Greece’s immigration framework changed significantly on February 6, 2026, when Law 5275/2026 came into force. The legislation replaced the previous two-step process with a unified Single Permit system, shortened processing pathways for highly skilled roles, and introduced two new employer-sponsored visa categories. If you’re hiring non-EU nationals into roles based in Greece, you need to understand how those changes affect your obligations as a sponsoring employer. EU, EEA, and Swiss nationals retain full free movement rights and can work in Greece without a permit, so everything in this guide applies specifically to nationals from outside those blocs.
The single permit: the standard route for non-EU hires
Before Law 5275/2026, employers had to navigate separate work authorisation and residence permit applications. The Single Permit consolidates both into one application, which reduces administrative duplication and gives you a single point of contact with Greek authorities.
As the sponsoring employer, you’re responsible for initiating the process. You’ll need to provide a valid job offer and, depending on the role and sector, demonstrate that you couldn’t fill the position with a local or EU candidate. A labour market test may apply. The employee can’t start work in Greece until the permit is issued.
Once granted, the Single Permit is valid for two years. After that, you can renew it in three-year increments, giving longer-term stability for employees you want to retain. You’re also required to register the employee in ERGANI, Greece’s electronic labour registry, which is standard practice for all employment relationships in Greece.
The employee will need to gather supporting documents as part of the application: a valid passport, recognised qualifications or a relevant degree, evidence of relevant work experience, health insurance, a Greek tax number (AFM), and a Greek social security number (AMKA).
EU blue card: for highly qualified professionals
The EU Blue Card is the right route when you’re hiring senior or specialist talent who meet a higher salary threshold. Greece’s Blue Card rules were updated under the 2026 reform to align with EU Directive 2024/1233, and the changes are meaningful for employers.
2026 Salary threshold and requirements
To qualify for a Blue Card, the candidate’s salary must be at least 1.6 times the average Greek gross annual wage. The job contract must run for a minimum of six to twelve months. As with the Single Permit, the sponsoring employer must be a registered Greek legal entity, and the candidate needs the same supporting documentation: valid passport, recognised qualifications, proof of relevant experience, health insurance, AFM, and AMKA.
Updated validity and fees
The 2026 reform extended Blue Card validity to three years, renewable for another three years. That’s a longer initial period than what was available under the previous framework, which reduces how often you and your employee need to go through the renewal process.
The fee structure is: €150 for the initial application, €150 for renewal, and €100 for replacement. There’s an additional €16 charge for the physical permit document. These fees apply per employee, so factor them into your hiring budget for senior non-EU hires.
Tech visa and talent visa
Law 5275/2026 introduced two new employer-sponsored visa categories aimed at attracting skilled professionals into specific areas.
The Tech Visa is a fast-track route for professionals working in the technology sector. If you’re building out a tech team in Greece and need to bring in non-EU engineers, developers, or other technology specialists, this route is designed to move faster than the standard Single Permit.
The Talent Visa targets individuals with specific high-level skills that fall outside the technology sector definition. Both visas are employer-sponsored, which means you’ll need to initiate and support the application in the same way you would for a Single Permit or Blue Card.
The full eligibility criteria and processing timelines for both routes are being established under the Law 5275/2026 implementation framework. If you’re planning hires that might qualify, it’s worth engaging a local immigration specialist early to confirm which route fits your candidate’s profile.
The digital nomad residence permit
The Digital Nomad Residence Permit isn’t an employer-sponsored route, so it doesn’t sit in the same category as the permits above. But it’s worth knowing about if you employ remote workers who might choose to apply for it independently.
The permit allows individuals to live legally in Greece for up to two years while continuing to work for overseas employers or clients. There’s no Greek employment contract and no requirement for the employer to take any action. From February 5, 2026 (also under Law 5275/2026), in-country applications were abolished, so applicants must now apply through a Greek consulate or embassy before they arrive.
The income requirement is €3,500 per month net for the applicant alone, rising to €4,200 per month with a partner and an additional €525 per month for each child.
If someone on your remote team tells you they’ve applied for or hold a Digital Nomad Residence Permit in Greece, it doesn’t change your employment relationship with them. They remain employed by you as an overseas employer. However, it’s worth reviewing whether their physical presence in Greece creates any tax or permanent establishment considerations, as that’s a separate question from the permit itself.
Hiring non-EU nationals through an Employer of Record
Sponsoring work visas directly requires you to operate as a registered Greek legal entity. If you don’t have a legal presence in Greece, or if you want to hire without setting up a subsidiary, working with an Employer of Record (EOR) is a practical alternative.
An EOR becomes the legal employer of record in Greece, handling employment contracts, payroll, social contributions, and compliance with Greek labour law. For visa sponsorship specifically, the EOR acts as the registered Greek legal entity that the immigration process requires. You maintain day-to-day oversight of the employee’s work while the EOR manages the administrative and legal obligations.
This model is useful when you want to move quickly, avoid the cost and time of entity setup, or hire in Greece on a project basis without committing to a permanent local structure. EOR services can also help you navigate the updated requirements under Law 5275/2026, including ERGANI registration and permit renewals.
Book a demo to see how RemotePass supports non-EU hiring in Greece.
Frequently asked questions
Does the employer or the employee apply for the single permit?
The employer initiates the process. You’ll need to submit a valid job offer and, where required, evidence that you’ve satisfied any labour market test. The employee provides the personal documentation, but the application is employer-driven. The employee can’t begin working in Greece until the permit is issued.
Can a non-EU national start work while the permit application is being processed?
No. The employee must wait for the Single Permit or Blue Card to be granted before starting work in Greece. Making sure your application is complete and accurate from the outset will reduce the risk of delays.
What happens if you want to extend the employment beyond the initial two-year permit?
Single Permits are renewable. After the initial two-year validity period, you can apply for a three-year extension. You’ll need to demonstrate that the employment relationship is continuing and that both the employer and employee still meet the relevant requirements. Build renewal timelines into your HR planning so you’re not caught with a lapse in the employee’s authorisation.
Do you need a greek legal entity to sponsor a work visa?
Yes. Greece’s immigration framework requires the sponsoring employer to be a registered Greek legal entity. If you don’t have one, you’ll need to either set up a local subsidiary or work through an EOR that holds the required legal standing in Greece. The EOR route is typically faster and lower-cost than entity setup, particularly for smaller teams or time-sensitive hires.
