Brief Description of Anti-Discrimination Laws
Anti-discrimination protection in Greece is primarily governed by Law 4443/2016, which transposes key EU equality directives and establishes a comprehensive framework prohibiting discrimination in employment. This framework has been further strengthened by Law 4808/2021, which introduced enhanced protections against violence and harassment in the workplace. The relevant provisions have now been codified in the Greek Labour Code (Presidential Decree 62/2025).
Enforcement is supported by institutional mechanisms, most notably the Greek Ombudsman, which acts as the national equality body in the private sector, monitoring compliance, handling complaints and promoting equal treatment. In addition, employees may seek judicial protection and claim compensation in cases of discriminatory treatment.
Extent of Protection
Greek anti-discrimination legislation prohibits both direct and indirect discrimination on grounds including, sex or gender, race or ethnic origin, religion or belief, disability or chronic illness, age, sexual orientation, gender identity or characteristics, family status and nationality. These protections apply across all stages of the employment relationship, including recruitment, selection, hiring, remuneration, promotion, vocational training, working conditions and termination of employment.
In addition to discrimination in the strict sense, the legal framework also expressly prohibits related forms of unlawful conduct. These include harassment, defined as unwanted conduct that violates the dignity of a person and creates an intimidating, hostile, degrading, humiliating or offensive environment, as well as sexual harassment, which is treated as a specific form of discrimination. The legislation further prohibits victimisation, meaning any adverse treatment or retaliation against an individual because they have filed a complaint, exercised their rights or participated in proceedings related to discrimination.
Greek law also recognises the legitimacy of positive action (affirmative measures). Employers and the State may adopt specific measures aimed at preventing or compensating for disadvantages linked to protected characteristics, provided that such measures pursue a legitimate objective and are proportionate.
Protections Against Harassment
Under Greek law, and in particular pursuant to Law 4808/2021, employers must prevent, address and remedy violence and harassment in the workplace.
In this context, employers are required to take all appropriate organisational and procedural measures to ensure a safe working environment. In particular, they must:
- Adopt and implement a policy on the prevention and management of violence and harassment, which is mandatory for undertakings employing more than twenty employees;
- Inform employees about the risks of violence and harassment, as well as the available protective measures and internal procedures;
- Establish accessible and confidential complaint mechanisms, enabling employees to report incidents without fear of retaliation;
- Promptly investigate complaints in an objective and impartial manner;
- Take appropriate measures against the alleged perpetrator, where misconduct is established, including disciplinary action where necessary; and
- Ensure the protection of complainants and witnesses, including safeguards against victimisation or adverse treatment.
Employer’s Obligation to Provide Reasonable Accommodations
Under Greek law, and in particular pursuant to Law 4443/2016 and Law 4808/2021, employers are required to take appropriate and necessary measures to ensure equal treatment in employment, including the provision of reasonable accommodation in specific circumstances.
In particular, employers have a legal obligation to provide reasonable accommodation for persons with disabilities or chronic illnesses, unless such measures would impose a disproportionate or undue burden on the employer. The assessment of what constitutes a disproportionate burden takes into account factors such as the cost of the measures, the size and resources of the undertaking and the availability of public support or subsidies. Reasonable accommodation may include, depending on the circumstances, adjustments to working time arrangements, modification of duties, adaptation of the workplace or equipment, reassignment to suitable roles, or the introduction of remote or flexible working arrangements, where appropriate.
In addition, Greek law requires employers to take protective measures in favour of employees who are victims of violence or harassment, particularly during the investigation process. Such measures may include temporary adjustments to working conditions or relocation within the workplace.
Failure to provide reasonable accommodation where required may amount to indirect discrimination, exposing the employer to legal liability.
However, Greek anti-discrimination law recognises that in very limited cases, treating employees differently may be lawful. This is the case where a specific characteristic (for example, gender, age or religion) is essential for performing a particular job. For instance, hiring an actor of a specific gender for a role, or requiring a certain level of physical ability for a physically demanding job, may be justified. Importantly, this exception applies only if the requirement is strictly necessary for the role, serves a legitimate aim, and is proportionate. It is interpreted narrowly and cannot be used as a general justification for unequal treatment.
Remedies
Employees who have been subject to discrimination under Greek law have access to both judicial and administrative remedies, ensuring effective protection of their rights. In particular, employees may bring claims before the competent civil courts, seeking damages, compensation etc., or submit complaints to the Labour Inspectorate and the Greek Ombudsman, which acts as the national equality body in the private sector.
A key procedural feature of discrimination cases is the partial reversal of the burden of proof. Once the employee establishes facts from which discrimination may be presumed, the burden shifts to the employer, who must demonstrate that the treatment was based on objective, lawful and non-discriminatory grounds.
Other Requirements
Greek employment legislation does not impose mandatory diversity quotas in the private sector. The legal framework instead focuses on ensuring equal treatment and the prevention of discrimination through substantive and procedural obligations imposed on employers.
In this context, employers are required to comply with a range of equality-related obligations, particularly under Law 4808/2021 and the broader anti-discrimination framework. These include, inter alia:
- the adoption and implementation of a policy on the prevention and management of violence and harassment, which is mandatory for undertakings employing more than twenty employees;
- the establishment of internal complaint and investigation procedures, ensuring that employees can report incidents in a confidential and effective manner; and
- the promotion of training and awareness measures, aimed at preventing discrimination, harassment and unequal treatment in the workplace.
In addition, while not imposing quotas, Greek law allows for positive action (affirmative measures) designed to prevent or compensate for disadvantages affecting certain groups, provided that such measures are proportionate and pursue a legitimate aim.
