In a parliamentary session marked by intense political debate but also the recognition of a historical necessity, the Greek Parliament has given the "green light" to the Ministry of Labor's bill on pay equality between men and women. This legislative initiative is not merely an internal arrangement but the full transposition of EU Directive 2023/970, which aims to strengthen pay transparency and enforce the principle of "equal pay for work of equal value."

The Principle of Transparency: Ending the Salary Taboo

The core of the new law is the obligation for businesses to provide clear information regarding pay levels. For decades, salaries in Greece have been a closely guarded secret, a practice that often favored arbitrary discrimination against women. Under the new legislation, employees gain the right to request and receive information on the average pay level, broken down by gender, for categories of workers performing the same work or work of equal value.

Furthermore, job advertisements and position titles must be gender-neutral, and employers are now prohibited from asking candidates about their salary history in previous jobs. This provision aims to break the cycle of low pay that follows many women throughout their careers.

Shifting the Burden of Proof

One of the most radical changes introduced by the bill is the shift of the burden of proof in legal disputes. Until now, a female worker who believed she was experiencing pay discrimination had to prove the injustice. Now, if the employer has not complied with transparency obligations, they will be the ones who must prove before a court that there was no direct or indirect discrimination based on gender.

This regulation significantly strengthens the position of employees and is expected to act preventively, forcing companies to re-examine their pay scales and evaluation criteria. The Minister of Labor, during her speech, emphasized that equality is not just a matter of justice but also of economic efficiency, as utilizing the full potential of women can boost the country's GDP.

Political Friction and Criticism

Despite the approval, the opposition leveled sharp criticism, focusing mainly on enforcement mechanisms. Many MPs argued that without a strong and adequately staffed Labor Inspectorate (SEPE), the law risks becoming a "dead letter." Criticism also focused on the fact that reporting obligations for the gender pay gap primarily concern large enterprises (over 100 or 150 employees, depending on the transition period), leaving out a large part of the Greek market consisting of small and medium-sized enterprises (SMEs).

The Minister responded to these claims by highlighting that the government is investing in the digital transformation of inspections through the Digital Work Card, which will be the primary tool for monitoring pay in real-time. However, skepticism remains, especially in sectors like tourism and catering, where "gray zones" of labor are traditionally extensive.

Conclusion and Outlook

The passage of the bill is the first step in a long journey. The cultural change required in Greek businesses is profound. Pay equality is not just about the numbers in bank accounts but about recognizing the value of women's contribution to the economy. The success of the measure will be judged by the rigor of inspections and the willingness of the business world to adopt transparency as a value rather than a bureaucratic burden.

  • Mandatory information for employees regarding salary levels.
  • Prohibition of questions about previous salaries during interviews.
  • Transfer of the burden of proof to the employer.
  • Annual reports on the gender pay gap by large companies.