GREEK PAY TRANSPARENCY LAW
Law 5316/2026
The legal framework is set. The organisational challenge is its implementation.
Start with what your organisation actually needs
Our practical, modular programme helps organisations assess their current position, strengthen pay governance and implement the structures, analytics and processes required by the new framework.
Begin with a common readiness foundation. Add only the modules your organisation genuinely needs.
How the programme works
1. Readiness foundation
2. Findings and priorities
3. Selected modules
Job architecture · Job evaluation · Pay analytics · Pay structure and revision · Implementation support
Pay transparency is not only a reporting exercise
Organisations need to understand whether their job structures, pay criteria, data, recruitment practices and management decisions can support equal pay for equal work or work of equal value.
Calculations alone will not resolve the gaps. Organisations also need clear governance, practical processes, documented decisions and managers who can apply the framework consistently.
What the new framework requires
Equal work and work of equal value
Organisations need a reliable way to identify and compare roles using objective, gender-neutral criteria.
Transparent pay decisions
Pay-setting and progression decisions need documented criteria that can be applied consistently and explained with evidence.
Candidate and employee rights
Recruitment practices, salary information and employee requests require clear, accessible and repeatable processes.
Data, reporting and remediation
Organisations need reliable data and methods to identify pay gaps, understand their causes and address differences that cannot be objectively justified.
THE PROGRAMME MODEL
One foundation. Additional modules where needed.
Every engagement begins by establishing the organisation’s current position, risks and priorities. The programme then expands only into the areas that require further design, analysis or implementation.
THE COMMON STARTING POINT
Readiness & Governance Foundation
A focused assessment that establishes the organisation’s current position, identifies risks and defines the right implementation pathway.
ADDITIONAL MODULES
Build only what the organisation needs
Based on the Foundation findings, the programme can expand into selected areas of design, analysis and implementation.
Job architecture
Job families, career streams, levels, role mapping and clear progression pathways.
Job evaluation & equal value
Gender-neutral criteria, structured evaluation, calibration and defensible categories of work of equal value.
Pay analytics & reporting
Data validation, pay-gap analysis, reporting calculations and documented analytical methodology.
Pay structure & remediation
Salary ranges, progression rules, exception management, remediation scenarios and financial impact analysis.
Policies, processes & tools
Practical policies, approval routes, decision records, templates and repeatable processes for candidates and employees.
Manager & employee enablement
Practical workshops, scripts, FAQs and guidance that prepare people to apply and communicate the framework consistently.
FROM DESIGN TO OPERATION
Implementation support & sustainment
Where required, we continue beyond design to coordinate implementation, embed new practices and help the organisation maintain the framework over time.
Depending on the scope and implementation needs, support would include:
Practical deliverables, not only recommendations
The work is designed to leave the organisation with documented frameworks, usable tools and clear ownership, not just a report identifying gaps.
Assessment & roadmap
Readiness assessment, risk heatmap, prioritised actions, responsibilities and implementation pathway.
Governance & decision tools
Pay criteria, approval routes, decision records, exception controls and review responsibilities.
Operational templates
Candidate communications, employee information processes, response templates and practical guidance.
Management enablement
Workshops, manager materials, implementation guidance and presentation of key decisions to leadership.
WHY THIS APPROACH IS DIFFERENT
Focused where it matters. Practical where it counts.
The programme is shaped around the organisation’s actual needs, so investment is directed only to the areas that require action.
1. Only what you need
Only the areas supported by the findings, obligations and organisational priorities are activated.
2. Built for day-to-day use
The work results in usable processes, tools, responsibilities and decision rules.
3. Capability stays with your team
HR, Finance, Legal and managers are equipped to maintain the framework after the engagement.
4. Evidence that supports decisions
Data analysis is connected with job structures, governance and the organisation’s actual operating context.
WHO THIS PROGRAMME IS FOR
A clear route forward, whatever your starting point
The programme supports organisations that need clarity, targeted improvement or end-to-end implementation.
You need to establish your readiness
You are not yet certain which requirements apply or where the most significant risks sit.
Your current structures need validation
You already have job levels, pay ranges or policies, but need to confirm that they are consistent and defensible.
Reporting obligations are approaching
Your organisation needs reliable data, calculations, responsibilities and reporting controls.
Pay differences require investigation
You need to understand whether identified gaps can be objectively explained or require remediation.
Your people need practical preparation
Managers, HR and other decision-makers need the tools and confidence to apply the framework consistently.
HOW WE WORK
From clarity to confident action
The engagement is structured to establish the right scope before significant time or investment is committed.
01
Understand where you stand
We discuss the organisation’s current structures, immediate concerns and known obligations.
02
Shape the right path
We confirm the right starting point, scope and sequence based on what is already in place; whether that means beginning with the Readiness Foundation or moving directly into a focused module.
03
Turn priorities into action
Only the modules required to address the identified risks, gaps and priorities are activated.
Start with clarity about what your organisation needs
A 30-minute discussion can help confirm the right starting point, whether your organisation needs a readiness assessment, a focused module or a broader implementation programme.