Despite its constitutional guarantee, equal pay for equal work remains an ongoing challenge in the Greek labor market, as emphasized by the Minister of Labor and Social Security, Niki Kerameos, during the presentation of the new bill. The minister particularly highlighted the fact that gender pay gaps remain persistent and significant.
Ministry of Labor: key pillars of the bill to address the wage gap
The new regulatory framework aims to address gaps identified in specific professional sectors and age groups where pay differences are more pronounced. Ms. Kerameos clarified that the goal is not to impose uniform wages across the board, but to eliminate unjustified inequalities. At the same time, the bill protects workers by giving them the ability to appeal to relevant authorities or the courts in cases of unequal treatment.
The new bill, which is expected to be immediately put to public consultation before heading to Parliament, brings radical changes to the labor market. The regulations focus on recruitment transparency, eliminating the gender pay gap, and a significant pension reform for public health workers.
Transparency and ending discrimination during hiring
The bill introduces strict rules for employers starting from the personnel recruitment stage. Specifically, during the candidate selection process, the employer is required to:
- Disclose in advance the initial salary or salary range for the position to be filled.
- Provide clear information about the relevant Collective Labor Agreement, if one exists.
- Not request information regarding the candidate’s salary history and previous wages.
Basic Rule: The selection and hiring process must be completely gender-neutral and free from any kind of direct or indirect discrimination.
The right to equal pay and the concept of compensation
During the employment relationship, the right of every worker to equal pay when performing similar work or work of equal value is established. It’s worth noting that the concept of “compensation” includes not only basic salary, but all benefits, such as:
- bonuses,
- allowances,
- overtime pay,
- benefits in kind,
- occupational pensions.
What employees can request
Employees can request:
- their individual pay level,
- information about the average salary of men and women performing similar work or work of equal value, without the possibility of personal identification.
Mandatory internal pay gap audit
For companies and organizations, the following obligations apply:
- 250+ employees → annual audit,
- 150–249 employees → audit every 3 years,
- 100–149 employees → audit every 3 years from 2031.
The obligation also applies to public sector organizations.
What employees can do if they believe discrimination exists
Employees can:
- appeal to the courts,
- request data related to salary information,
- be represented by the Ombudsman or a trade union organization.
Inclusion of NHS & EKAB workers in hazardous and unhealthy work
- Nurses
- Nursing assistants
- Ambulance drivers & assistants
- Paramedics
Possibility of retirement at age 62
- At least 15 years of insurance
- Of which, 12 years in the specific specialties
