Is job evaluation required by law in Greece?

What Greece's law requires

Greece's equal pay principle outranks most of Europe's — it is constitutional. Article 22(1) of the Greek Constitution entitles all workers, irrespective of sex or other distinctions, to equal pay for work of equal value, a guarantee elaborated by labour legislation and equality law and reinforced by directly applicable Article 157 TFEU. Greek courts have applied the equal-value principle across decades of pay disputes, including the long line of cases dismantling discriminatory allowances and collective agreement classifications.

What sits beneath the lofty principle is the familiar regional gap: no statutory factor list, no prescribed evaluation method, no proactive reporting. And Greece reached the EU Pay Transparency Directive's 7 June 2026 deadline with no published transposition draft, joining the silent group of member states.

Who must comply

The constitutional and statutory guarantees bind all employers, with claims through the civil courts and the Labour Inspectorate, and the Greek Ombudsman handling equal treatment complaints. The transposed Directive will add recruitment pay transparency for everyone, gender pay gap reporting phasing in from 100+ employees, and joint pay assessments where categories show unexplained gaps of 5% or more.

Enforcement and recent developments

Greek pay structures lean heavily on sectoral and enterprise collective agreements, statutory allowances, and seniority scales — architectures that rank jobs by classification custom rather than measured demands. The Directive's unit of account, categories of workers performing work of equal value built on skills, effort, responsibility, and working conditions, is therefore new construction for most Greek employers, and the absent draft only compresses the eventual timeline. The constitutional pedigree of the Greek principle adds a domestic dimension: once category-level gap data exists, Article 22(1) gives Greek claimants an unusually strong hook to litigate what the data reveals.

How point-factor job evaluation supports compliance

• From classification custom to measured value — Greek grading traditions encode history; the Directive requires categories built from job demands. Factor-based evaluation performs the conversion and documents it.
• Constitution-grade claims — equal-value litigation under Article 22(1) compares jobs on their substance. Scored relativities are the employer's analytical answer.
• Allowance hygiene — Greece's allowance-rich pay packets complicate category gap math; value-based structure plus clean justification records keep reported gaps explainable.
• Late-start compression — with no draft published, the eventual Greek deadlines will be tight. Evaluation work done now is the part that can't be rushed later.

Greece promised equal pay for equal value at the constitutional level half a century ago. The Directive finally demands the arithmetic — and that arithmetic is job evaluation.

The law

Official tools and downloads for Greece

Government-published job evaluation tools, guides, and templates — each links directly to the official source.

Frequently asked questions

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