AI Engineer:  €1,800 to €3,200/month
  • Marketing Manager:  €1,400 to €2,200/month
  • UX Designer:  €1,300 to €2,000/month
  • Cybersecurity Specialist:  €1,800 to €3,000/month
  • Project Manager:  €1,400 to €2,100/month
  • Data Analyst:  €1,200 to €1,800/month
  • Accountant:  €1,100 to €1,800/month

The average gross monthly salary in Greece is approximately €1,440 in 2026, according to ERGANI employment data. The minimum wage is €920 per month as of April 2026, increased from €880 following the government's annual review.

Employing in Greece

Understanding Greek labor laws is essential for hiring local employees. Employers must address bonuses, leaves, allowances, and compliance with Greek labor regulations, EFKA social security obligations, and the AADE tax authority. Key areas include employment contracts, holidays, leaves, payroll, taxes, benefits, and offboarding.

Employee Contract

Employment contracts are strongly recommended in writing and must include job scope, hours, salary, overtime terms, and shift arrangements. Fixed-term contracts cannot be used for permanent work under Greek law. Probation periods can last up to six months, during which no notice period or severance applies. Contracts must align with any applicable collective labor agreement (CLA) for the relevant sector.

Public Holidays 2025

  • January 1:  New Year's Day | National Holiday
  • January 6:  Epiphany (Theophany) | National Holiday
  • March 3:  Clean Monday (Kathara Deftera) | National Holiday
  • March 25:  Independence Day (Greek National Day) | National Holiday
  • April 18:  Orthodox Good Friday | National Holiday
  • April 20:  Orthodox Easter Sunday | National Holiday
  • April 21:  Orthodox Easter Monday | National Holiday
  • May 1:  Labour Day | National Holiday
  • June 9:  Orthodox Whit Monday (Holy Spirit Day) | National Holiday
  • August 15:  Assumption of the Virgin Mary | National Holiday
  • October 28:  Oxi Day (National Holiday) | National Holiday
  • December 25:  Christmas Day | National Holiday
  • December 26:  Synaxis of the Theotokos (Second Day of Christmas) | National Holiday

Employee Leaves

  • Annual Leave:  20 working days (5-day workweek) or 24 working days (6-day workweek) after 12 months of service; increases with tenure up to 26 days | Mandatory: Yes
  • Maternity Leave:  17 weeks (119 calendar days) paid; 8 weeks prenatal, 9 weeks postnatal | Mandatory: Yes
  • Special Maternity Leave:  Additional 6 months after basic maternity leave, paid at statutory minimum wage by OAED | Mandatory: Yes
  • Paternity Leave:  14 working days with full pay, mandatory from day one of employment | Mandatory: Yes
  • Parental Leave:  4 months unpaid per parent, non-transferable, usable until child reaches age 8 | Mandatory: Yes
  • Sick Leave:  Paid sick leave with valid medical certificate; employer pays first 15 days (or 1 month after one year of service); EFKA covers the remainder | Mandatory: Yes

Probation periods vary by employer policy, and leave compliance follows Greek labor law and applicable CLAs.

Payroll in Greece

The payroll cycle is monthly. The national minimum wage is €920 per month as of April 2026 (white-collar workers), or €41.00 per day for blue-collar workers. Overtime is compensated at a minimum of 140% of the regular hourly wage for the first two hours; higher rates apply for additional overtime or work on public holidays. The annual overtime cap is 150 hours. Greek labor law also mandates a 13th month (Christmas bonus) and 14th month equivalent (Easter and summer allowances).

Payroll Tax (EFKA Social Security Contributions)

  • Standard employees:  Employee: 13.87% | Employer: 21.79% | Combined: 35.16%
  • Monthly earnings cap (2026):  €7,761.94 (contributions not due above this threshold)
  • Blue-collar workers in hazardous roles:  Employee: 16.82% | Employer: 32.43%

Employee Income Tax

Income tax rates under Law 5246/2025, effective January 1, 2026. The solidarity surcharge remains suspended for private sector employees through 2026.

  • €0 to €10,000:  9%
  • €10,001 to €20,000:  22%
  • €20,001 to €30,000:  28%
  • €30,001 to €40,000:  36%
  • Above €40,000:  44%
Note: A tax credit of up to €777 applies for lower-income earners. Workers under 25 benefit from a 0% rate on income up to €20,000. Greece also offers a 50% income tax exemption for up to 7 years for qualified professionals relocating to Greece from abroad.

VAT

Standard VAT rate is 24%. A reduced rate of 13% applies to basic necessities. A super-reduced rate of 6% applies to certain goods and services. Island rates apply a further 30% reduction.

13th Month Pay

Mandatory under Greek law. Employees receive:

  • A full month's salary at Christmas
  • Half a month's salary at Easter
  • Half a month's salary during the summer vacation period

These payments are in addition to the base monthly salary and cannot be replaced by non-cash benefits.

Employee Benefits

  • EFKA (Unified Social Insurance Fund) coverage: pensions, healthcare, unemployment
  • Statutory sick pay
  • Statutory maternity and paternity pay
  • 13th and 14th month salary bonuses (mandatory)
  • Paid annual leave (20 to 26 days depending on tenure)
  • Public holiday entitlements (13 national holidays)
  • Private health insurance (commonly offered by employers)
  • Supplementary pension schemes (voluntary)

Employee Offboarding

Notice periods in Greece depend on length of service: no notice is required during the first year of employment. After one year, notice extends to one month; after three years to two months; after six years to three months; and after ten years to four months. Statutory severance pay applies upon dismissal and is calculated based on length of service. Proper termination procedures must follow Greek labor law and, where applicable, collective agreements, or employers may face administrative penalties from the Greek Labour Inspectorate (SEPE).

Visa and Immigration

Non-EU/EEA workers require a work visa or residence permit to work in Greece. Sponsorship by a Greek employer is typically required, involving registration with EFKA and compliance with local hiring procedures. Greece also offers a Digital Nomad Visa (introduced under Law 4825/2021, updated 2023) for remote workers employed by non-Greek companies, requiring proof of at least €3,500 per month in remote income. Digital nomads who become tax residents can benefit from a 50% income tax exemption for up to seven years. EU and EEA citizens do not require work permits and are free to live and work in Greece.

What Is Rise's Greece EOR?

Rise acts as the legal employer for your Greece-based team members, managing payroll, compliance, and benefits on your behalf through Rise Works GRE ΜΟΝΟΠΡΟΣΩΠΗ ΙΚΕ, Rise's owned Greek entity registered in Piraeus. You direct the employees' day-to-day work, while Rise handles the rest.

Automated Greece Onboarding

Hire full-time employees anywhere in Greece through Rise's owned Greek entity. Our automated onboarding workflow manages contracts, EFKA registration, AADE tax enrollment, and payroll setup, ensuring every hire is compliant from day one.

Compliant Employment Agreements

Stay fully compliant with Greek labor law, including the Civil Code employment framework, EFKA contribution obligations, and applicable sector collective labor agreements (CLAs). Rise's legal and compliance experts handle employment agreements, background checks, and worker classification, helping you avoid penalties from the Greek Labour Inspectorate (SEPE) or tax authority (AADE).

Competitive Greece Benefits Packages

Attract skilled Greek talent with mandatory 13th and 14th month salary payments, private health insurance, paid annual leave, and pension contributions. We also offer crypto-friendly benefits programs for companies that want to integrate digital assets into their compensation strategy.

Hybrid Payroll Flexibility

Pay employees in EUR, stablecoins, or cryptocurrencies, all through Rise's hybrid payroll system. Your team gets paid how they prefer, and Rise ensures tax compliance and proper reporting to Greek authorities. With Rise Earn, workers holding idle USDC can earn yield via Aave's USDC lending pools on Arbitrum, with no deposit or holding fees.

Tax & Compliance, Fully Managed

Rise handles:

  • EFKA social security contributions (21.79% employer, 13.87% employee)
  • AADE income tax withholding and monthly filings
  • Mandatory 13th and 14th month bonus calculations and payments
  • Greek-compliant employment contracts and collective agreement adherence
  • Statutory leave entitlements: annual leave, maternity, paternity, sick leave
  • GDPR compliance and Greek data protection obligations

You stay compliant across all Greek regions without registering your own entity.

Why Use Rise's Greece EOR?

  • Hire full-time employees anywhere in Greece, instantly
  • Avoid the cost and complexity of setting up a Greek entity
  • Ensure correct EFKA registration and AADE compliance from day one
  • Offer competitive benefits including mandatory 13th and 14th month pay
  • Stay compliant with all Greek labor laws and applicable CLAs
  • Save time: Rise automates onboarding, payroll, and filings

Stablecoin Payroll for Greece Employees

Rise supports stablecoin payroll, allowing payments in USDC, USDT, or other assets. This is fully compliant, with contracts and filings denominated in EUR. Employees can opt for partial or full crypto payments, and employers can fund payroll via fiat or crypto.

How to Onboard Employees From Greece to Rise EOR

Here's a step-by-step breakdown of how a company would onboard full-time employees using the Rise Employer-of-Record (EOR) service.

1. Engagement & Setup

The company engages Rise's EOR service for Greece. Rise operates through its owned Greek entity (Rise Works GRE ΜΟΝΟΠΡΟΣΩΠΗ ΙΚΕ, registered in Piraeus), so you can legally employ in Greece without establishing your own company. You provide Rise with your headcount, start dates, compensation details, job roles, and employment terms. Rise configures the employment contract template and all required Greek compliance checks.

2. Candidate/Employee Onboarding Initiation

You identify the hire and enter the new employee details into Rise: name, start date, job title, compensation, work location, etc. Rise triggers the onboarding workflow: electronic offer letter, contract generation, EFKA registration paperwork, AADE tax enrollment forms, and local statutory documentation. The employee receives a digital onboarding packet: contract, benefits information, tax forms, and personal data collection.

3. Employment Contract & Compliance

Rise generates a locally compliant Greek employment agreement under the Rise Greek entity, in compliance with Greek labor law and any applicable CLA. They handle EFKA enrollment on day one of employment, income tax withholding setup, and statutory benefit configuration. The employee signs the contract electronically via Rise. You, as the hiring company, manage the day-to-day direction of the employee, while Rise is the legal employer.

4. System Provisioning & Internal Setup

Once the employee is in the system, Rise automates provisioning: payroll enrollment, benefits enrollment, and IT access if relevant. Employee data flows into payroll, HRIS, and benefits modules. No separate systems needed.

5. First Payroll & Benefits

Rise runs payroll for the employee via the Greek entity: calculates gross to tax to net, deducts EFKA contributions and income tax, pays in EUR, and remits all statutory obligations to EFKA and AADE. Benefits enrollment is triggered: statutory entitlements (EFKA, sick pay, annual leave) and any company-offered benefits (private health insurance, etc.).

6. Ongoing HR/Payroll/Compliance Management

Future changes (salary adjustments, job changes, 13th/14th month calculations, location changes) are handled in the unified system. Rise continuously monitors Greek labor law updates, CLA changes, and EFKA rate adjustments, mitigating compliance risk. Offboarding or termination is also managed via the platform under Greek employment law.

EOR Employee Onboarding Checklist

Phase 1: Pre-Onboarding Preparation

Goal: Collect all necessary info before initiating EOR setup in Rise.

  • Define job details (job title, role description, department, reporting manager; employment type: full-time under EOR; compensation details: salary in EUR, payment frequency, 13th/14th month expectations).
  • Verify country eligibility (confirm Rise supports EOR in Greece via owned entity; check local employment requirements: minimum wage €920/month, statutory benefits, EFKA obligations, applicable CLA).
  • Confirm headcount and budget (ensure internal approval and budget allocation including EFKA employer contributions of 21.79%; determine start date and probation period up to 6 months).
  • Prepare offer details (draft offer terms: base salary, benefits, working hours, annual leave, 13th/14th month pay, contract type; decide who sends the offer: you or Rise).
  • Collect employee information (full legal name, address, email, phone number; national ID or passport; Greek AFM tax number if available; AMKA social security number if available; emergency contact details).

Phase 2: Setup & Compliance

Goal: Rise sets up the employee in the system and ensures legal compliance.

  • Create the employee profile in Rise (enter employee data: name, email, start date, role, salary, currency; assign to Greek EOR entity).
  • Generate employment contract (Rise creates a locally compliant Greek contract; review terms and confirm approval before sending to the employee).
  • Handle compliance setup (verify right-to-work documentation; Rise registers the employee with EFKA on day one; configures AADE income tax withholding and social contributions; confirms compliance with GDPR and Greek data protection law).
  • Send contract and onboarding documents (Rise sends e-signature contract and legal forms to the employee; employee signs electronically).
  • Assign internal onboarding contacts (hiring manager; HR contact/onboarding coordinator; IT/equipment contact if applicable).

Phase 3: Employee Activation

Goal: Ensure the new hire is active in Rise and ready to begin work.

  • Add to payroll (Rise enrolls the employee in payroll under the Greek EOR entity; verify AFM tax number, AMKA social security number, and bank details; confirm pay date and monthly payroll cycle).
  • Set up benefits (employee completes benefits enrollment through Rise; confirm EFKA statutory coverage and any optional private health insurance).
  • Provision equipment and access (order or ship devices if remote; set up software accounts and permissions; use Rise device management if applicable).
  • Add to HR systems and workflows (assign onboarding tasks inside Rise: document uploads, training, intro calls; add employee to company org chart and communication tools).
  • Schedule welcome call (conduct first-day orientation; introduce manager, team, and company culture).

Phase 4: Post-Onboarding & Ongoing Management

Goal: Maintain compliance and ensure smooth ongoing HR operations.

  • Verify first payroll (confirm salary, EFKA contributions, income tax, and net pay processed correctly; ensure EUR payment is received).
  • Track probation period (add reminders for probation review up to 6 months; note no notice or severance applies during probation).
  • Monitor compliance updates (Rise will notify you of any Greek labor law, EFKA rate, or CLA changes; ensure updates to compensation or contracts as needed).
  • Manage 13th and 14th month payments (Rise calculates and processes Christmas bonus, Easter allowance, and summer allowance on the correct statutory schedule).
  • Maintain employee records (store contracts, IDs, EFKA registration, and compliance documents securely in Rise; keep all changes updated: address, dependents, salary).
  • Plan offboarding if needed (follow Rise's local termination procedure for Greek EOR hires; manage statutory notice periods, severance calculations, final pay, and EFKA deregistration).

FAQs:

1. How does Rise help my company legally hire employees in Greece?

Rise acts as the Employer of Record through its owned Greek entity (Rise Works GRE ΜΟΝΟΠΡΟΣΩΠΗ ΙΚΕ), allowing your company to hire full-time employees in Greece without establishing a local company. Rise handles employment contracts, EFKA registration, AADE tax withholding, and statutory benefits, while you retain full control over the employee's day-to-day work.

2. What information do I need to provide before onboarding a new employee in Greece?

Before onboarding, you'll share the employee's job title, compensation, start date, and employment terms. You'll also need the employee's full legal name, Greek AFM tax number, and AMKA social security number if available. Rise will guide you through gathering any remaining statutory documents during the onboarding workflow.

3. What does Rise handle during the onboarding process in Greece?

Rise manages the entire end-to-end onboarding workflow, including: generating a locally compliant Greek employment contract; EFKA registration on the employee's first day; AADE tax enrollment; payroll and benefits setup; and collection of all statutory documentation. You simply approve the offer details, Rise takes care of the rest.

4. How are payroll and benefits managed after the employee is onboarded?

Once active, Rise runs monthly payroll through the Greek EOR entity: calculates gross pay, deducts EFKA contributions (13.87% employee) and income tax, pays the employee in EUR, and remits all employer EFKA contributions (21.79%) and tax filings to the relevant Greek authorities. Rise also manages the mandatory 13th month Christmas bonus and the Easter and summer allowances on the correct statutory schedule.

5. Can I pay my Greek team in stablecoins or cryptocurrency?

Yes. Rise supports crypto and stablecoin salary payments, allowing employers to pay in USDC, USDT, or other supported assets. Employment contracts and tax filings remain EUR-denominated for compliance with AADE and Greek labor law. Employees choose how they receive their pay at the withdrawal layer.

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