Greece's New Immigration Law (law 5275/2026): Employer Guide to Hiring Third‑country Nationals

Last updated: 17 June 2026

Hiring foreign workers in Greece changed substantially on 6 February 2026, when Law 5275/2026 entered into force and replaced much of the country’s fragmented work‑and‑residence permit framework with a single, combined application procedure. The new immigration law in Greece implements the EU single‑application directive, giving employers one streamlined channel for sponsoring third‑country nationals, but it also imposes stricter documentary obligations, tighter notification deadlines and heavier penalties for non‑compliance. For HR directors, in‑house counsel and business owners operating in Greece, understanding these changes is no longer optional: every new hire, every contract renewal and every internal transfer involving a non‑EU employee must now follow the updated rules.

This guide walks through each obligation step by step, provides a printable HR compliance checklist and includes sample contract clauses that can serve as drafting starting points.

Executive Summary, What Changed and What Employers Must Do Now

Law 5275/2026 merges the previously separate work permit and residence permit procedures into a single combined application for most categories of third‑country national employment. Employer obligations under the new immigration law in Greece have expanded: companies must now maintain more comprehensive records, meet shorter notification windows when employment circumstances change and follow a revised change‑of‑employer process that allows sponsored workers to transfer to a new employer under defined statutory timelines. Penalties for non‑compliance, including administrative fines and potential suspension of future sponsorship rights, have been increased.

What employers must do in the next 30 days:

• Audit all current third‑country national employees. Confirm each worker’s permit type, expiry date and whether renewal now falls under the single‑application procedure.
• Update employment contract templates. Add a work‑permit sponsorship clause covering the employer’s and employee’s obligations under Law 5275/2026.
• Train HR and payroll staff. Ensure teams understand the revised notification duties, document‑retention periods and change‑of‑employer protocols.

What Is Law 5275/2026 and Who Does It Affect?

Law 5275/2026 is Greece’s transposition of the EU single‑application procedure for third‑country nationals seeking to work and reside in a member state. Enacted on 6 February 2026, the law consolidates what were previously two parallel bureaucratic tracks, a work permit issued by the Ministry of Labour and a residence permit issued by the Decentralised Administration, into one unified process. The objective, consistent with the EU Immigration Portal’s stated aims, is to simplify procedures for both applicants and employers while strengthening enforcement against irregular employment.

The law covers a broad range of employer categories and worker profiles:

• Standard employment. Any employer hiring a non‑EU/non‑EEA national for dependent work in Greece.
• Seasonal workers. Employers in tourism, agriculture and food processing who recruit workers for defined seasonal periods.
• Intra‑company transfers (ICTs). Multinational companies transferring managers, specialists or trainee employees to a Greek branch or subsidiary.
• Highly skilled workers. Employers sponsoring professionals under Greece’s provisions aligned with the EU Blue Card directive.

If your business has any existing or planned relationship with a non‑EU employee, Law 5275/2026 applies to you. The Greek Ministry of Labour’s guidance on work for third‑country nationals confirms that all sponsoring entities, whether private companies, sole traders or public‑sector organisations, must comply with the updated procedures. Companies planning to start a business in Greece should factor these obligations into their operational setup from day one.

Key Changes Employers Must Know

The practical differences between the old framework and the new rules under Law 5275/2026 touch virtually every stage of the employment lifecycle for sponsored workers. The following summary captures the most significant changes for employers looking to hire non‑EU workers in Greece.

• Single combined application. Employers and employees no longer file separate work and residence permit applications. One dossier is submitted, and a single decision grants (or refuses) both rights simultaneously.
• Revised permit durations. Standard employment permits and their renewal cycles have been updated, with durations varying by category.
• Change‑of‑employer mechanism. A statutory process now governs when and how a sponsored worker may transfer to a new employer, replacing the ad hoc arrangements that previously applied.
• Expanded employer notification duties. Employers must report a wider set of employment events, dismissal, role change, address change, salary adjustment, within defined deadlines.
• Stricter recordkeeping. Documentary retention obligations have increased, with employers required to keep permit copies, contract amendments and notification receipts on file.
• Higher penalties. Administrative fines for irregular employment, failure to notify and documentary non‑compliance have been raised, and repeat offenders risk suspension of future sponsorship rights.

Timeline of Legislative Milestones

How the Single Work + Residence Application Procedure Works for Employers

The single‑application procedure is the centrepiece of Law 5275/2026. For employers hiring foreign workers in Greece, it replaces the old dual‑track system with a unified submission. The key practical consequence is that the employer is now involved throughout the entire process, not just the work‑permit stage, and must compile a more comprehensive dossier from the outset.

Step‑by‑Step Process

1. Pre‑application checks. Verify that the position cannot be filled by a Greek, EU or EEA national (labour‑market test), unless the role falls within an exempt category. Confirm that the prospective employee holds a valid passport and any required entry visa.
2. Prepare the employer documentation package. This includes the signed employment contract (or binding job offer), a detailed job description, the company’s legal formation documents, evidence of current social‑security registration with EFKA and, where applicable, a vacancy justification demonstrating the labour‑market test was met.
3. Coordinate with the employee. The employee must provide personal identification documents, proof of qualifications, medical certification and any prior residence documentation. It is the employer’s responsibility to ensure the complete dossier is assembled before submission.
4. Submit the single application. The combined dossier is filed with the competent one‑stop authority (Decentralised Administration), which coordinates with both the Ministry of Labour and immigration services. The submission may be made electronically where the digital platform is available.
5. Await the joint decision. The authority reviews the application and issues a single decision covering both the work permit and the residence permit. The employer receives a notification of the outcome and must retain the approval documentation in the employee’s file.
6. Onboard the employee. Once the combined permit is issued, register the employee with EFKA, initiate payroll and complete all standard Greek employment law formalities (ERGANI notification, workplace safety registration, etc.).

Documents Employers Must Prepare

Practical Tips: EOR vs Direct Sponsorship

Some multinational employers consider using an Employer of Record (EOR) provider to manage Greek hiring without establishing a local entity. While EOR arrangements can simplify payroll and day‑to‑day HR administration, the immigration sponsorship obligation under Law 5275/2026 remains with the employing entity on record. Industry observers expect that using an EOR may introduce additional complexity where the sponsoring employer’s identity must match the entity named in the single application. Employers should obtain local legal advice before committing to an EOR model for third‑country national hiring.

Work Permits and Residence Permits: Types, Durations and Practical Consequences

Under the new framework, the work permit in Greece and the residence permit in Greece are issued as a combined authorisation. However, different categories of employment still carry different permit conditions. The EU Immigration Portal confirms that Greece offers several permit tracks aligned with EU directives.

Impact on Payroll, Social Security and Tax Residency

Once a combined permit is issued, the employee is generally subject to full Greek social‑security contributions (employer and employee portions through EFKA) and, if present in Greece for more than 183 days in a tax year, will typically be treated as a Greek tax resident. Employers must ensure payroll systems are configured to handle both contribution calculations and any applicable bilateral social‑security agreements. For workers on ICT assignments, existing secondment agreements and home‑country social‑security coverage (A1 certificate equivalent) should be reviewed. Employers navigating the 5‑year residence permit pathway for long‑term employees should note that continuous lawful employment under the single‑application procedure may count towards the qualifying period.

Employer Obligations, Recordkeeping and Penalties Under Law 5275/2026

Employer obligations under Greece’s immigration compliance framework have been substantially expanded. Law 5275/2026 requires sponsoring employers to take an active and ongoing role in ensuring the legality of each sponsored worker’s status.

Core compliance duties include:

• Right‑to‑work verification. Before the employee’s first day, confirm and record the combined permit details. Retain a certified copy in the personnel file.
• Notification of changes. Report any material change, dismissal, resignation, change of role, change of workplace address, salary adjustment, to the competent authority within the statutory notification window.
• Ongoing recordkeeping. Maintain complete files including the original application, the permit decision, all notification receipts, employment contracts and any amendments. Files must be accessible for inspection.
• Renewal management. Initiate the renewal dossier well in advance of permit expiry. Industry observers expect a best‑practice lead time of at least 60 days before the permit expiration date.
• Cooperation with inspections. Labour inspectors and immigration authorities may request access to employee files and premises. Employers must facilitate these inspections without delay.

Penalties and Enforcement

Non‑compliance carries real financial and operational consequences. Under the strengthened sanctions framework of Law 5275/2026:

• Administrative fines may be imposed for employing a third‑country national without a valid combined permit, for failure to notify the authorities of employment changes within the required timeframe, or for inadequate recordkeeping.
• Suspension of sponsorship rights. Repeat or serious violations may result in the employer being barred from filing new single‑application sponsorships for a defined period.
• Criminal liability. In extreme cases involving systematic exploitation or facilitation of irregular employment, criminal sanctions, including imprisonment, remain available under Greek law.

Employers found to have committed a first‑time administrative violation should seek prompt legal advice to mitigate penalties and restore compliance. Maintaining a robust immigration compliance checklist is the most effective preventive measure. Understanding Greece’s broader migration law provisions on illegal stay provides additional context for the enforcement landscape.

Change of Employer: Practical HR Process and Timing When Hiring Foreign Workers in Greece

One of the most frequently asked questions under the new law is: when can a third‑country national change employer in Greece? Law 5275/2026 introduces a statutory change‑of‑employer mechanism that replaces the inconsistent practices of the old regime.

How the change‑of‑employer process works:

1. Employee gives notice. The third‑country national informs their current employer of their intention to change employment, in accordance with the standard notice periods under Greek labour law.
2. New employer files a fresh single application. The prospective new employer prepares and submits a complete single‑application dossier, identifying the employee and attaching the existing combined permit details.
3. Interim work authorisation. Under Law 5275/2026, early indications suggest that the employee may be permitted to commence work with the new employer once the new application has been validly filed, provided the existing permit remains in force. This represents a significant practical improvement over the old regime, where employees often faced gaps in authorisation.
4. Decision issued. The competent authority reviews the new application and issues an updated combined permit naming the new employer.

Employer obligations during the transition:

• The outgoing employer must notify the authorities of the employment termination within the statutory deadline.
• The incoming employer must not allow the employee to begin work before filing the new single application (or confirming interim authorisation under the applicable provisions).
• Both employers should retain complete documentation of the transfer for their respective files.

The likely practical effect of this structured change‑of‑employer pathway is to reduce the risk of workers falling into irregular status between jobs, which benefits employers, employees and the integrity of the immigration system alike.

HR Immigration Compliance Checklist

The following 20‑point checklist is designed for HR teams managing the process of hiring foreign workers in Greece under Law 5275/2026. It covers every stage from onboarding to annual compliance reviews.

Immediate actions (before or on hire date):

1. Verify the employee’s passport validity and entry visa status.
2. Conduct a right‑to‑work check and record the combined permit number and expiry date.
3. Retain a certified copy of the combined permit in the personnel file.
4. Ensure the employment contract includes a work‑permit sponsorship clause (see sample below).
5. Register the employee with EFKA and complete ERGANI notification.

Within 30 days of hire:

6. Confirm payroll is configured for correct social‑security contributions.
7. Brief the employee on their obligations (address registration, permit renewal cooperation).
8. Diarise the permit renewal date with a 60‑day advance reminder.
9. File the complete application dossier (employer side) in a secure, auditable location.
10. Notify the competent authority of any discrepancies identified during onboarding.

Within 90 days (and ongoing):

11. Conduct an internal audit of all third‑country national employee files.
12. Verify that all notification receipts (changes of role, address, salary) are on file.
13. Review employment contracts for alignment with current permit conditions.
14. Confirm compliance with any sector‑specific requirements (e.g., seasonal worker accommodation, property law requirements).
15. Train new HR team members on immigration compliance procedures.

Annual compliance tasks:

16. Review and update the immigration compliance policy document.
17. Conduct a full file audit of all sponsored employees.
18. Check for changes in law or implementing regulations (monitor the Government Gazette and Ministry circulars).
19. Benchmark processes against current best practice and peer employers.
20. Prepare a compliance report for senior management or the board, summarising permit status, upcoming renewals and any incidents.

Practical Resources: Sample Clauses and Templates

The following sample clause and templates are provided as drafting starting points. They must be reviewed and adapted by qualified Greek legal counsel before use in any employment relationship.

Sample work‑permit sponsorship clause (employment contract):

“The Employer agrees to sponsor the Employee’s combined work and residence permit application under Law 5275/2026, including the preparation and submission of all required employer documentation. The Employee agrees to cooperate fully in the application process, to provide accurate personal documentation and to notify the Employer promptly of any change in personal circumstances that may affect permit status. In the event of termination of employment for any reason, the Employer shall notify the competent authority within the statutory deadline. The Employee acknowledges that the right to work in Greece is contingent upon holding a valid combined permit.”

Sample employer notification letter (change of employee circumstances):

“To: [Competent Decentralised Administration], Re: Notification under Law 5275/2026, We hereby notify you that [Employee Name], holder of combined work and residence permit no. [Number], has [describe change: e.g., been dismissed / changed role from X to Y / changed workplace address to Z] effective [Date]. Enclosed please find supporting documentation. We remain available for any further information required., [Employer name, representative signature, date]”

Sample employer notification letter (employment termination):

“To: [Competent Decentralised Administration], Re: Termination notification under Law 5275/2026, We inform you that the employment of [Employee Name], combined permit no. [Number], was terminated on [Date] by [employer/employee/mutual agreement]. The employee has been advised of their obligation to regularise their residence status. We enclose a copy of the termination notice and the final payslip., [Employer name, representative signature, date]”

Always confirm the specific notification format accepted by the relevant Decentralised Administration, as local requirements may vary. Employers reviewing broader alternatives for their workforce mobility strategy may also wish to consider the Greece Golden Visa 2026 changes alongside standard employment‑based sponsorship.

Old Rules vs New Rules: Comparison Table

Quick Links and Further Reading

Employers and HR professionals can consult the following official resources for the latest procedural guidance on hiring foreign workers in Greece under Law 5275/2026. For jurisdiction‑specific legal advice, consult a qualified Greek employment and immigration lawyer, the Global Law Experts lawyer directory can help identify the right specialist. Employers managing multi‑jurisdiction hiring may also find value in comparing processes across countries, such as Uganda’s 2026 employment law changes or practical visa application guides for other jurisdictions.

Sources

1. Greek Ministry of Labour, Work for Third‑Country Nationals in Greece
2. EU Immigration Portal, Employed Worker (Greece)
3. ELIAMEP, Looking for Seasonal Workers: Greece’s Search for Migrant Labor
4. Deel, Hiring Employees in Greece
5. Globalization Partners, Recruiting and Hiring in Greece