Best EOR services in Greece for 2026: Pricing, coverage, and local fit compared

Hiring in Greece through an Employer of Record or workforce management provider requires more than comparing monthly fees. Companies need to assess how each provider handles Greek employment requirements, including ERGANI reporting, e-EFKA registration, payroll, statutory benefits, and the fourteen-payment year. Greece also does not recognise EOR as a standalone statutory model, making the underlying employment structure an important part of provider due diligence.

This comparison looks at providers supporting international hiring in Greece, including Boundless, Deel, Remote, Papaya Global, Rippling, Oyster HR, Multiplier, G-P, and Atlas HXM. Among the providers compared, Boundless, a Pyoneer WFM company, has the lowest published starting fee at £149 (€175/$199) per employee per month, with no setup fee or minimum commitment disclosed.

Greece does not have a statute that specifically defines an Employer of Record. Instead, third-party employment falls within the framework for undertakings that employ a worker and place them with another business, as set out in labour legislation published by the Labour Inspectorate. In practice, the regulatory obligations attach to the entity that signs the employment contract.

Three operational requirements matter in particular:

1. ERGANI reporting: Employment must be declared through ERGANI before the employee’s first working day. Changes to schedules, overtime, and leave are also reported through the system as they occur.
2. e-EFKA social security: Employers register and report employees through e-EFKA, covering employer and employee social security contributions and the monthly detailed periodic statement.
3. Payroll and tax: Income tax is withheld and remitted to the Independent Authority for Public Revenue. Greek payroll also follows a fourteen-payment structure, with Christmas, Easter, and holiday allowances treated as statutory entitlements.

These requirements make country-level payroll and compliance capability an important part of provider selection. A provider should be able to account for Greece’s reporting requirements and fourteen-payment structure from onboarding and cost modelling onward.

The nine providers are compared across four areas:

• Published commercial terms: List price, billing basis, setup fees, deposits, and minimum commitments.
• Security certifications: Named standards and independently auditable certifications published by each provider.
• Service commitments: Support hours, response and resolution targets, and published onboarding timelines.
• Structure of the offer: Employment and contractor options, including how each is priced and delivered.

Boundless, a Pyoneer WFM company, publishes EOR pricing from £149 per employee per month, quoted as €175 or $199, and states that there are no setup fees and no long-term or minimum commitments tied to a country or headcount. On a nine-provider list where the next published figure is $499, this creates the widest commercial gap in the comparison.

• EOR pricing: From £149 (€175/$199) per employee per month.
• Contractor option: Agent of Record from £75 per contractor per month.
• Service metrics: Average response time under one hour, average resolution under one day, and annual payroll accuracy of 99.4%.
• Coverage: Employment across 110+ countries.

For a single Greek hire, the difference between the lowest and highest published fee can amount to several thousand dollars a year. Boundless also supports contractor engagement separately, giving companies flexibility where part of the Greek team is genuinely independent, and part is structurally employed.

Its published service metrics add further visibility around response times, resolution speed, and payroll accuracy, giving buyers clear operational benchmarks alongside pricing and coverage.

Deel publishes EOR pricing at $599 per employee per month, with contractor management at $49 per contractor or $325 as contractor of record. Its terms are month-to-month with no long-term commitment required. Employment covers 130+ countries, with 150+ countries of platform coverage and 24/7 support across email, phone, live chat, Slack, and Teams. Deel has multiple security certifications, along with integrations with Workday, SAP, Oracle, NetSuite, Okta, and Azure AD.

Remote’s published EOR price is $699 per employee per month. It has ISO 27001, SOC 2 Type II, and CSA STAR Level 1 certifications, alongside third-party penetration testing and cybersecurity insurance.

Remote also makes supporting security documentation available on request and provides EOR services across multiple countries through its global employment platform.

Papaya Global publishes EOR pricing at $499 per employee per month, with contractor engagement at $199 and a lighter contractor product at $5. It supports funding in 15 currencies, payouts in 130+ countries, and same-day settlement on 95% of payments.

Papaya quotes an implementation timeline of four to eight weeks for most markets, which is longer than several providers in this comparison. It also provides support through a dedicated account manager and integrates with Workday, SAP, Oracle, BambooHR, and NetSuite, with a REST API available.

Rippling uses quote-based EOR pricing rather than publishing a standard monthly rate. Its EOR model includes a mix of wholly owned subsidiaries and partners that maintain the licences required to act as the legal employer, so the employing structure should be confirmed for Greece before signing.

Rippling’s platform also promotes fast administrative workflows, although those software workflow speeds should not be read as Greece-specific ERGANI filing timelines.

Oyster publishes EOR pricing at $699 per employee per month and requires a refundable deposit before an engagement starts. Currency conversion charges may also apply where the payment currency differs from the contract currency, while there is no minimum headcount.

Oyster also sets support targets of within 24 hours for responses and under 72 hours for resolution, with onboarding available in as little as 48 hours.

Multiplier lists $459 per employee per month on an annual contract, while the Core tier is $499 per employee per month on a monthly commitment. There is no minimum headcount, and contractor engagement is priced at $49 for management or $400 as contractor of record.

Multiplier also offers 24/7 support across phone, email, and its help centre, with contract generation quoted in minutes. Its materials cite multiple country-coverage figures, so the exact scope for Greece is worth confirming directly.

G-P uses quote-based EOR pricing rather than publishing a standard monthly rate. It supports hiring across 180+ countries and provides round-the-clock support through in-region teams.

For a Greece-only requirement, the quote-led pricing process adds an extra step compared with providers that publish standard monthly rates.

Atlas publishes EOR pricing at $599 per employee per month, with contractor engagement at $199 and a $99 worker classification assessment.

Atlas also lists local employer services, foreign exchange, and benefits administration as separate charges, so the monthly EOR fee is not the full invoice. Onboarding is quoted at as little as two weeks for most countries, with European support handled through regional offices in Barcelona and London.

Published list prices apply globally. No provider on this list publishes a Greece-specific EOR rate, so these figures are the starting point for a quote rather than the price of a Greek hire.

Four questions separate providers more sharply than any published comparison, including this one.

1. Which legal entity signs the employment contract, and is it Greek? Ask for the entity name and its Greek tax registration. A provider delivering Greece through a local partner is operating a lawful and common structure, but you should know it before signing rather than discover it during a dispute.
2. Who files to ERGANI, and by when? The filing obligation runs before the first working day. Ask which team performs it, in which time zone, and what happens if a start date moves at short notice.
3. How is the fourteen-payment year handled in the quote, and what happens at termination? Confirm that Christmas, Easter and holiday allowances are modelled in the cost estimate rather than surfacing as variances later in the year, and that notice and severance, which follow statute and length of service, are costed the same way.
4. Is there a compliant route for genuinely independent contractors? Not every engagement should become employment. Where the working relationship is genuinely independent, a contractor route may fit better than converting to employment, and the reverse is true where the role is structurally employment.