{"id":48707,"date":"2026-07-19T12:00:39","date_gmt":"2026-07-19T09:00:39","guid":{"rendered":"https:\/\/koumentakislaw.gr\/articles\/isotita-amoivon-misthologiki-diafaneia-n5316-2026\/"},"modified":"2026-09-02T20:41:11","modified_gmt":"2026-09-02T17:41:11","slug":"equal-pay-pay-transparency-law-5316-2026","status":"publish","type":"post","link":"https:\/\/koumentakislaw.gr\/en\/articles\/equal-pay-pay-transparency-law-5316-2026\/","title":{"rendered":"Equal Pay and Pay Transparency: What Changes for Businesses under the Recent Law (Law 5316\/2026)"},"content":{"rendered":"

The publication of Law 5316\/2026 (Government Gazette A\u0384 105\/6.7.2026), which transposed Directive (EU) 2023\/970 into the Greek legal order, does not introduce the principle of equal pay from scratch. This principle is already enshrined in Article 22 \u00a71 of the Constitution, Article 157 of the Treaty on the Functioning of the European Union and the Labour Law Code. The substantive change lies elsewhere: equal pay ceases to operate primarily as a general prohibition of discrimination, the breach of which must be proven retrospectively, and is transformed into an organised system of pay transparency, documentation, monitoring and accountability. For businesses, therefore, the new framework does not merely constitute yet another obligation for the human resources department. It affects job design, pay scales, recruitment, reward systems, promotions, individual negotiations and, ultimately, the way in which management justifies every material difference in pay.<\/p>\n

Who Is Covered by the New Framework<\/strong><\/h2>\n

The basic obligations apply, in principle, to all employers in the public and private sectors and to all employees falling within the scope of labour legislation. Specific provisions also apply to job applicants. The size of the business mainly affects periodic reporting obligations and certain individual requirements; it does not, however, exempt smaller businesses from the principle of equal pay, transparency in recruitment or employees\u2019 right to information (Articles 3\u201310 of Law 5316\/2026; Articles 2 and 5\u20138 of Directive 2023\/970).<\/p>\n

The concept of \u201cpay\u201d is also broad. It includes not only basic salary, but every direct or indirect consideration in cash or in kind: variable remuneration, allowances, commissions, bonuses, benefits, occupational pension contributions and any other component connected with the work performed. Accordingly, it is not sufficient for a business to compare contractual salaries; it must examine the total economic value of the remuneration\/benefits package.<\/p>\n

Same Work and Work of Equal Value<\/strong><\/h2>\n

Perhaps the most critical element of the law is that the comparison is not limited to employees with the same job title or the same job description. It also examines whether different jobs are of equal value. Their value is assessed on the basis of objective and gender-neutral criteria, including, indicatively, the skills required, effort, responsibility, working conditions and educational and professional requirements. The weighting of these criteria must correspond to the actual characteristics of the work and not to stereotypes or historical practices (Article 8 of Law 5316\/2026 and Article 37 of the Labour Law Code; Article 4 of Directive 2023\/970).<\/p>\n

The law does not require everyone to be paid the same. Differences may be justified by experience, performance, seniority, specialised knowledge, increased responsibility or other genuine and verifiable factors. What is restricted is undocumented discretion. The argument that a salary \u201cwas individually negotiated\u201d or that \u201cthis is how the market has always operated\u201d no longer constitutes, in itself, a safe objective justification.<\/p>\n

Particular attention is required in groups of companies. Where pay conditions are determined by a single source, such as central management or a common system of pay grades, the comparison may extend beyond the boundaries of each individual company. This makes consistency between local and group-wide policies necessary.<\/p>\n

Transparency Before Recruitment<\/strong><\/h2>\n

The first practical change arises even before the employment contract is concluded. The employer is required to disclose to the candidate the initial pay or pay range for the position and, where applicable, the relevant collective arrangement.<\/p>\n

The information must be provided in good time, so that transparent negotiation is possible, and in any event before the interview, in accordance with the more specific provisions of the new institutional framework.<\/p>\n

At the same time, seeking information on the candidate\u2019s previous remuneration is prohibited, while job advertisements, job titles and the recruitment process must be gender-neutral (Article 9 of Law 5316\/2026 and Article 41 of the Labour Law Code; Article 5 of Directive 2023\/970).<\/p>\n

The prohibition on asking about salary history seeks to prevent past inequalities from being carried over into the new employment relationship. The remuneration offered must be based on the value of the position and the candidate\u2019s objective qualifications, not on the amount of their previous salary.<\/p>\n

Information Rights During Employment<\/strong><\/h2>\n

Employers are required to make accessible the criteria used to determine pay, pay levels and pay progression. A limited exception is provided for employers with fewer than fifty employees regarding disclosure of the criteria for pay progression, but not from the equal pay obligation itself.<\/p>\n

Every employee may request, in writing, information on their individual pay level and on the average pay levels, broken down by sex, of employees performing the same work or work of equal value.<\/p>\n

The response must be provided in writing, in an understandable manner and within two months. In addition, the employer must inform employees at least once a year not only of the existence of this right but also of the procedure for exercising it (Article 10 of Law 5316\/2026 and Article 56A of the Labour Law Code; Articles 6\u20137 of Directive 2023\/970).<\/p>\n

Confidentiality clauses or internal rules may not prevent an employee from disclosing their pay where they act in the context of enforcing the principle of equal pay. This does not mean that every confidentiality obligation is abolished; it means that confidentiality may not be used as a mechanism for concealing potential discrimination.<\/p>\n

Reporting and Joint Pay Assessment<\/strong><\/h2>\n

Employers with at least one hundred employees are subject to periodic reporting obligations concerning the gender pay gap.<\/p>\n

Employers with 250 or more employees must submit the relevant information by 7 June 2027 and annually thereafter.<\/p>\n

Those employing between 150 and 249 employees must report by the same date and then every three years.<\/p>\n

For employers with 100 to 149 employees, the first deadline is 7 June 2031, with reporting repeated every three years.<\/p>\n

The information concerns, among other things, the average and median pay gap, variable components of remuneration, pay quartiles and individual categories of employees (Article 11 of Law 5316\/2026 and Article 56B of the Labour Law Code; Article 9 of Directive 2023\/970).<\/p>\n

If a difference of at least 5% is identified within a category of employees, which is not justified on the basis of objective, gender-neutral criteria and is not remedied within six months, a joint pay assessment with employee representatives is triggered.<\/p>\n

Where a trade union organisation exists, its lawful representatives participate in the process. Where none exists, employees are represented, under the statutory default arrangement, by the three employees with the longest service in the business, unless another form of representation is selected.<\/p>\n

The participation of representatives is substantive: it concerns the analysis of the differences, the assessment of their causes and the design and monitoring of corrective measures.<\/p>\n

The 5% threshold does not constitute a lawful margin of tolerance. A smaller difference may amount to discrimination at individual level; the threshold merely triggers the specific collective procedure (Article 12 of Law 5316\/2026 and Article 56C of the Labour Law Code; Article 10 of Directive 2023\/970).<\/p>\n

Penalties and Evidentiary Risk<\/strong><\/h2>\n

The new framework materially strengthens legal protection.<\/p>\n

An affected employee may claim full compensation, including differences in pay, related benefits, interest and monetary compensation, without a predetermined upper limit.<\/p>\n

At the same time, failure to comply with transparency obligations may shift to the employer the burden of proving that no pay discrimination occurred.<\/p>\n

Administrative penalties, compliance orders, protection against retaliation and enhanced powers of the Labour Inspectorate and the Greek Ombudsman are also provided for (Articles 15\u201327 of Law 5316\/2026 and Articles 44, 52\u201355, 567A, 570A and 573 of the Labour Law Code; Articles 16\u201323 of Directive 2023\/970).<\/p>\n

Compliance with Law 5316\/2026 is not exhausted by preparing a future report. It presupposes that the business knows which jobs are the same or of equal value, has an objective pay architecture, documents differences and can consistently explain its decisions.<\/p>\n

The new era does not abolish meritocracy or business discretion; it does, however, require that such discretion be exercised on the basis of rules, data and evidence.<\/p>\n

In the next article of this series, we will attempt to provide a practical\u2014and useful\u2014guide for businesses.<\/p>\n

 <\/p>\n

\u03a3\u03c4\u03b1\u03cd\u03c1\u03bf\u03c2 \u039a\u03bf\u03c5\u03bc\u03b5\u03bd\u03c4\u03ac\u03ba\u03b7\u03c2<\/a><\/p>\n

Managing Partner<\/p>\n

Koumentakis and Associates Law Firm<\/p>\n","protected":false},"excerpt":{"rendered":"

The publication of Law 5316\/2026 (Government Gazette A\u0384 105\/6.7.2026), which transposed Directive (EU) 2023\/970 into the Greek legal order, does not introduce the principle of equal pay from scratch. This principle is already enshrined in Article 22 \u00a71 of the Constitution, Article 157 of the Treaty on the Functioning of the European Union and the […]<\/p>\n","protected":false},"author":5,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[5],"tags":[1376,1398,201,1373,1395,1387,1380,1306,1394,1375,1396,1307,1397,1392,1388],"class_list":["post-48707","post","type-post","status-publish","format-standard","hentry","category-articles","tag-directive-eu-2023-970","tag-employee-rights","tag-employer-obligations","tag-equal-pay","tag-equal-pay-and-pay-transparency","tag-equal-pay-for-equal-work","tag-gender-pay-gap","tag-greek-employment-law","tag-joint-pay-assessment","tag-law-5316-2026","tag-pay-reporting","tag-pay-transparency","tag-pay-transparency-directive","tag-recruitment-transparency","tag-work-of-equal-value"],"acf":[],"yoast_head":"\nEqual Pay & Pay Transparency: What Law 5316\/2026 Changes - Koumentakis & Associates<\/title>\n<meta name=\"description\" content=\"\u0397 \u03b9\u03c3\u03cc\u03c4\u03b7\u03c4\u03b1 \u03b1\u03bc\u03bf\u03b9\u03b2\u03ce\u03bd \u03ba\u03b1\u03b9 \u03b7 \u03bc\u03b9\u03c3\u03b8\u03bf\u03bb\u03bf\u03b3\u03b9\u03ba\u03ae \u03b4\u03b9\u03b1\u03c6\u03ac\u03bd\u03b5\u03b9\u03b1 \u03bc\u03b5 \u03c4\u03bf\u03bd \u03bd. 5316\/2026: \u03bd\u03ad\u03b5\u03c2 \u03c5\u03c0\u03bf\u03c7\u03c1\u03b5\u03ce\u03c3\u03b5\u03b9\u03c2 \u03b3\u03b9\u03b1 \u03c0\u03c1\u03bf\u03c3\u03bb\u03ae\u03c8\u03b5\u03b9\u03c2, \u03b5\u03bd\u03b7\u03bc\u03ad\u03c1\u03c9\u03c3\u03b7 \u03b5\u03c1\u03b3\u03b1\u03b6\u03bf\u03bc\u03ad\u03bd\u03c9\u03bd \u03ba\u03b1\u03b9 \u03bc\u03b9\u03c3\u03b8\u03bf\u03bb\u03bf\u03b3\u03b9\u03ba\u03ac \u03b4\u03b5\u03b4\u03bf\u03bc\u03ad\u03bd\u03b1.Equal pay and pay transparency under Law 5316\/2026: recruitment rules, employee information rights, pay gap reporting, joint assessments and employer obligations.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/koumentakislaw.gr\/en\/articles\/equal-pay-pay-transparency-law-5316-2026\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Equal Pay & Pay Transparency: What Law 5316\/2026 Changes - Koumentakis & Associates\" \/>\n<meta property=\"og:description\" content=\"\u0397 \u03b9\u03c3\u03cc\u03c4\u03b7\u03c4\u03b1 \u03b1\u03bc\u03bf\u03b9\u03b2\u03ce\u03bd \u03ba\u03b1\u03b9 \u03b7 \u03bc\u03b9\u03c3\u03b8\u03bf\u03bb\u03bf\u03b3\u03b9\u03ba\u03ae \u03b4\u03b9\u03b1\u03c6\u03ac\u03bd\u03b5\u03b9\u03b1 \u03bc\u03b5 \u03c4\u03bf\u03bd \u03bd. 5316\/2026: \u03bd\u03ad\u03b5\u03c2 \u03c5\u03c0\u03bf\u03c7\u03c1\u03b5\u03ce\u03c3\u03b5\u03b9\u03c2 \u03b3\u03b9\u03b1 \u03c0\u03c1\u03bf\u03c3\u03bb\u03ae\u03c8\u03b5\u03b9\u03c2, \u03b5\u03bd\u03b7\u03bc\u03ad\u03c1\u03c9\u03c3\u03b7 \u03b5\u03c1\u03b3\u03b1\u03b6\u03bf\u03bc\u03ad\u03bd\u03c9\u03bd \u03ba\u03b1\u03b9 \u03bc\u03b9\u03c3\u03b8\u03bf\u03bb\u03bf\u03b3\u03b9\u03ba\u03ac \u03b4\u03b5\u03b4\u03bf\u03bc\u03ad\u03bd\u03b1.Equal pay and pay transparency under Law 5316\/2026: recruitment rules, employee information rights, pay gap reporting, joint assessments and employer obligations.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/koumentakislaw.gr\/en\/articles\/equal-pay-pay-transparency-law-5316-2026\/\" \/>\n<meta property=\"og:site_name\" content=\"Koumentakis & Associates\" \/>\n<meta property=\"article:published_time\" content=\"2026-07-19T09:00:39+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-09-02T17:41:11+00:00\" \/>\n<meta name=\"author\" content=\"\u03a3\u03c4\u03b1\u03cd\u03c1\u03bf\u03c2 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\u03b4\u03b5\u03b4\u03bf\u03bc\u03ad\u03bd\u03b1.Equal pay and pay transparency under Law 5316\/2026: recruitment rules, employee information rights, pay gap reporting, joint assessments and employer obligations.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/koumentakislaw.gr\/en\/articles\/equal-pay-pay-transparency-law-5316-2026\/","og_locale":"en_US","og_type":"article","og_title":"Equal Pay & Pay Transparency: What Law 5316\/2026 Changes - Koumentakis & Associates","og_description":"\u0397 \u03b9\u03c3\u03cc\u03c4\u03b7\u03c4\u03b1 \u03b1\u03bc\u03bf\u03b9\u03b2\u03ce\u03bd \u03ba\u03b1\u03b9 \u03b7 \u03bc\u03b9\u03c3\u03b8\u03bf\u03bb\u03bf\u03b3\u03b9\u03ba\u03ae \u03b4\u03b9\u03b1\u03c6\u03ac\u03bd\u03b5\u03b9\u03b1 \u03bc\u03b5 \u03c4\u03bf\u03bd \u03bd. 5316\/2026: \u03bd\u03ad\u03b5\u03c2 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