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Employer of record in Greece
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Greece Fast Facts
Download our guide to hiring in Greece.
Hiring in Greece
By hiring in Greece, companies around the world are able to access a workforce that’s both highly skilled and cost-effective. But it’s important to understand Greece’s labor laws before expanding there. While Greece’s labor regulations were once relatively fragmented, they were consolidated and updated in 2025. The resulting Law 5239/2025 was codified by Presidential Decree 62/2025.
With this legislation now in effect, employers must have access to specialized, up-to-date knowledge to ensure they’re in compliance. With expert guidance on these regulatory issues — and cultural norms and hiring best practices — you can employ workers in Greece with confidence.
Relying on an employer of record (EOR) in Greece
An employer of record (EOR) provides an easier way for organizations to hire and pay local talent in Greece. Because of its in-country presence, the EOR can employ the workers a company needs and lease them to that company, taking care to comply with Greece’s labor laws. As a result, the organization doesn’t have to establish a legal presence or manage compliance in Greece.
The EOR can hire and onboard employees in as little as two weeks and manage ongoing responsibilities such as payroll, benefits, and taxes. A full-service EOR can also manage recruitment. Together, these EOR services significantly reduce the administrative burden for an organization.
Visit our Employer of Record services page to learn how we can help you meet your international employment needs in Greece.
Disclaimer: The information provided on or through this website is for informational purposes only and does not constitute legal or professional advice. Safeguard Global does not make any representations or warranties, and expressly disclaims any liability arising from or concerning the information contained herein, including the lost essence, interpretation, accuracy and/or completeness of the information and language translation. Laws and regulations may change and interpretations may vary. You are encouraged to seek professional or legal advice to address any issues, questions or matters arising from the information contained herein.
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