Top 10 EOR Providers for Hiring in Greece (2027)
One question decides an EOR in Greece: who signs the ERGANI declaration. A provider employing through its own Greek company holds a GEMI number and an e-EFKA employer account. One leasing staff to you is a temporary employment agency under Law 4052/2012 and needs a Ministry of Labour licence. I read each record and ranked on what it publishes about Greece. Two providers are Athens-rooted. The rest owe you the entity answer in writing.
How I scored this list
Five things weighted unequally. The scores come from what each record publishes about Greece, not from a registry search.
Greek entity and employment model, 30%
Which company signs the Greek contract and files on ERGANI II: the provider’s own Greek company (a GEMI number and an e-EFKA employer account), a licensed temporary employment agency under Law 4052/2012, or an unnamed partner. A named Athens entity scores highest. A record that says nothing scores on the written answer the buyer should demand before signing.
ERGANI II, digital work card and the fourteen-salary year, 25%
Hiring declaration before day one, working time on the digital work card, the Christmas, Easter and holiday bonuses accrued monthly, and the e-EFKA ceiling of EUR 7,761.94 applied on each payment.
Greek operating substance, 15%
An Athens office, named staff, years in the market, and non-EU hires handled under the 2023 immigration code or the EU Blue Card.
Pricing transparency, 15%
A published monthly fee, setup and termination fees stated, and the FX margin on EUR payroll when the client funds in dollars. Custom-quote boutiques lose points here even when they lead on substance.
Reach beyond Greece, 15%
Country coverage and platform for a buyer pairing Greece with other markets.
The three I'd flag before you scroll.
Spotlight #1
LMW HR Group is the Athens-founded one. Its record lists owned offices in Greece, Cyprus, Malta, Portugal, the Czech Republic and the UK, 2,000+ employees managed since 2013 and visa handling for non-EU hires into the EU. No published pricing and no G2 or Trustpilot reviews: ask for the Greek entity, its GEMI number and a per-country quote before you compare it with the platforms.
Spotlight #2
Deel brings the broadest platform in the list: 150+ countries, owned entities in 100+ markets by its record, EOR from $599 a month and 300+ integrations. The record does not say whether Greece is one of the owned-entity markets or which company signs the ERGANI declaration. Get that into the MSA, with the fourteen-salary accrual shown on the first cost estimate.
Spotlight #3
Remote runs 100% owned entities across 90+ countries with no partners, by its record, at $599 on annual billing or $699 month to month, with $0 setup and termination fees. Its record names no Greek company either. The owned-entity rule makes the question simpler: ask which Greek company holds the e-EFKA employer account and for its clearance certificate.
LMW HR Group
LMW HR Group. Athens-founded in 2013, six owned offices in Southern Europe and the UK by its record, 2,000+ employees managed, non-EU visas. No published price, no reviews: ask for the GEMI number and a quote. Best for buyers wanting a Greek-rooted operator for Southern Europe.
Deel
Deel. 150+ countries, owned entities in 100+ markets, $599 a month and the longest integrations list. The record does not say which entity employs staff in Greece; ask, and ask who files on ERGANI II. Best for buyers adding Greece to a global programme on one platform.
Remote
Remote. Owned entities only, no partners, by its record; #1 for compliance on G2; $599 on annual billing, $0 setup and termination. Ask which Greek company holds the e-EFKA employer account. Best for compliance-first buyers who want IP assignment under one entity model.
Workmotion
WorkMotion. Berlin-based, €499 a month, IEC Gold certified in September 2025, SOC 2 and ISO 27001. WorkDirect covers 21 European markets by its record; whether Greece is one of them is not stated. Best for European mid-market teams that want certified compliance billed in euros.
Rivermate
Rivermate. Amsterdam-based, 38 owned entities and 180+ countries by its record, prices published per country from $319 to $639. Ask which tier Greece sits in and whether an owned entity employs there. Best for European SMBs wanting a published Greek price and a human on Slack.
Multiplier
Multiplier. $459 on annual billing or $499 monthly, flat, no setup fee, 150+ owned entities by its record, equity administration built in. Greece is not named; ask which entity employs and how the fourteen salaries show on the invoice. Best for mid-market buyers on a flat budget.
G-P (Globalization Partners)
Globalization Partners. EOR since 2012, a direct-entity model across 180+ countries by its record, in-house legal, ISO and SOC 2. From $599 with statutory costs extra, no published setup fee. Best for enterprise buyers who want Greece inside an owned-entity programme.
One-World-Services
One-World-Services. Athens boutique, Greece only, GEMI number published on its own record, 85+ employees for 30+ clients, EOR plus accounting, company setup and visas. No published price and no third-party reviews. Best for a first Greek hire with a local entity planned later.
Boundless
Boundless. Dublin-founded, Payoneer-owned since January 2026, EOR in 110+ countries from €175 a month, no setup fee, G2 4.8. The record says owned entities and partners; ask which one Greece is. Best for European SMBs wanting the lowest published fee and a written entity answer.
Oyster
Oyster. B Corp, 180+ countries through owned entities and vetted partners by its record, $699 a month or €649, no setup fee, 700+ reviews. The record does not say which model applies in Greece; ask. Best for distributed teams that put the B Corp posture above price.
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The badge links to the ranking it refers to, is not altered, and comes down if the provider leaves the list.
How to verify a Greek EOR before signing.
Five tests to run on a Greek EOR provider before signing.
Step 1
Ask for the legal name and GEMI number of the Greek company that will sign the employment contract, then look it up on the General Commercial Registry’s public search (businessportal.gr). The status should be active, the registered seat should match the address the provider gives you, and the legal representative should be a person you can name back to them. A provider that answers with its Irish or Dutch holding company has not answered.
Step 2
Ask which model applies. If the Greek company employs your person and you direct the work, that is temporary agency work: Law 4052/2012 calls the firm a temporary employment agency (EPA) and requires a Ministry of Labour licence backed by a bank guarantee. Ask for the licence number and the collective agreement applied. A provider that has never heard of the EPA licence should explain in writing why it does not need one.
Step 3
Ask for the e-EFKA employer registration number (AME) and a current contribution clearance certificate (asfalistiki enimerotita), plus the AADE tax number (AFM) and proof of employer registration on myAADE. The certificate is dated. One older than the month you are in points to arrears.
Step 4
Ask to see the ERGANI II employer account and a redacted hiring declaration from a recent start. The declaration must be in before the first day of work, and the digital work card must be active for the sector. Ask how changes of hours are declared and who holds the login. No ERGANI account, no Greek employment.
Step 5
Get the all-in cost for one employee at your target salary with the fourteen payments shown line by line: twelve monthly salaries, the Christmas bonus by 21 December, the Easter bonus, the holiday allowance, e-EFKA at 21.79% on each of them up to the EUR 7,761.94 monthly ceiling, income tax withheld on the 2026 scale, the provider fee, the FX margin if you fund in dollars, and the severance reserve on the Law 4093/2012 scale. For a non-EU hire, add the residence permit route under the 2023 immigration code or the EU Blue Card and its lead time.
How to Choose the Right EOR Provider
When evaluating EOR providers, consider these critical factors: compliance track record (zero violations is non-negotiable), transparent pricing (watch for setup fees, termination costs, and currency conversion markups), country coverage in your target markets, customer support quality (24/7 availability and response times matter), and platform usability for both HR teams and employees.
Also assess local expertise (do they have in-country specialists?), benefits administration capabilities, payroll accuracy (late payments damage employee relationships), contract flexibility (minimum commitments and exit terms), and technology integrations with your existing HR tech stack.
Don't overlook scalability (can they grow with you from 5 to 500+ employees?), data security (GDPR compliance and SOC 2 certification), and customer reviews from companies similar to yours. The cheapest option often becomes expensive when compliance issues arise or service quality suffers.
Find a better EOR — without risk
Compare EOR providers to gain insights on cost, coverage, and contract flexibility, ensuring compliance and payroll continuity.
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