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Greece gives your company access to well-educated, EU-based talent at generally lower costs than many Western European markets. Your total hiring cost combines gross salary with mandatory employer social security contributions to eEFKA and related funds, plus any benefits your company adds on top.
Below are average monthly costs for popular roles in 2026, combining typical market salaries in Athens and other large cities with Greece's standard employer social security contributions of roughly 22% of gross salary (subject to ceilings). Figures are estimates, not legal requirements, and will vary by seniority, sector, and current EUR-USD exchange rates. USD amounts assume EUR 1 ≈ USD 1.10 and are rounded.
- Software Engineer:
Average salary €2,400 (≈ USD 2,640) + employer contributions €530 (≈ USD 585) = Estimated Total Monthly Cost €2,930 (≈ USD 3,225). Costs are higher for senior engineers, cloud or data specialists, and roles in multinational tech hubs, while junior or support positions may sit below this range. - Product Manager:
Average salary €2,900 (≈ USD 3,190) + employer contributions €640 (≈ USD 705) = Estimated Total Monthly Cost €3,540 (≈ USD 3,895). Product roles tied to international SaaS, fintech, or high-growth startups often command premiums and may include performance bonuses or equity. - Marketing Specialist:
Average salary €1,600 (≈ USD 1,760) + employer contributions €350 (≈ USD 385) = Estimated Total Monthly Cost €1,950 (≈ USD 2,145). Digital marketers with strong performance, SEO, or paid-media skills can earn more, especially in export-oriented or tourism-related businesses. - Customer Support Representative:
Average salary €1,200 (≈ USD 1,320) + employer contributions €265 (≈ USD 290) = Estimated Total Monthly Cost €1,465 (≈ USD 1,610). Multilingual agents or night-shift staff serving international customers typically receive higher pay and may be eligible for shift or language allowances. - HR Manager:
Average salary €2,600 (≈ USD 2,860) + employer contributions €575 (≈ USD 635) = Estimated Total Monthly Cost €3,175 (≈ USD 3,495). HR leaders experienced in Greek labor law, collective agreements, and multinational environments can attract a premium, particularly in larger or heavily regulated organizations.
Figures may differ based on exact contribution calculations, sector-specific agreements, and your internal policies on bonuses, health coverage, allowances, and long-term incentives.
💡 Curious how much it would cost to hire your next role in Greece? Use our Salary Benchmarking Tool to get an instant, role-specific estimate - including taxes and compliance costs.
When you hire in Greece, salary is only part of your total cost. You also need to factor in employer social security contributions, paid leave entitlements, public holidays, notice and severance rules, and the common practice of paying statutory holiday and vacation bonuses.
In 2026, these items typically add around 22% in employer contributions on top of gross salary, plus the cost of the additional holiday and vacation payments that effectively increase annual cash compensation beyond twelve monthly salaries.
Leave and Paid Time Off
Full-time employees in Greece usually receive 20 working days of paid annual leave after one year of service, increasing with seniority. There are also around 12 paid public holidays widely observed, and employees have rights to paid maternity leave, statutory parental leave, and paid sick leave under specific conditions.
Mandatory Employer Contributions
Greek employers must contribute to eEFKA for pensions, healthcare, and other social insurance benefits, with standard private-sector rates around 22% of gross salary up to capped earnings. These contributions are on top of agreed salary and must be budgeted monthly, as late payments attract penalties and interest.
Probation and Notice Periods
In Greece, open-ended contracts commonly include a probation period of up to 12 months, during which termination rules are more flexible but still regulated. Beyond probation, statutory notice periods and severance obligations depend on employee tenure, increasing termination costs for longer-serving staff.
Compensation Structure and Bonuses
While a formal 13th-month salary is not separately mandated, Greek law provides for additional holiday and vacation bonuses that effectively raise annual pay above twelve monthly salaries. Many employers also offer performance bonuses or allowances, which you should treat as part of your total compensation cost when planning budgets.
Social Security and Tax Compliance
Employers in Greece must register with the tax authorities and eEFKA, withhold income tax and employee social security, and remit all amounts monthly through the prescribed electronic systems. Accurate calculations, timely filings, and year-end reporting are essential to avoid fines, especially for foreign companies unfamiliar with Greek rules.
Hiring and Engagement Models
If your company does not have a Greek legal entity, you can still hire talent in Greece by partnering with an Employer of Record that becomes the local legal employer. With a local entity, you hire directly but must manage contracts, payroll, and compliance in-house or via a local payroll provider.
Bring them on board seamlessly with Playroll. Our legal experts handle compliance so you don’t have to.
Book a DemoHere are six actionable ways to make your hiring strategy more cost-efficient – wherever you’re building your team.
- Plan Around Statutory Contribution Caps
Most countries set salary ceilings for mandatory employer contributions like pensions, healthcare, or unemployment insurance. Once an employee’s earnings exceed that cap, your contribution amount stays fixed. Mapping compensation bands against these limits before finalizing offers helps you remain competitive without paying unnecessary premiums. - Localize Benefits Strategically
Every market values different perks. Instead of applying a global benefits template, align packages to local expectations and cultural norms. In some regions, private healthcare or transport allowances are far more attractive than bonuses or extra paid leave. Prioritize what your team will value most and trim the rest – you’ll keep engagement high while reducing spend. - Consider an Employer of Record (EOR)
Running your own entity can be expensive – local payroll systems, tax filings, and compliance administration add up fast. Partnering with a trusted EOR like Playroll simplifies hiring anywhere in the world. We manage contracts, benefits, payroll, and compliance for you, all under one transparent monthly fee. It’s the easiest way to scale globally without unexpected costs or compliance risks. - Revisit Employment Contract Types and Terms
Not every role needs to be permanent or full-time. Many labor frameworks allow fixed-term or project-based contracts, which can offer both flexibility and cost control. Be intentional about probation periods, notice clauses, and renewal terms – clear definitions reduce risk and prevent costly disputes later. - Explore Cross-Border Hiring Options
If a role doesn’t require strict on-site presence, widen your search to include neighboring or lower-cost markets. With compliant hiring solutions, you can engage top talent in other countries while reducing salary and overhead costs – all without setting up additional legal entities. - Build Internal Mobility
Before recruiting new talent, look at who you already have. Upskilling or promoting existing employees can fill gaps faster and for less cost than external recruitment. This also boosts retention and engagement, since employees see clear career progression within your organization.
What is the average employer cost of hiring in Greece in 2026?
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In 2026, typical total employer costs in Greece for mid-level roles range roughly from €2,000 to €4,000 per month, including social security and holiday-related payments.
Are there regional or industry-specific variations in employer costs in Greece?
Employer costs in Greece vary by city and sector, with higher salaries common in Athens, Thessaloniki, and premium industries such as tech and finance.
What is the estimated timeline for hiring in Greece?
Hiring in Greece usually takes about four to eight weeks, with longer timelines for senior, technical, or multilingual roles due to extended interview processes and notice periods.
What factors impact the cost of hiring in Greece?
Total hiring cost in Greece depends on seniority, location, skills, and statutory charges such as social security and holiday bonuses, plus any extra benefits or incentives you provide.
How often do employment-cost rules change in Greece?
Greece reviews key employment-cost elements like social security and wage thresholds regularly, so employers should expect updates roughly annually and adjust payroll planning accordingly.
about the author
Jaime Watkins
Jaime is a content specialist at Playroll, specializing in global HR trends and compliance. With a strong background in languages and writing, she turns complex employment issues into clear insights to help employers stay ahead of the curve in an ever-changing global workforce.
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