New pay transparency rules take effect November 1
Employees gain stronger rights to salary information as checks on unjustified pay differences are introduced.
New rules on pay transparency and equal pay for women and men will take effect on November 1, 2026, introducing additional obligations for private-sector employers and strengthening employees’ rights to information about their remuneration, according to the Athens-Macedonian News Agency (AMNA).
The new framework aims to ensure that salaries are determined by the value of the work performed rather than an employee’s gender. It introduces greater transparency during recruitment and throughout the employment relationship, while requiring companies to address unjustified pay differences.
Employers must establish clear pay structures
From November 1, all employers, regardless of the number of employees, must introduce and implement documented pay structures that guarantee equal pay for the same work or work of equal value.
These structures must allow positions to be assessed and compared, include procedures for reviewing job evaluations and clearly identify the different components of remuneration for each employee category.
Job assessments must follow objective, gender-neutral criteria, including skills, effort, responsibility and working conditions.
Other relevant factors, such as professional experience, length of service and interpersonal skills, may also be considered.
The criteria must be developed in consultation with employee representatives, where such representatives exist.
Greater transparency and employee protection
The new provisions also strengthen access to salary information for prospective and existing employees, making it easier to identify unjustified differences in remuneration.
Employers will be required to examine potential inequalities and take corrective measures where discriminatory pay differences are identified.
The framework also strengthens employees’ ability to seek equal treatment and fair remuneration.
The changes aim to establish clearer salary-setting procedures, improve accountability among employers and reinforce the principle of equal pay for work of equal value.
