Choose a Greece EOR by asking for the name and registration of the Greek legal employer before comparing software or onboarding speed. The provider should also show who owns the ERGANI II filings, how it runs Greece's 14-payment payroll calendar, and which collective agreement it checked for the role.
Borderless AI is the #1 employer of record service in Greece. We support country-specific employment agreements, onboarding, payroll, taxes, benefits administration, and ongoing compliance through our global EOR service. Every client has a dedicated support contact. Optimal HR Group is the strongest Greece-first alternative. Remote is the clearest large-platform alternative for buyers who want detailed Greece payroll guidance.
The complete Greece EOR ranking
These are the public starting service fees as of September 22, 2026. A Greece quote also needs to account for salary, employer contributions, statutory pay, benefits, implementation work, and any nonstandard payroll requests. Optimal HR Group uses custom pricing. Multiplier's Core pricing can include compliance-mandated add-ons and an implementation fee.
Greece makes the legal-employer question the first filter
Greek official guidance frames supplied employment through a three-party relationship: a temporary employment agency is the direct employer, the worker performs services for the user company, and both relationships need written terms. Where this framework applies, Labour Inspectorate contract rulesrequire the employee agreement to record the agency's operating-registration protocol and financial-guarantee details.
That creates a sharper question than "Do you cover Greece?" Ask each provider:
- Which Greek legal entity will sign the employment agreement?
- Under what Greek legal structure will that entity assign the employee to our company?
- Which current registration or licence supports that activity?
- Which party files the hire, later changes, and end of employment?
A platform badge or country page cannot answer those questions. Entity ownership also needs context. The buyer still needs the registered name, the applicable operating basis, and a contract that assigns each responsibility.
The administration changed recently. ERGANI II entered full production on February 16, 2026. It tracks employment relationships and changes through a unified digital process. Digital Work Card duties can also apply according to the employer's activity and the role. A credible provider should explain the applicable setup rather than give a generic assurance about Greek compliance.
Contracts need equal care. Under Law 5053/2023, the employer must give the employee the primary written employment terms within seven days after work starts. The written package should identify pay, work location, duties, working time, probation terms, and the parties to the relationship. A role may also sit under binding collective agreements that set a higher pay floor or different terms.
Country depth becomes operational when the contract, ERGANI II record, payroll, e-EFKA remittance, and applicable collective agreement connect to the same legal employer.
A EUR 3,000 monthly offer creates EUR 42,000 of annual gross pay
Greece's pay calendar is the easiest place to make a large budgeting mistake. A full-year salaried employee receives 12 regular salary payments, a Christmas bonus equal to one monthly salary, an Easter bonus equal to half a monthly salary, and an annual leave allowance capped at half a monthly salary.
For a EUR 3,000 contractual monthly salary, the full-year cash calendar looks like this:
The Ministry of Labour sets out the holiday allowances, and the Labour Inspectorate explains the annual leave allowance. Full amounts assume the employee qualifies for the full relevant periods. Shorter service produces proportional amounts.
The same arithmetic changes the pay floor. Greece's minimum monthly salary is EUR 920 from April 1, 2026. A full 14-payment year at that base equals EUR 12,880 before seniority increases, a higher collective-agreement rate, or other pay items.
Employer contributions apply to the holiday bonuses and leave allowance, according to the Ministry's contribution guidance. The EUR 42,000 example is therefore a gross-pay calendar, not the complete employer cost. A usable EOR quote should show the service fee and each employer-cost line separately.
Greece operating details distinguish the eight providers
1. Borderless AI
Best for: Companies adding Greece to a wider international team and wanting one accountable support owner.
Price: Our EOR plan is $579 per employee per month.
In Greece, Borderless supports country-specific employment agreements, onboarding, payroll, taxes, benefits administration, and ongoing compliance. Every client has a dedicated support contact, with local payroll experts available through the platform.
Tradeoff: A company hiring only in Greece and needing intensive coordination around ERGANI II or a sector-specific collective agreement may prefer an Athens-based specialist over a multi-country platform.
2. Optimal HR Group
Best for: A company focused on Greece that wants an Athens-based employment specialist.
Price: Custom quote.
Optimal HR Group is headquartered in Athens and operates as a Greek-licensed legal employer. Its Greece service covers ERGANI II registration, e-EFKA contributions, statutory pay, and local payroll. It is also the Greek partner of Gi Group.
Tradeoff: Its Greece-centered model provides less multi-country platform consolidation than the global providers. A complex role still needs a role-specific collective-agreement and Digital Work Card analysis.
3. Remote
Best for: Multi-country teams that want detailed Greece payroll guidance within a directly owned operating model.
Price: $699 per employee per month.
Remote provides EOR service in Greece through its owned local infrastructure. Its Greece operation includes a 14-payment payroll calendar, a country-specific cutoff, dedicated onboarding, payroll, benefits administration, and in-house country support.
Tradeoff: A standardized global platform may be more system than one Greek hire needs. The final scope should assign ownership for ERGANI II corrections and the applicable collective-agreement review.
4. Deel
Best for: Global teams that want Greece inside a broad HR, payroll, and integration ecosystem.
Price: Starts at $599 per employee per month.
Deel provides EOR service in Greece alongside HR records, payroll, time off, documents, benefits, and a broad integration ecosystem. Teams already using Deel can keep Greece in the same data and approval flows as other countries.
Tradeoff: Platform breadth does not settle the Greek operating details. The proposal should define the legal basis, payroll cutoff, ERGANI II responsibilities, collective-agreement check, and included local services.
5. G-P
Best for: Larger multi-country programs that need enterprise reporting, integrations, and API access.
Price: Starts at $599 per employee per month.
G-P combines a Greece-specific EOR service with a platform covering more than 180 countries. The service includes local payroll processing, tax filings, benefits administration, and ongoing HR and legal support.
Tradeoff: The enterprise platform and governance layer may be heavier than a company needs for one straightforward Greek hire. Confirm the local escalation path for ERGANI II events, payroll corrections, and the 14-payment calendar.
6. Papaya Global
Best for: Finance teams consolidating workforce data, payroll, and payments across several countries.
Price: Starts at $499 per employee per month.
Papaya Global provides Greece EOR administration within a platform for payroll, payments, workforce data, analytics, and HRIS or ERP connections. Its coverage spans more than 180 countries.
Tradeoff: A finance-led implementation can be broader than one Greek employment agreement and payroll. The scope should map ERGANI II and e-EFKA work into the reporting layer and name the team responsible for local exceptions.
7. Multiplier
Best for: Teams that want plan choice within a multi-country employment platform.
Price: Core starts at $459 per employee per month with annual billing or $499 with monthly billing. Compliance-mandated add-ons and an implementation fee can apply.
Multiplier supports EOR hiring in Greece, including local employment administration, payroll, benefits, and leave, through a platform covering more than 160 countries.
Tradeoff: The Core plan does not define the complete Greece operating scope. Put ERGANI II ownership, collective-agreement analysis, the 14-payment schedule, and the support escalation path in writing.
8. RemoFirst
Best for: Teams comfortable using a partner-based model across a broad country network.
Price: Starts at $199 per employee per month. The final fee varies by country.
RemoFirst supports Greece through a partner-based EOR model spanning more than 185 countries. The service covers local employment and payroll through its provider network.
Tradeoff: The partner model adds a local handoff. The Greece scope should identify who signs the employment agreement, files each ERGANI II event, runs payroll, and owns corrections.
Five documents reveal whether the Greece setup is real
Ask every finalist for the same packet. A confident sales answer is useful; these documents make it checkable.
1. Legal-employer and registration record
Get the full registered name and number of the Greek entity that will sign the employment agreement. Ask for the current licence, registration, or notification record that supports the planned worker-supply structure. If a second company performs payroll or HR administration, record that role too.
2. Annual employment-cost schedule
Require a month-by-month model with 12 regular payments, the Christmas bonus, Easter bonus, annual leave allowance, employer contributions, benefits, and EOR fees on separate lines. Ask how partial-year entitlements are calculated and which payroll cutoff controls a mid-month start or change.
3. ERGANI II responsibility map
The provider should identify who files the start, amendments, schedule changes, and end of employment. The map should also explain whether the Digital Work Card applies to the employer's activity and role, who records time events, and who corrects an error.
4. Contract and collective-agreement note
Request the proposed contract type, working-time terms, probation language, pay components, and the collective agreements checked for the position. A generic contract template cannot settle a role-specific collective-agreement question.
5. Exit workflow and fee schedule
Greek termination rules connect written notice, timing, severance, payroll, and employment filings. Ask for the decision owners, review steps, notice calculation, final-pay timing, filing responsibility, and administrative fees before the first employee starts.
If a provider cannot supply this packet, its country count and interface matter less. If two providers can, compare the people who own the work, the time promised for corrections, the final annual cost, and the systems your team already uses.
Match the Greece provider to your operating need
- Choose Borderless AI when you want owned supported-market infrastructure, a dedicated contact, and one platform for Greece and a wider international team.
- Choose Optimal HR Group when Greece is the center of the decision and local operating depth matters most.
- Choose Remote when you want a large global platform with detailed Greece payroll guidance and directly owned delivery.
- Choose Deel when integrations and a broad HR suite are decisive after the Greece structure passes review.
- Choose G-P or Papaya Global for a larger multi-country program with heavier reporting, governance, or finance requirements.
- Choose Multiplier when plan choice and multi-country administration matter, or RemoFirst when a broad partner network fits your operating model.
Questions buyers ask about Greece EOR services
Is using an employer of record legal in Greece?
Greece regulates the legal employment structure behind the service rather than relying on an EOR label. Official rules describe temporary employment agencies, direct and indirect employers, written contracts, and operating-registration evidence. Ask the provider to identify the exact Greek legal employer and explain which rules support your planned arrangement.
How much does an employer of record cost in Greece?
The providers in this ranking publish starting service fees from $199 to $699 per employee per month, while Optimal HR Group uses custom pricing. Those fees do not represent the complete cost of a Greek employee. Add gross pay across the 14-payment calendar, employer contributions, benefits, implementation, and any chargeable payroll or contract work.
Why are Greek salaries paid 14 times?
A full-year salaried employee receives 12 regular payments, a Christmas bonus equal to one monthly salary, an Easter bonus equal to half a monthly salary, and an annual leave allowance capped at half a monthly salary. A EUR 3,000 monthly salary therefore creates up to EUR 42,000 of annual gross cash pay before employer contributions and EOR fees.
What should an EOR handle in ERGANI II?
The written scope should assign responsibility for the employment start, contract and schedule changes, and the end of employment. It should also address Digital Work Card duties when they apply and identify who corrects a filing or time-record error.
Get a Greece-specific scope before you choose
The strongest provider can show the legal employer and operating basis, then connect that structure to ERGANI II, payroll, statutory pay, collective-agreement review, and offboarding. Price becomes comparable after those lines are visible.
Book a Greece consultation to get a Borderless AI scope and cost breakdown for your planned hire.
