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Vol. 1984/0 245 
  
 
Disclaimer  
Conformém ent au règlement (CEE, Euratom) n° 354/83 du Conseil du 1er février 1983 
concernant l'ouverture au public des archives historiques de la Communauté économique 
européenne et de la Communauté européenne de l'énergie atomique (JO L 43 du 15.2.1983, 
p. 1), tel que modifié par le règlement (CE, Euratom) n° 1700/2003 du 22 septembre 2003 
(JO L 243 du 27.9.2003, p. 1), ce dossier est ouvert au public. Le cas échéant, les documents 
classifiés présents dans ce dossier ont été déclassifiés conformément à l'article 5 dudit 
règlem ent. 
In accordance with Council Regulation (EEC, Euratom) No 354/83 of 1 February 1983 
concerning the openi ng to the public of the historical archives of the European Econom ic 
Community and the European Atomic Energy Communit y (OJ L 43, 15.2.1983, p. 1), as 
amended by Regulation (EC, Euratom) No 1700/2003 of 22 September 2003 (OJ L 243, 
27.9.2003, p. 1), this f ile is open to the public. Where necessary, classified documents in this 
file have been declassified in conformity with Article 5 of the aforementioned regulation.  
In Übereinstimmung mit der Verordnung (EWG, Euratom) Nr. 354/83 des Rates vom  1. 
Februar 198 3 über die Freigabe der historischen Archive der Europäischen  
Wirtschaftsgemeinschaft und der Europäischen Atomgem einschaft (ABI. L 43 vom  15.2.1983,  
S. 1), geändert durch die Verordnung (EG, Euratom) Nr. 1700/2003 vom 22. Septem ber 2003  
(ABI. L 243 vom 27 .9.2003, S. 1), ist diese Datei der Öffentlichkeit zugänglich. Soweit  
erforderlich, wurden die Verschlusssachen in dieser Datei in Übereinstimmung mit Artikel 5  
der genannten Verordnung freigegeben.  
COMMISSION OF THE EUROPEAN COMMUNITIES
COM(84) 667 final
Brussels, 4  D e c e m b e r  1 9 8 4
R E P O R T  O F  T H E  C O M M I S S I O N  T O  T H E  C O U N C I L  
O N  T H E  A P P L I C A T I O N  O F  T H E  P R I N C I P L E  O F  E Q U A L  P A Y  
F O R  M E N  A N D  W O M E N  I N  G R E E C E
(Article 1 1 9  of the E E C  T reaty a n d  C o u n cil Directive 7 5 /1 1 7 /E E C
o f 1 0  F e bru a ry  1 9 7 5 )
C O M (84) 6 6 7  final

£ & ff 66?
R E P O R T  O F  T H E  C O M M I S S I O N  T O  T H E  C O U N C I L  
O N  T H E  A P P L I C A T I O N  O F  T H E  P R I N C I P L E  O F  E Q U A L  P A Y  
F O R  M E N  A N D  W O M E N  I N  G R E E C E
(Article 1 1 9  of the E E C  Treaty a n d  Council Directive 75/117/E E C
of 1 0  F ebruary 1975)
I N D E X
I N T R O D U C T I O N  ........................................................................................................
I  - T H E  L E G A L  S I T U A T I O N  .........................................................................................
II - I M P L E M E N T A T I O N  O F  L E G A L  R E M E D I E S  U N D E R  G R E E K  L A W  I N
R E S P E C T  O F  E Q U A L  P A Y  F O R  M E N  A N D  W O M E N  ................................................
Ill - D E V E L O P M E N T S  I N  T H E  F I E L D  O F  C O L L E C T I V E  A G R E E M E N T S  ......................
A  
- Scope of collective agreem ents ......................................................
B  
- T h e content of collective agreem ents ..........................................
C  
- Collective agreem ents a n d  job classification systems .........
D  - Supervision a n d  control .....................................................................
I V  - S T A T I S T I C A L  I N F O R M A T I O N  O N  T H E  E A R N I N G S  O F  M E N  A N D
W O M E N  I N  G R E E C E  ................................................................................................
S U M M A R Y  A N D  C O N C L U S I O N S  .............................................................................Pages
1
3
1 2
1 5
15
15
16
18
19
28

-  1 -
I N T R O D U C T I O N
1 . T h e  C o m m iss io n  has, w ithin the general context of the duties conferred
o n  it b y  Article 1 5 5  of th e T reaty establishing the E E C , presented periodic
reports to the C o u n cil regard ing the application of the principe of e q u a l p a y
for m e n  a n d  w o m e n  enshrined in  Article 1 1 9  of the Treaty. T h e  last su c h  rep ort
( C 0 M C 7 8 )  711, final) w a s  p u t before the C ou n cil o n  1 8  J a n u a r y  1 9 7 9  p u rsu a n t to
Article 9  of C o u n cil Directive 75/1 1 7 /E E C  of 1 0  F e b r u a r y  1 9 7 5  o n  th e
ap p roxim ation  of th e la w s  of the M e m b e r  States relating to the application(  1 )of th e principle of eq u a l p a y  for m e n  a n d  w o m e n  .  T h is report described  
the situation w ith  reg a rd  to the application of the Directive a s a t 1 2  
F e b r u a r y  1 9 7 8 .
F r o m  1  J a n u a r y  1 9 8 1 , Article 1 1 9  of the T reaty a n d  C ou n cil Directive  
7 5 /1 1 7 /E E C  a re also applicable to G reece. It is therefore necessary to review  
the legal a n d  d e  facto situation in  that country a s  regard s im p lem en tation  
of th e principle of e q u a l p a y  a n d  to analyse the m ea su res ta k en  in  this  
connection b y  g o v e r n m e n t a n d  the tw o  sides of industry.
I n  line w ith  previous practice, the C o m m issio n  sent a  detailed  
questionnaire to th e g o v e r n m e n t a n d  em ployers' a n d  w orkers' organizations w ith  
a  v iew  to their collaboration in  the task of gathering relevant legal a n d  
statistical inform ation. A  prelim inary draft report w a s  d r a w n  u p  o n  th e  
basis of th e reply form ulated jointly b y  the g o v ern m en t a n d  the tw o  sides of  
industry a n d  transm itted to the C o m m issio n  officially in  F e b r u a r y  1 9 8 2 . T h is  
prelim inary draft w a s  subm itted to the parties referred to a b o v e  a n d  th e G r e e k  
G o v e r n m e n t c o m m u n ic a te d  its observations to the C o m m issio n  o n  2 5  Ju ly 1 9 8 3 ;  
these w e r e  incorporated into the draft report. H o w e v e r , following the  
adoption o n  3 0  J a n u a r y  1 9 8 4  of L a w  N °  1414/84 " o n  the application of th e  
principle of equality b etw een  the sexes in  industrial relations a n d  other  
provisions", it c a m e  necessary to redraft the report.
(1 ) 0 J  N °  L  45, 19.2.1975, p . 1 9

-  2 -
P a rt O n e  of this rep ort c o m p a r e s the L e g a l a n d  adm inistrative provisions  
in  force in  G re e c e  w ith  the requirem ents im p o se d  b y  Directive 75/117.
P a r t T w o  rev iew s th e position a s  regard s court decisions o n  the rights of  
individuals in  this field. P a rt T h r e e  analyses the d ev elo p m en t of collective  
a g reem en ts in  relation to the principle of eq u a l p a y  a n d  P a rt F o u r  gives  
s o m e  statistical in form ation o n  the earnings of m e n  a n d  w o m e n  in  G reece.
I n  the final part, th e C o m m iss io n  p u ts fo rw a rd  its overall conclusions.

- 3  -
I. T H E  L E G A L  S I T U A T I O N
2 . T h e  principal of e q u a l p a y  for m e n  a n d  w o m e n  w a s  essentially enshrined, u p  to
2  F e b r u a r y  19 8 4 , w h e n  L a w  N °  1414/84 entered into force/ in  the following provisions
of G r e e k  l a w  :  ;
- the secon d  su b p a r a g r a p h  of Article 22(1) of the 1 9 7 5  constitution :  A lt
w o r k e r s shall b e  entitled, irrespective of sex o r a n y  other distinction,  
to  eq u a l p a y  for w o r k  of eq u a l value". A n y  provisions of statutory  
ministerial decrees, collective agreem en ts o r  arbitration a w a r d s  o n  p a y  
contrary to  the secon d  su b p a ra g ra p h  of Article 22(1) w ere, b y  virtue of  
transitional arran gem en ts, to  r e m a in  in  force until replaced. I n  the event,  
h o w ev er, of su c h  provisions n o t being replaced w ithin three years follow ing  
the entry into force of the n e w  constitution, i.e. b y  1 1  J u n e  1 9 7 8  (Article  
116(3)), th ey w o u ld  autom atically b e  regard ed  a s h avin g lapsed. T h e  
constitution also includes a  general rule w h e r e b y  m e n  a n d  w o m e n  a re d e e m e d  
to h a v e  the s a m e  rights a n d  obligations (Article 4(2)). Existing provisions  
contrary to Article 4(2) r e m a in  in  force, h o w ev er, until specifically re­
pealed b y  la w  or, failing that, until 3 1  D e c e m b e r  1 9 8 2  (Article 116(1)).  
E xceptions to  the principle of eq u al rights a re thu s only perm itted w h e r e  
there a re a d eq u ate g ro u n d s in  those cases expressly provided b y  la w  (Article  
116(2)).
- L a w  N °  46/1975 ratifying International L a b o u r  C on ven tion  N °  1 0 0  concerning  
eq u a l rem u n era tio n  for m e n  a n d  w o m e n  w o rk ers for w o r k  of eq u a l value.
- L a w s  N ° s 754/1978 a n d  1041/1980 regulating/increasing the rem u n eration  of  
civil a n d  military officials a n d  the em p loyees of bodies governed b y  
public la w .
- T h e  N ational Collective A g r e e m e n t of 2 6  F e b r u a r y  1 9 7 5  concerning th e  
application of the principle of eq u al p a y  for m e n  a n d  w o m e n , increases in  
the n u m b e r  of d ays' a n n u a l leave a n d  the introduction of a  45-h ou r w e e k  
for m a n u a l w ork ers, w h ic h  w a s  ratified b y  L a w  N °  133/1975.

-4  -
3 . T h e  g o v e r n m e n t· fo r m e d  following the O cto b er 1 9 8 1  elections h a s  p rep a red  a  
draft la w  o n  the incorporation into national la w  of b o th  Directive 75/117/E E C  of  
1 0  F e b r u a r y  1 9 7 5  o n  e q u a l p a y  a n d  Directive 7 6 /2 0 7 /E E C  of 9  F e b r u a r y  1 9 7 6  o n  e q u a l  
treatm en t for m e n  a n d  w o m e n  a s  reg a rd s access to  em p lo y m en t, vocational traininq
/  'J S 3
a n d  p rom otion , a n d  w o r k in g  conditions .  T h is text w o u ld  replace a  draft  
presidential decree d r a w n  u p  b y  the previous g o v ern m en t w h ic h  w a s  also in ten d ed  
to bring G r e e k  la w  into line w ith  the tw o  Directives b u t did  not, accord ing to  
the present g o v ern m en t, m e e t all the requirem ents of the C o m m u n it y  instrum ents.
T h is w o r k  resulted in  the adoption o n  3 0  J a n u a ry  1 9 8 4  of L a w  N °  1414/84  
—2 2— — Ie  applicatio n  of the principle of equality b etw een  the sexes in  industrial  
relations a n d  other provisions" , w h ic h  entered into force o n  2  F e b r u a r y  1 9 8 4 .
C O N C O R D A N C E  B E T W E E N  N A T I O N A L  L A W  A N D  C O U N C I L  D I R E C T I V E  7 5 /1 1 7 /E E C  O F  
1 0  F E B R U A R Y  1 9 7 5
C o n ten t a n d  scope of th e principle of e q u a l p a y
4 . Article 1  of the Directive
T h e  principle of eq u a l p a y  for m e n  a n d  w o m e n  outlined in  Article 1 1 9  of  
the Treaty, hereinafter called principle of eq u a l p a y , m e a n s, for the s a m e  w o r k  
o r  fo r w o r k  to  w h ic h  e q u a l value is attributed, the elim ination of all  
discrim ination o n  g r o u n d s of sex w ith  reg a rd  to  all aspects a n d  conditions of  
rem u n eration .
I n  particular, w h e r e  a  jo b  classification system  is u sed  for determ in ing  
p ay, it m u s t b e  b a sed  o n  the s a m e  criteria for b o th  m e n  a n d  w o m e n  a n d  so  d r a w n  
u p  a s to exclude a n y  discrimination o n  g r o u n d s of sex".
5 . T h e  seco n d  su b p a ra g ra p h  of Article 22(1) of the Constitution stipulates  
that all w o r k e r s a r e  entitled, irrespective of sex o r  a n y  other distinction, to  
eq u a l p a y  for w o r k  of e q u a l value. I n  accordance w ith  Article 1  of the N ational  
Collective A g r e e m e n t of 2 6  F e b r u a r y  1 9 7 5 , the principle of eq u a l p a y  w a s  
im p lem e n te d  progressively over the period u p  to  1  M a r c h  1 9 7 8  w ith  respect to
(1 ) 0 J  N °  L  3 9 , 14.2.1976, p . 4 0
(2 ) P ublished in  the G r e e k  Official Jou rn al of 2.2.1984 - A  - N °  1 0  - p . 5 9

-  5 -
m in i m u m  daily w a g es, m in im u m  m o n th ly  salaries for salaried em p lo y ees h a d  already  
b e e n  h a rm o n ized .
B y  virtue of L a w  N °  754/1978 (as a m e n d e d  b y  L a w  N °  1041/1980) regulating/  
increasing the rem u n era tio n  of civil a n d  military officials a n d  em p lo y ees of  
bodies govern ed  b y  public la w , the m o n th ly  rem u n eration  (basic rates plus  
ordinary allow ances) of su c h  w o rk ers m u s t b e  d eterm in ed in  a  u n ifo rm  fashion for  
b o th  sexes.
5 a . T h e  w o r d in g  of Article 4  of L a w  N °  1414/84 is fairly similar to  that of  
Article 1 1 9  of the E E C  T reaty a n d  Directive 75/117. H e a d e d  " R e m u n e r a tio n  of  
w ork ers" , it stipulates that :
- M e n  a n d  w o m e n  shall b e  entitled to eq u al p a y  for w o r k  of a n  eq u a l value.
11
- P a y  m e a n s  th e w a g e  a n d  a n y  other consideration, w h eth er in  ca sh  o r  in
11
kin d , w h ic h  the w o r k e r  receives, directly o r indirectly, in  retu rn  fo r  
services provided.M
"  ~  T h e  classification of jobs in  ord er to determ ine p a y  m u s t  b e  b ased  o n
M  the s a m e  criteria for b o th  sexes a n d  so  applied a s  to  exclude a n y
i i  discrimination o n  g ro u n d s of sex".
I n  reg a rd  to the su p p lem en tary consideration paid in  ca sh  b y  em ployers,  
G reece w a s  faced w ith  a  m a jo r  p r o b le m  (see b elow  :  II. L E G A L  R E M E D I E S ,  §  1 8 )  
concerning the " m a rria g e a n d  d ep en d en t child allowances", the p a y m e n t of w h ic h  
w a s  associated w ith  the concept of " h e a d  of household".
T herefore, in  ord er to achieve eq u a l treatm ent for m a le  a n d  fem ale em p lo y ees  
in  this area, Article 4  of the n e w  L a w  N °  1414/84 specifies that :
- T h e  beneficiary of the m arriage allow ance shall b e  the fam ily a n d  the  
beneficiaries of th e allow ances for d ep en d en t children shall b e  th e
'  children.
i
- T h e  m a rria g e allow ance a n d  the allow ance for d ep en d en t children paid b y  
virtue of a  sc h e m e  recently established o r  refo rm ed  shall h en cefo rw a rdI
b e  a w a r d e d  to e a c h  spouse o r p aren t in  e m p lo y m e n t w ith ou t discriminationIon g ro u n d s of sex "  (applicable to sch em es existing before the en try

-  6 -
into force of th e L a w ,  see §  2 0  below , transitional provisions).
Possibility of ta k in g  legal action
6.  Article 2
"  M e m b e r  States shall introduce into their national legal system s su c h  
"  m e a su r e s a s  a re necessary to enable all em p loyees w h o  consider them selves  
"  w r o n g e d  b y  failure to  a p p ly  the principle of eq u a l p a y  to p u rsu e their claim s  
"  b y  judicial process after possible recourse to other co m p eten t authorities".
7. W o r k e r s  in  the private sector a n d  public sector w o rk ers e m p lo y ed  o n  
contracts g overn ed  b y  private la w  en joy the following m e a n s  of recourse in  the  
event of failure to  a p p ly  the principle of e q u a l p a y  in  their fa v o u r :
- th ey m a y  institute p roceed ing before the civil courts in  accord ance w ith  
Article 6 6 3  of the Civil P ro ced u re C o d e ;
- th ey  m a y  a p p ly  to  the arbitration tribunals in  accord ance w ith  Article 9  o n ­
w a r d s  of L a w  N °  3239/55 concerning the settlement of industrial disputes. It  
sh ou ld  b e  n oted  that, in  exercising its control over collective a g reem en ts o r  
arbitration a w a r d s  b y  m e a n s  of Ministerial orders ap p rovin g the fo r m e r  o r  
ratifying the latter, th e C ou n cil of State m a y  declare null a n d  void  a n y  
provision of those instru m en ts w h ic h  is incom patible w ith  the principle of  
e q u a l p a y .
U n d e r  Articles 6 63, 668 a n d  6 6 9  of the Civil P ro ced u re C o d e , proceedings  
m a y  b e  b rou gh t either b y  the individual con cern ed  o r  b y  the organization to  
w h ic h  he/she belongs.
T h e  rem u n era tio n  of officials is fixed b y  la w  in  a  u n iform  fashion for  
b o th  sexes. A lth o u g h  there is n o  provision in  the Civil P roced u re C o d e  for a  
special m e a n s  of recourse fo r State em p lo y ees o r  legal p ersons govern ed  b y  
public la w  enabling th e m , w h e r e  necessary, to h a v e  eq u a l p a y  restored, su c h  
persons m a y , u n d e r  the general rules applicable, bring a n  action before the  
civil courts o r  proceedings for a n n u lm e n t before the C ou n cil of State against  
the administrative act fixing their p a y .

-  7 -
E lim ination of discrimination w h ic h  m a y  still exist in  certain Legislation a n d  
nullity of a n y  provision ap p earin g in  a n  a g reem en t o r contract w h ic h  is contrary  
to the principle of eq u a l p a y
S . Article 3
"  M e m b e r  States shall abolish all discrimination b etw een
"  arising fr o m  law s, regulations or administrative provisions  
"  contrary to the principle of eq u a l p a y " .
9 . Article 4
"  M e m b e r  States shall take the necessary m ea su res to ensu re that provisions
"  ap p earin g in  collective agreem ents, w a g e  scales, w a g e  agreem en ts o r individual  
"  contracts of e m p lo y m e n t w h ic h  are contrary to the principle of eq u a l p a y  
"  shall be, o r  m a y  b e  declared, null a n d  void o r  m a y  b e  a m e n d e d " .
1 0 . Provisions contrary to Article 22(1), secon d  su b p aragrap h , of th e  
Constitution w e r e  either replaced b y  1 1  J u n e  1 9 7 8  or, failing that, h a v e  
autom atically lapsed. Similarly, a s provided in  Article 116(1) of th e  
Constitution, a n y  r em a in in g  provisions contrary to Article 4(2) of th e  
Constitution (w h ic h  provides that m e n  a n d  w o m e n  h a v e  the s a m e  rights a n d  
obligations) m u s t  b e  repealed b y  3 1  D e c e m b e r  1 9 82, subject only to exceptions  
expressly authorized b y  la w .
T h e  provisions of Article 20(1) of L a w  N °  3239/55 (as since a m e n d e d  
a n d  su p p lem en ted ) concern ing procedures for the settlement of industrial  
disputes, together w ith  those of Article 2(1) of D ecree L a w  73/74 concern ing  
the restoration of the system  of national collective agrém en ts a n d  the abolition  
of the G o v ern m en t's right to intervene in  the collective bargaining process,  
e m p o w e r  the M inister of L a b o u r  to refuse to ratify o r publish collective  
a greem en ts o r to publish arbitration a w a r d s  w h ic h  infringe the principle of  
eq u a l p a y . T h e  M inister h a s  the right to ch eck  the legality a n d  to refer a n y  
collective agreem en ts containing discrim inatory provisions to the contracting  
parties for the p u rp ose of r e m o v in g  su c h  provisions, w h ic h  h e  did  o n  t w o  
occasions in  1 9 8 2 .m e n  a n d  w o m e n  
w h ic h  is

-  8 -
F u rth erm o re, a n y  individual contracts of e m p lo y m e n t o r  other  
a g reem en ts w h ic h  infringe the principle of eq u a l p a y  a re null a n d  void u n d e r  
th e constitutional provisions o n  eq u a l treatm ent a n d  the courts a re e m p o w e r e d  
to declare su c h  a g reem en ts null a n d  void.
1 0 a . I n  ord er to  clarify the p ro b lem s of interpreting the la w s  in  force
in  this field, Article 1 5  of L a w  N °  1414/84 provides that :
"  T h e  law s, decrees, collective agreem ents, arbitration a w a r d s o r
"  M inisterial decisions, internal regulations of undertakings, individual  
"  e m p lo y m e n t contracts (a n d  the rules governing the professions) that r u n  
"  counter to the provisions of this la w  are h ereb y  repealed".
Protection of em p lo y ees against dismissal in  connection w ith  th e  
application of th e principle of eq u a l p a y
1 1 . Article 5
"  M e m b e r  States shall take the necessary m ea su res to protect em p lo y ees  
" against dism issal b y  the em p lo y er a s  a  reaction to  a  com p lain t w ithin th e  
"  u n d ertak in g o r  to  a n y  legal proceedings a im e d  a t enforcing com p lian ce  
"  w ith  th e principe of eq u a l p a y " .
1 2 . If it e m e r g e s fr o m  a n  em ployee's com p lain t to a  tribunal that h e
w a s  dism issed for h a v in g  attem pted to enforce his rights b y  judicial o r  extra­
judicial m e a n s, su c h  dism issal is null a n d  void because Article 2 8 1  of th e  
Civil C o d e  prohibits the m isu se of la w  a n d  h en ce the m isu se b y  a n  em p lo y er of  
his right to dism iss a n  em p loyee.
1 2 a . T h ese v e r y  general rules o n  the protection of w o rk ers against unfair
dismissal w e r e  su p p lem en ted  b y  Article 6 of L a w  N °  1414/84 w h ic h  "prohibits the  
dism issal of a  w o r k e r  o n  g ro u n d s of sex  o r  a s  a  reaction to legal proceedings  
o r  to a n y  other action b y  the w o r k e r  a im e d  a t enforcing com pliance w ith  the  
principle of eq u a l treatm en t for m e n  a n d  w o m e n  in  industrial relations".

- 9  -
M e a su r e s a n d  m e a n s  available to ensure that the principle of e q u a l p a y  
is observed
1 3 . Article 6
"  M e m b e r  States shall, in  accord ance w ith  their national circum stances
"  a n d  legal system s, take the m ea su res necessary to  ensu re that the
principle of eq u a l p a y  is applied. T h e y  shall see that effective m e a n s  
a re available to take care that this principle is observed".
1 4 . T h e r e  is n o  official b o d y  w ith  exclusive responsibility for en su rin g  
com plian ce w ith  the principle of eq u a l p a y . W h e r e  e m p lo y m e n t relationships  
govern ed  b y  private la w  are concerned, responsibility lies w ith  the local offices  
of th e la b o u r inspectorate w h o se  task it is, according to th e legislation  
currently in  force, to  m o n ito r em ployers' com pliance w ith  the provisions of  
la b o u r la w  (Articles 2 2  to 2 7  of Presidential D ecree 1156/1977 concerning th e  
organization of th e M inistry of L a b o u r ; D e c r ee -L a w  2954/54 concerning th e  
establishm ent of a  la b o u r inspectorate u n d e r  the auspices of th e M inistry of  
L a b o u r  a n d  L a w  N °  3299/55 concerning the settlement of industrial disputes).
I n  the even t of a n  em p lo y er refusing to ap p ly  lab ou r legislation, the inspectorate  
en d ea v o u rs to settle the m atter o u t of cou rt (Article 27(2)(c) a n d  Article  
28(2)(a)(b) a n d  (c) of presidential decree 1156/1977 o r Article 9  of D e c r e e -L a w  
186/1969 a m e n d in g  L a w  N °  3239/55) b y  m e a n s  of tripartite negotiations b etw een  
the inspectorate a n d  representatives of the em p loyers a n d  w ork ers. I n  th e  
even t of failure to r e a c h  a n  agreem ent, proceedings a re instituted before th e  
courts. Article 1 2  of L a w  N °  1414/84 stipulates that a n  em p lo y er is liable to  
a  fine of 2 0  0 0 0  to 3 0 0  0 0 0  d ra ch m a s, subject to a  reasoned opinion b y  th e  
la b o u r inspector, w ith ou t prejudice to other penalties laid d o w n  b y  law s.
Salaried em ployees, w h eth er of the State o r  of th e various public  
la w  bodies, d o  n o t h a v e  the right to bring a n  action before the la b o u r  
inspectorate, w h o se  p o w e r s a re restricted to private sector w age-earners.
Extra-judicial disputes w h ic h  arse b etw een  officials a n d  their  
d ep artm en ts a re in  practice resolved b y  internal administrative action.
A s  regard s judicial proceedings, administrative acts affecting  
officials m a y  b e  challenged either before the C ou n cil of State directly o r  
before th e lo w e r  administrative courts, d ep en d in g o n  the case. P ecu n iary  
actions a re h e a r d  in  ordinary proceedings in  civil courts.

-  1 0  -
1 4 a . It sh ou ld  also b e  noted that, ap art fr o m  th e " C o m m itte e  o n  E quality
for b o th  sexes" set u p  b y  Article 6 of L a w  N °  1288/82, a n  entire adm inistrative  
structure h a s  b e e n  set u p  b y  L a w  N °  1414/84 :
- a  b u r e a u  fo r eq u a l treatm ent for m e n  a n d  w o m e n  w ithin e a c h  la b o u r  
inspectorate;
- a  d e p a rtm en t fo r eq u a l treatm ent for m e n  a n d  w o m e n  w ithin the  
" w o r k in g  conditions" directorate of the central adm inistration of th e  
M inistry of L a b o u r ;
- a n d  an oth er d ep a rtm en t for e q u a l treatm ent for m e n  a n d  w o m e n  w ithin
(  1 )the L a b o u r  C o u n cil of the L a b o u r  M inistry's central adm inistration
Notification to em p lo y ees (particularly a t their place of e m p lo y m e n t)
1 5 . Article 7
"  M e m b e r  States shall tak e care that the provisions a d o p ted  p u rsu a n t
"  to  this Directive, together w ith  the relevant provisions already in  force,  
"  a re b ro u g h t to  the attention of em p lo y ees b y  all appropriate m e a n s, fo r  
"  e x a m p le  at their place of e m p lo y m e n t" .
1 6 . R u le s con cern in g rem u n era tio n  established b y  collective agreem ents,  
arbitration a w a rd s, ministerial decisions o r  la w s a re published in  the Official  
G azette a n d  notified, w h e r e  appropriate, to  the relevant u n io n  bodies a n d  
state d ep a rtm en ts ( L a w  N °  3239/55 concerning the settlement of industrial  
disputes, a s  since m odified).
T h e  present govern m en t, h o w ev er, fo u n d  that notification of  
em ployees, particularly a t their place of em p lo y m en t, w a s  highly inadequate.
F o r  this reason, Article 1 6  of a  recent L a w  ( N °  1 2 6 4  of 1 9 8 2 )
" o n  the dem ocratization of the trade u n io n  m o v e m e n t a n d  the consolidation of  
trade u n io n  rights of em p lo y ees"  lays d o w n  that trade unions h a v e  the right  
to u se notice-boards a t places of e m p lo y m e n t to ca rry  o u t their task.
(1 ) cf. " R e p o r t fr o m  the C o m m iss io n  to the C o u n cil o n  the situation w ith  
reg a rd  to the application of the principle of eq u a l treatm ent for m e n  
a n d  w o m e n  a s  regard s access to em p lo y m en t, vocational training a n d  
prom otion , a n d  w o r k in g  conditions" (C ou n cil Directive 7 6 /2 0 7 /E E C  of  
9  F e b r u a r y  1976).

-  1 1  -
1 6 a . A p a r t fr o m  this general provision, L a w  N °  1414/84 lays d o w n
firstly that trade u n ion s are entitled to notify em p loyees of a n y  provisions  
.a im e d  a t guaranteeing a n d  im p lem en tin g  the principles of eq u a l p a y  a n d  eq u a l  
treatm en t for m e n  a n d  w o m e n  a n d  secondly that em p loyers are obliged to  
assist the trade un ion s a s  regard s the posting of notices in  the firm ,  
distribution of circulars, etc.

-  12  -
II. I M P L E M E N T A T I O N  O F  L E G A L  R E M E D I E S  U t i l  P E R  G R E E K  L A W  I N  R E S P E C T  O F  
E Q U A L  P A Y  F O R  M E N  A N D  W O M E N
1 7 . A cco rd in g  to the G r e e k  G o v er n m e n t, n o  inform ation is yet available a s  to  th e  
n u m b e r  of occasions o n  w h ic h  proceedings h a v e  b een  b ro u g h t b y  the w o r k e r s co n cern ed  
o r  their representative organizations w ith  a  v iew  to application of the principle o f  
e q u a l p a y . It is k n o w n , h o w ev er, that, a s  in  a  n u m b e r  of other countries, th e n u m b e r  
is v ery  sm all. M o reo v er, the local offices of the lab ou r inspectorate h a v e  yet to  
bring a n y  cases of this k in g  before the courts.
1 8 . M e n tio n  should, h o w ev er, b e  m a d e  of three highly ju d g m en ts b y  S u p r e m e  C o u rts  
(tw o  b y  the C o u n cil of State a n d  o n e  b y  the S u p r e m e  C o u r t of A p p eal) since th ey give  
s o m e  indication a s  to the areas in  w h ic h  p ro b lem s h a v e  arisen w ith  reg a rd  to the  
interpretation of th e present legal rules, n a m e ly  m arriage allow ances a n d  d ep en d en t  
children allow ances :
1 )  - A n  a p p ea l to the C o u n cil of State for a n n u lm e n t of D ecision 60/1978 of th e
Adm inistrative Arbitration A p p ea ls T rib u n al of A th en s (concerning accountants'  
rem u n era tio n ) rejecting the applicant u n io n  organization's petition con cern in g  
the granting of m a rria g e allow ances a n d  d ep en d en t children allow ances to  
m a rried  w o m e n . T h e se  allow ances w e r e  p aid b y  em p loyers only to  m a rried  m e n .
I n  J u d g m e n t N °  4256/1979 the C ou n cil of State ruled that the obligation to  
p a y  eq u a l w a g e s  to m e n  a n d  w o m e n  did  n o t extend to m arriage allow ances a n d  
d ep en d en t children allowances, taking the v iew  that su c h  benefits w e r e  p a id  
w ith  a  specific a im  in  m in d , n a m e ly  to co m p en sa te w o r k e r s for the additional  
expenditure arising fr o m  m arriage,an d  that they sh ould therefore b e  granted  
to o n e  m e m b e r  of the household only - a s  a  rule the h u sb a n d  since the  
expenditure in  question w a s  b o rn e b y  h i m  (Article 1 3 9 8  of the Civil C o d e).
2 )  - A  ju d g m e n t of the C o u r t of A p p e a l regard in g the application of the
collectively a g reed  provisions applicable to staff of the B ank of G reece.  
A m o n g s t these provisions is o n e w h e r e b y  fem ale staff receive a  m arriage  
b o n u s lo w er th a n  that of their m a le  colleagues. I n  J u d g m e n t 7254/1979  
the C o u r t of A p p e a l agreed  that the rules concerning m arriage b on u ses for  
the staff of the B a n k  of G reece h a d  lap sed  o n  1 1  J u n e  1 9 78. T h e  C o u r t  
to o k  the v iew  that the m arriage b o n u s w a s  paid in  return for services  
ren d ered  a n d  therefore fo r m e d  a n  integral p art of the w ork er's  
rem u n eration , w ith  the con seq u en ce that, fr o m  1 2  J u n e  19 7 8 , fem a le

1 3
employees w ere entitled to the sam e marriage bonus as their m ale colleagues. 
H ow ever, in its Judgm ent 1465/B/1980, the Suprem e Court of A ppeal took a  
different view, and overturned the decision of the Court of Appeal, 
endorsing the Council of State's- argument that marriage bonuses should as 
a  rule be granted only to husbands insofar as the provisions of the Civil 
C ode remain in force.
3 ) - A  recent and highly important judgment of the Council of State (520/1983) 
in connection with an action for the annulment of a  provision of an  
arbitration aw ard w hich fixed the remuneration of employees of the State 
electricity co m p an y  (SE C ).
T he Council of State ruled that granting a  marriage allowance to m e n  
and w o m e n  under the sam e conditions, but excepting of w o m e n  w hose husbands 
also w o rk  in the sam e com pany (S E C ) or for the State, w a s incompatible 
with the principle of equal pay as laid d o w n  b y  Article 22(1), second sub- 
paragraph, of the Constitution.
Referring to the wording of this text ("All workers shall be entitled, 
irrespective of sex or any other distinction, to equal pay for w o rk  of 
equal value"), the Council of State states that "this provision lays d o w n  
the principle of equal pay between persons of the sam e sex, or of opposite 
sexes".
Consequently, the Council of State goes on, this marriage allowance has 
lost its original nature of a  genuine allowance for family expenditure 
intended for the "family" and has becom e a  payment which is added to the 
individual salaries of married m e n  and w o m e n  working for the S E C . U nder 
these circumstances, the fact that only w o m e n  w hose husbands also w o rk  for 
the S E C  or for the State are refused this allowance constitutes 
discrimination (prohibited b y  Article 22(1), second subparagraph, of the 
Constitution) com pared with all other married m e n  or w o m e n  working for 
the S E C  or a  public department.
19. A s  regards the first tw o actions (Judgments N °s 4256/1979 of the Council 
of State and 1465/B/1980 of the Suprem e Court of Appeal) the Governm ent stressed 
that the arguments put forward were based o n  the Greak Civil C ode w hich at the 
time laid d o w n  that the husband, as head of household (Article 1387 of the Civil 
Code), bore the expenditure arising from  the marriage (Article 1398 of the 
Civil Code).

- 1 4  -
H ow ever, family la w  w a s  changed b y  the L a w  N °  1329 of 1983, adopted 
under Article 116(1) of the Constitution ("L aw  o n  the constitutional principle of 
equal treatment for m e n  and w o m e n  in the Civil Code, its introductory law , 
commercial legislation and the C ode of Civil Procedure, and o n  the partial 
finalization of the provisions of the Civil C o d e o n  family law").
This la w  repealed the abovementioned provisions of the Civil C o d e  
(Articles 1 3 8 7  and 1398) and replaced them  with the following :
"  Article 1 3 8 7  :  H usband and wife shall take jointly decisions concerning
"  problems of married life. If one partner is physically or legally incapable
"  of doing so, the other shall decide alone.
11
T he w a y  in w hich a  husband and wife organize their life together should
11
not prevent either of them  from  carrying o n  an  activity, particularly
11
employment, nor affect the personality of either of them".
"  Article 1 3 8 9  :  H usband and wife are obliged to m eet the needs of the 
"  family jointly, each in accordance with his or her ability. T he contribution 
"  to family expenditure shall c o m e  from  individual w ork, incom e and the estate 
"  of the husband and wife".
20. In view  of this change, the G reek G overnm ent took the view  that the 
legal basis underlying the tw o  abovementioned judgments of 1 9 7 9  and 1 9 8 0  had 
ceased to exist and that as a  result the distinction w as n o  longer justified.
This is w h y  L a w  N °  1414/84 provides, in a  first stage (Article 1 3  :  
Transitional provisions), that marriage allowances and dependent children 
allowances existing at the time of the entry into force of the ta w  wilt be 
paid to the spouse or parent referred to in a  joint declaration given to the 
employer. Failing this, the tatter pays half the allowance to the spouse or 
parent he employs; however, h e pays the full allowance if the other parent 
is not working or does not receive such an allowance.
T h e definitive system, however, is laid d o w n  b y  Article 4  of L a w  
N °  1414/84 (see §  5 a  above) :  in the case of schem es recently established or 
recently reformed, marriage allowances and dependent child allowances m ust n o w  
be paid to each spouse or parent in employment, regardless of their sex.

15
III. D E V E L O P M E N T S  I N  T H E  F IE L D  O F  C O L L E C T I V E  A G R E E M E N T S
21. It should b e stated at the outset that collective agreements and arbitration 
awards of comparable effect generally m a k e  provision, either directly or indirectly, 
for an  equal pay clause. S uch clauses relate only to m in im u m  w ages however. T he 
provisions of national collective agreements are binding o n  agreements concluded at 
a  lower level. W e  find in Greece the sam e problem as in so m e other countries, 
nam ely that w ag e rates for w o m e n  actually applied at com pany level are nearer to 
the agreed m in im u m  w ages than those for m e n  (wage-gap).
A  - Scope of collective agreements
22. Collective agreements and arbitration awards d o  not apply to workers em ployed 
directly in arable or stock farming. The exclusion of agricultural workers from  
the coverage of collective agreements can largely be explained b y  the fact that
the majority of those working in this sector are m em bers of farmers' families.
T he num ber of dependent employees in agriculture has, however, been o n  the 
increase in recent years.
Also excluded from  collective agreements are state officials and employees 
of bodies governed b y  public law  (except those working under private la w  contracts 
of employment).
N o  information is available as to the num ber of wage-earners employed in 
agriculture; with regard to the other categories mentioned, there are so m e  1 8 0  000 
officials and 4 0  000 employees of bodies governed b y  public law .
B  - T he content of collective agreements
23. A s  a  general rule, neither collective agreements nor arbitration awards lay 
d o w n  different scales of time rates for m e n  and w o m e n  where m in im u m  w ages are 
concerned. The only exceptions mentioned w ere as follows :
- T he collective agreement of 1 8  D ecem ber 1980 for textile workers, w hich lays 
d o w n  m in im u m  daily w a g e  rates for skilled and semi-skilled workers em ployed 
o n  spinning, weaving, dying, printing, finishing, washing, bleaching and 
pressing w o rk  either within or outside the textile industry.

-  16  -
- Arbitration aw ard 31/81 regulating the remuneration and working conditions of 
skilled and semi-skilled workers em ployed in dying and printing shops, etc., 
throughout the country.
- T he collective agreement of 2 3  June 1 9 8 1  for skilled and semi-skilled workers 
in the packaging industry w hich lays d o w n  m in im u m  daily w ag e rates for the 
whole country.
In these three cases, there w ere separate classifications b y  activity group 
for m e n  and w o m e n , and m in im u m  w age rates w ere fixed separately for each group.
These agreements did, however, include a  provision to the effect that, where m e n  
and w o m e n  were em ployed o n  the sam e work, they had to receive equal pay. T h e  tw o  
collective agreements referred to above (textile and packaging industries) have 
since been terminated and the G overnm ent states that the n e w  agreements n o  longer 
have different classifications according to sex. Although a  m o v e  in this 
direction can actually be seen in so m e cases, it m a y  be asked whether, in others, 
concealed discrimination has not taken the place of direct, formal discrimination 
(cf §  2 4  below).
According to the information supplied b y  the G reek Government, there are 
n o  differences between the sexes as regards standards applied for the calculation 
of the various types of piecework rate. N o r w ould collective agreements include 
any provision for additional w a g e  benefits differentiated b y  sex (with the ex­
ception, of course, of marriage and dependent children allowances - cf §  1 8  above).
Similarly, the fact that a  worker m a y  be employed part time in n o  w a y  
affects the application of the principle of equal pay since the sam e hourly 
remuneration is paid irrespective of sex (judgments 745/69 and 692/69 of the 
Court of Appeal).
C  - Collective agreements and job classification systems
24. Job classification systems are a  major factor in the practical implementation 
of the principle of equal pay. It is perfectly possible for job and w a g e  
category systems to be operated in such a  w a y  that, in the absence of direct 
comparability, typically "feminine" jobs are relatively under-valued and hence 
that w o m e n  are m ore or less systematically under-classified, thus preventing 
the proper application of the principle of equal pay, even though there m ay , 
in formal terms, be n o  direct w ag e discrimination.

- 1 7  -
A  standard classification of occupations has been in existence in Greece 
since 1978. This classification is, in essence, the ILO's Standard Classification 
of Occupations adapted to G reek circumstances. Occupations are classified o n  the 
basis of a  num ber of criteria, the m ost important being :  w o rk  performed, 
qualifications required and branch of econom ic activity. A t the first level of 
classification there are ten major groups of occupations, a  brief description of 
the nature of the w o rk  involved being given for each group. These ten major 
groups are then subdivided into 8 3  minor groups, themselves in turn subdivided 
into 284 unit groups. E ac h  unit group covers a  group of occupations related to 
each other b y  similarity of the characteristics of the w ork they entail. Within 
the unit group a  total of 1  500 individual occupations are identified, a  
description of the general functions and principal tasks involved being given 
for each occupation. In addition to this total, a  further 5 3  occupations are 
fisted w hich have form ed the subject of special study in relation to the G reek 
labour market.
For each occupation, the classification gives :
a) a  five-digit code num ber;
b ) a  title relating to the nature of the w o rk  performed;
c) a  definition w hich describes the general functions of the occupation and 
analyses the principal elements of the w o rk  involved.
Aside from  the abovementioned classification, there is also a  guide to 
occupations describing 300 of the occupations m ost typical of the G reek labour 
market.
The distinction between skilled and unskilled categories is based on a 
worker's qualification for a particular job by reason of training and/or 
experience. In the Greek standard classification all occupations are classified 
uniformly for the two sexes irrespective of "typically feminine/masculine" 
criteria (however, cf p. 16 above).
Though no systematic study has been made of this question, its is a 
matter of common knowledge that certain occupations (primarily in the services 
sector, but also some in industry) are almost exclusively a female preserve. 
Notable examples of jobs effectively confined to women are :  nurse, nursery 
nurse, housekeeper, domestic science teacher, primary school teacher, social 
worker, home help, personal secretary, shorthand typist, etc. In industry,

-la­
the majority of typically female jobs are to be found in the textile and clothing 
industries and the tobacco industry. According to the Greek Government, this can 
b e explained b y  the fact that the jobs in question are specially suited to the 
feminine qualities of patience, dexterity, sensitivity and precision.
D  - Supervision and control
25. A s  noted above, collective agreements and arbitration awards are published 
in the Official Gazette (L a w  N °  3239/55 concerning the settlement of industrial 
disputes, as since am ended) and notified to the competent authorities and the 
interested parties. In  the event of the texts of agreements/awards not being 
published in the Official Gazette within the required period, they m a y  be 
notified to the competent court of first instance by the employers '/workers1  
organizations involved.
Such notification stands in place of publication and similarly involves 
the communication of information to the Ministry of Labour and other interested 
part ies.
26. A s  has already been indicated, the local offices of the labour inspectorate 
are responsible for monitoring compliance with the provisions of labour law . 
M em bers of the inspectorate m a y  carry out inspection visits to firms' premises
at any time of the day or night with a  view  to ascertaining whether employers 
are applying these provisions. T o  date, the Ministry of Labour has not brought 
before the courts any cases of infringement of the principle of equal pay as 
enshrined in G reek labour la w  (see §  1 4  above).

- 1 9  -
IV . S T A T IS T IC A L  I N F O R M A T I O N  O N  T H E  E A R N I N G S  O F  M E N  A N D  W O M E N  I N  G R E E C E
27. Statistical surveys of employees' pay are carried out every quarter b y  
the Greek Statistical Office in the major sectors of econom ic activity. T h e 
wide overall differences between the average hourly/monthly earnings of m ale 
and female m anual workers/salar^ed employees, in industrial and craft undei 
takings employing m ore than 1 0  people revealed b y  the published results set 
out in the tables below d o  not, according to the Greek Government, result 
from  direct w age discrimination but rather from  the fact that w o m e n  are 
employed o n  different jobs to m en . Thus, it is suggested b y  w a y  of example, 
m ale and female m anual workers receive comparable w ages in the tobacco industry 
because they perform similar work. S uch an interpretation is in the 
Commission's view  clearly inadequate, though account m ust obviously b e  taken of 
a  variety of structural factors w hich contribute to the overall differences 
in earnings, notably :  a  lower level of training/experience in the case of 
w o m e n , m ore frequent breaks in working life, less seniority, the lesser role 
played b y  night w o rk  and overtime, separate job classifications, a  tendency 
to undervalue typically "feminine" qualifications, etc. T hough there has been 
n o  specific attempt to produce statistics o n  the num ber of w o m e n  in the upper 
reaches of the occupational hierarchy, the statistics available sh o w  clearly 
that the "other" jobs performed b y  w o m e n  are less well paid than those 
performed b y  m e n .

TABLE 2
Average hourly earnings in industrial and, craft undertakings  
employing more than ten people, tiroken down by branch of economic activity and sex
F i r s t  q u a r te r  19SI
( i n  DR)
Code B ranch o f a c t i v i t y Both sexes Men WomenFemale earnines as %
»"« λΙ  λ r t ' ï v i v t " !  V  « r »
W    É M M d b W  '• r W * ·  * * * * * # ! . · « ·
2-3 T o ta l
20 F o o d s tu ffs , e x c e p t d rin k s  · · · · · · · · · · · · · · · ·
21 B rin k s
22 Tobacco · · · · · · · · · · · · · · · · · · · · · · · · · · · · · · · · · ·
23 T e x tile s
24 C lo th in g  and fo o tw e a r · · · · · · · · · · · · · · · · · · · ·
25 Timber and co rk
26 F u rn is h in g
27 P ap er · · · · · · · · · · · · · · · · · · · · · · · · · · · · · · · · · · · ·
28 P r i n t i n g  and p u b lis h in g  · · · · · · · · · · · · · · · · · ·
29 L e a th e r and f u r s  a · · · · · · · · · · · · · · · · · · · · · · · ·
30 Rubber and p l a s t i c s  .......................... ..
31
 C hem icals μ· · · · · μ· ·μ ι· ( · μ μ · ·ι· · · · μ μ
32 O il and c o a l μ· · · · · · μ ι μ · ·μ· ·μ· ·μ μ μ
33 N o z w n e ta llic  m in e ra l p ro d u c ts  aaaaaaaaaaaa
34 B a s ic  m e ta l i n d u s t r i e s  ............................... ..
35
 M etal a r t i c l e s
36 N o n - e le c tr ic a l m a ch in ery  and equipm ent . . .
37 E l e c t r i c a l  equipm ent μ·ι·μ μ μ ·μ·μ μ · ·
38 T ra n s p o rt equipm ent .................. «μ· · · · · · · · · · ·
39
 O ther i n d u s t r i e s  μ·μ μ ·μ μ ·μ μ μ μ μ μ1 2 1 .7
1 0 9 .7
1 2 2 .5
1 3 7 .3
1 1 4 .6  
9 0 .2
1 1 6 .5
1 0 5 .3
1 2 2 .9
1 7 2 .3  
116 .0
1 1 3 .7
1 3 0 .7
1 6 3 .7
1 3 4 .4
1 9 0 .4
1 2 4 .7
1 1 7 .9
118.7
1 5 1 .4  
9 3 .71 3 8 .7  
1 2 0 .3  
130,6
1 3 3 .2
1 3 5 .2
121.2
1 2 2 .9
1 0 6 .3
1 3 4 .8
1 9 5 .7
126.8  
136.8
1 5 5 .4
1 7 3 .9
1 4 0 .5
1 91.6 
1 3 3 .3  
1 1 7 .5
128.7
152.1
101.19 6 .3  
95-9
1 0 5 .7
1 4 1 .4  
103Λ)
84.1
9 7 .3  
90.6
97.1 
100.6
9 6 .4  
88.8
102.1
94 .1  
102.2
1 3 4 .8  
96.6
1 3 8 .5  
1 0 0 .3
101.8
8 5 .46 9 .4
7 9 .9
80.9 
106.2
7 6 .2
6 9 .4
7 9 .2
8 5 .2  
72.0
5 1 .4  
76.0
6 4 .9
6 5 .7  
5 4 .1
7 2 .7
7 0 .4
7 2 .5  
1 1 7 .9
7 7 .9
6 6 .9
8 4 .5
Source : ESTE (Greek Statistical Office), Athens

TABLE 3
Average monthly earnings of salaried employees in industrial and, craft undertakings  
employing more than ten people, broken down by branch of economic activity and, sex
Rirst quarter 1981  
(in DR)
Code Branch of activityTotal
earningsBasic
salaryOvertimeOther elements  
of remunerati onDays
worked
2-3 T o ta l .................................................................... ..
20
 F o o d s tu ffs, except d rin k s  a · · · · · · · · · · · · · ·
21 D rinks ................ ..
22
 Tobacco · · . . · · · · . · · . · · · · · · · · . · · . · . · · · · · . «
23 T e x tile s  · · · . · · · · · · · · · · · · · · · · · · · · · · · · · · · ·
24 C lo th in g  and footw ear · · · · · · · · · · · · · · · · · « ·
23 U m ber and cork . . . . . . . . . . . . . . . . . . . . . . . . .
26 F u rn is h in g  · · · · · · · · · · · · · · · · · · · · · · · · · · · · · ·
27 P aper · · · · · · · · · · · · . · · · · · · · · · · · · · · · · · · · · · ·
28 P r in ti n g  and p u b lis h in g  · · · · · · · · · · · · · · · · ·
29 L eath er and fu r s  · · · · · · · · · · · · · · · · · · · · · · · ·
30 Rubber and p l a s t i c s
31 Chem icals · · · · · · · · · · · · · · · · · · · · · · . · · · · · · · ·
32 O il and co al · · · · · · · · · · · · · · . · · · · · « · · . . · . .
33 N on-*netallic m in e ra l p ro d u c ts . · · · · · · · · . ·
34 B a sic  m etal in d u s tr ie s  .............. ..
33
 M etal a r t i c l e s  · · · · · . · · · · · · . · · · · · · · · · · · · ·
36 N o n -e le c tric a l m achinery and equipm ent · ·
37 E l e c t r i c a l  equipm ent · · · · · · · . · · · · · · · · · · · ·
38 T ran sp o rt equipm ent · · . · · · · · · · . . . . . . « . « . .
39 O ther in d u s tr i e s  · · · · · · · · · · · · · · · · · · · · · · · ·BOTH SEXES
33.383 30.045 1.574 1.764 24.6
27.122 24.663 I.503 956 24.7
30.310 26.561 2.101 1.648 24 .5
32.366 30.401 I.508 457 24.7
30.123 28.067 I .25I 805 24.4
21.132 20.202 529 401 23.5
30.251 28.706 965 580 24.3
20.624 19.O I2 565 1.047 2 3 .2
32.595 28.833 1.377 2.384 2 4.2
38.600 35.588 1.162 1.850 24.8
32.735 29.459 I.509 1.767 25.2
29.000 25.155 708 3.137 2 4.4
34.882 32.053 1.315 1.514 24.7
41.201 34.605 3.722 2.874 2 5.4
34.935 30.919 1.831 2.185 24.7
48.958 43.804 2.587 2.566 25.9
35.011 31.988 1.862 1.182 24.7
25.089 24.688 676 344 2 4 .0
32.442 29.778 2.O78 586 24.3
36.855 31.962 1.630 3.063 24.6
27.467 26.121 602 144 2 4 .5
Source : ESTE (Greek Statistical Office), Athens

TABLE 3 (c o n td .)
Average m onthly e a rn in g s o f s a la r i e d  em ployees i n  i n d u s t r i a l  and c r a f t u n d e rta k in g s 
em ploying more th a n  te n  p eo p le, Broken down by B ranch o f economic a c t i v i t y  and sex
F i r s t  q u a r te r  1981 
( i n  DR)
Code Branch o f a c t i v i t y
2-3 T o ta l a · · · · · · · · · · · · · · · · · · · · · · · · · · · · · · · · · · · ·
20 F o o d s tu ffs , except d rin k s  aaaaaaaaaaaaaaaaa
21 D rinks ................................... ........................... ..
22
 Tobacco .............. ........................................... ..
23 T
e x tile s
24 C lo th in g  and foo tw ear ............... .................... ..
25
 Timber and cork # # a a a a a · · · · · · · · · · · · · · · · · · · ·
26 F u rn is h in g  .............................. ............. ..........................
27
 P aper • • • • • • • • • • • • o . . .
28 P r in ti n g  and p u b lis h in g  aaaaaaaaaaaaaaaaa##
29 L ea th er and f u r s  ................. aaaaaaaaaaaaaaaaa#
30 
Rubber and p l a s t i c s  .............. aaataaaaaaaaaaaa
31 C
hem icals aaaaaaaaaa ............... ..
32 
O il and c o a l aaaaaaaaaaaaaaaaaaaaaaaa··#···
33 N o iw n e ta llic  m in e ra l p ro d u c ts # a a a · · · · · · · · ·
34 B a sic  m e ta l in d u s tr i e s  a a a · # # · · · · · · · · · · · · · ·
35 M etal a r t i c l e s  ...................................................a · # · ·
36
 N o n - e le c tr ic a l m achinery and equipm ent #aa#
37 E l e c t r i c a l  equipm ent .................................................
38 T
ran sp o rt equipm ent aaaaaaaaaaaaaaaaa··#···
39 O ther in d u s tr i e s  · · · · · · · · · · · · · · · · · · · · · · · · · ·Total
e a rn in g sBasic
salaryOvertimeO ther elem ents 
o f rem u n e ratio n
MENDays
worked
36*486 32.507 1.871 2.IO8 24.6
29.834 26.827 1.857 I.150 24.8
31.677 27.597 2.292 1.788 24.6
35*061 32.693 1.869 499 24.8
33.869 31.261 1.577 1.031 24.6
24.584 23.097 831 656 23.2
32.837 30.979 I.154 704 24.2
21.957 19.781 742 1.434 22.9
34.670 30.349 1.575 2.746 24.2
43.181 39.485 1.334 2.362 24.8
37.836 33.181 1.964 2.388 25.2
32.992 28.516 895 3.580 24.4
38.505 34.943 1.594 1.968 24.7
44.190 36.616 4.260 3.314 25.4
36.625 32.177 2.027 2.421 24.8
50.962 45.421 2.789 2.751 26oU
39.056 35.372 2.301 1.384 24.7
27.576 26.378 830 368 24.0
35.824 32.617 2.527 680 24.3
38.511 33.401 1.778 3 .332 24.6
32.304 30.510 801 993 24.6
Source : ESÏE (G reek S t a t i s t i c a l  Office),  A thens

TABLE 3 ( c o n td .)
Average m onthly e arn in g s o f s a la r i e d  em ployees i n  in d u s t r i a l  and c r a f t u n d e rta k in g s 
em ploying more th a n  te n  p eo p le, b roken down by b ranch o f economic a c t i v i t y  and sex
F i r s t  q u a r te r  1981 
( i n  DR)
Code B ranch o f a c t i v i t yT o ta l
e a rn in g sB asic
s a la r yOvertim eO ther elem ents 
o f rem u n e ratio nDays
worked
W C M E N
a s % o f b a s ic
s a la r y  fo r men
2-3 T o ta l ................................. .................... .. a .
247 2 0 .4 1 5 62.8 412 420 2 4 .4
20 F o o d s tu ffs, ex cep t d rin k s  · · · · · · ■ · · · · · · 1 8 .8 9 7 1 8 .1 0 0 6 7 .5 432 365 2 4 .5
21 D rinks a · · · · · · · · · · · · · · · · · · · · · · · · · · · · · · · a . 735 2 0 .6 6 3 7 4 .9 902 770 2 4 .2
22 TohaCCO ................................................................... .. 22
.586 2 2 .0 8 4 6 7 .5 197 305 24 .5
23 T e x tile s  ................................................. m u m . · 20
.135 1 9 .5 5 0 6 2 .5 381 204 23.8
24 C lo th in g  and foo tw ear ............ ........................ 1 7
.2 0 2 1 6 .9 0 5 7 3 .2 185 111 23.8
25 Timber and cork ................... ............................... 18
.6 4 1 1 8 .5 0 4 5 9 .7 116 21 24.6
26 F u rn ish in g  ............................ ............................ .. 1 7
.0 3 5 1 6 .9 4 3 8 5 .7 88 4 24.0
27 P aper aaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaa 2 0 .2 9 8 1 9 .8 5 5 6 5 .4 203 240 24.1
28 P r in tin g  and p u b lis h in g  ................................ 25
.861 2 4 .7 5 3 6 2 .7 684 424 2 5 .0
29 L eath er and f u r s  ............ ........................ .. i 8
. a 4 18.002 5 3 .8 a 2 — 2 5 .3
30 Rubber and p l a s t i c s  ................. .. 1 8
.3 9 8 1 6 .2 2 9 5 6 .9 a o 1 .9 5 9 24.6
31 Chem icals a a a a a c a a a a a a a a a a a a a a a a a a a a a c · 25.017 2 4 .1 8 5 69.2 555 277 24.6
32 O il and co al ............. .................................. .. 23
.451 22.658 6 1 .9 528 265 2 4 .7
33 N o n -m etallic m in e ra l p ro d u c ts  ####### 0# a . 413 20.860 6 4 .8 257 296 a . 2
34 B asic m etal in d u s tr i e s  a a a a a a a a a a a a a a a a 3 1 .4 3 9 29 .6 6 7 6 5 .3 825 947 2 5 .7
35 M etal a r t i c l e s  ................................................... .. 2 2
.1 0 9 2 1 .1 9 5 5 9 .9 460 454 2 4 .7
36 N o n -e le c tric a l m achinery and equipm ent# 18.660 1 8 .2 9 9 6 9 .4 103 258 24.3
37 E l e c tr i c a l equipm ent .......... ............. ............... 20
.787 1 9 .9 9 4 6 1 .3 532 261 2 4 .5
38 T ran sp o rt equipm ent ................................. .. 20
.160 1 9 .1 7 3 5 7 .4 310 677 2 4 .4
39 O ther in d u s tr i e s  ................................................. 1 9
. a 2 1 8 .6 3 1 61.1 261 319 2 4 .2
Source : ESYE (G reek S t a t i s t i c a l  O f f ic e ) , Athens

- 2 5  -
28. Table 1  show s that, taking m anual workers as a  whole, the gap between the 
average hourly earnings of m e n  and those of w o m e n  have changed little in relative 
terms over the last years, whereas the sam e period has seen so m e narrowing of the 
gap in relative terms w here the monthly earnings of salaried employees are
cone erned.
W h e n  the figures for differences in earnings are broken d o w n  b y  branch 
of economic activity (Table 2), the differences can be seen to vary widely.
T hus in the first quarter of 1981, the average hourly earnings of w o m e n  in the 
printing and publishing industry represented only 51.4 %  of the corresponding 
figure for m en, whereas w om en's average hourly earnings in the machinery sector 
were, som ew hat surprisingly, around 1 8  %  higher than those of m en .
Table 3  gives details of the average monthly earnings of salaried 
employees in industry and the craft sector, broken d o w n  b y  branch of econom ic 
activity. T he figures for w om en's basic monthly salaries as a  percentage of 
men's range from  53.8 %  in the leather and furs industry to 85.7 %  in the 
furnishing sector. Taking industry as a  whole, w om en's basic monthly salaries 
represent 62.8 %  of the corresponding figure for m en, whereas the percentage 
for total monthly earnings (including overtime pay and other elements of 
remuneration) is only 58.2 % .
29. In order that the situation as regards the hourly earnings of female 
m anual workers in G reek industry m a y  be compared with that pertaining in the 
other M e m b e r States, Table 4  gives, in national currencies, the average gross 
hourly earnings of m ale and female m anual workers in industry (excluding 
electricity, gas, steam and water) from  October 1975 to October 1 9 8 1  based
o n  the E U R O S T A T  (Statistical Office of the European Communities) twice-yearly
harmonized statistics on earnings. Table 5  show s the hourly earnings of female
m anual workers as a  percentage of the corresponding figures for m en . These
relative hourly earnings levels should of course be interpreted only with
extreme caution since,as has already been stated, this type of statistic gives
(1)n o  indication of the relative influence of the structural factors at w o rk
(1) cf D o c . C O M (78) 7 1 1  final of 1 6  January 1979 "Report of the Com m ission to 
the Council o n  the application as at 1 2  February 1978 of the principle of 
equal pay for m e n  and w o m e n  (Statistical aspects)",pp 9 6  to 126).

-  20  -
TABLE 1
Average e a rn in g s o f men and women i n  i n d u s t r i a l  and c r a f t u n d e rta k in g s
em ploying more th a n  te n  p eople
( i n  DR)
(a )  H ourly e a rn in g s o f manual w orkers
Year Men Women D iffe re n c e  i n  $
1976 50.46 35.45 29.IO
1977 61.67 4 2 .4 2 31.22
1978 76.45 52.79 30.95
1979 93.15 6 3 .3 2 32.03
1980 118.3 80.23 32.18
(1s t  q u a r te r ) 1981 138.74 96.33 30.57
("b) M onthly e a rn in g s o f s a la r i e d  em ployees
Year Men Women D iffe re n c e  i n
1976 15.525 8.622 44.47
1977 18.567 IO.489 43,51
1978 22.119 12.518 43.41
1979 26.246 14.942 43*07
I98O 31.957 I8.29O 42.77
(1s t  q u a r t e r ) 1981 36.456 21.247 41*65
Source : ESYE (Greek Statistical Office), Athens

T A B L E  4
Average gross hourly earnings of m ale m anual workers in industry 
(excluding electricity, gas, steam and water)
in national currencies
Y ear (1 ) G erm an y France Italy Netherlands Belgium L uxem bourg United K ingdom Ireland D e n m a rk Greece (2 )
D M F F L IT H F L B F R L F R U K L I R L D K R D R
W o m e n
1 9 7 5 7.61 9.84 1 3 0 0 7.61 1 1 3 1 0 3 0.91 0.78 27.52 30.6
1 9 7 7 8.73 12.80 2116 9.17 1 3 7 1 3 2 1.16 1.05 33.90 44.5
1 9 7 8 9.23 14.19 2422 9.73 1 4 5 1 3 6 1.30 1.25 38.10 55.9
1 9 7 9 9.69 16.26 2 8 7 1 10.15 1 5 6 1 3 8 1.53 1.52 41.60 68.2
1980 10.40 18.78 3440 10.83 1 7 0 1 5 4 1.79 1.80 45.02 84.7
1 9 8 1 10.99 21.88 4297 11.31 1 8 9 1 5 9 1.98 2.11 49.50 106.9
M e n
1 9 7 5 10.49 12.54 1 6 3 1 10.51 1 5 8 1 6 3 1.34 1.28 32.64 43.8
1977 11.99 16.53 2500 12.48 1 9 3 2 0 3 1.62 1.69 39.19 65.1
1978 12.64 18.50 2916 13.24 205 214 1.86 1.95 44.23 82.2
1979 13.33 20.77 3413 14.04 222 2 2 3 2.16 2.27 48.17 100.3
1980 14.32 23.99 4089 14.78 2 4 2 2 3 8 2.57 2.62 '52.32 125.7
1 9 8 1 15.10 27.53 5063 15.57 264 2 5 1 2.83 3.14 57.72 160.4
Source :  Hourly earnings - H ours of work, E U R O S T A T , 2-1982
(1) October of each year
(2) Manufacturing industries only

T A B L E  5
Average gross hourly earnings of female m anual workers in industry 
(excluding electricity, gas, steam and water)
M en's earnings =  1 0 0
Y ear G erm any France Italy Netherlands Belgium L uxem bourg United K ingdom Ireland D e n m a rk Greece
1 9 7 5 72.55 78.47 79.71 72.41 71.52 63.19 67.91 60.94 84.31 69.86
1 9 7 7 72.81 77.43 84.64 73.48 70.98 65.02 71.60 62.13 86.50 68.36
1 9 7 8 73.02 78.32 83.06 73.49 70.73 63.55 69.89 64.10 86.14 68.00
1 9 7 9 72.69 78. 2 9 84.12 72.29 70.27 61.88 70.83 66.96 86.36 68.00
1 9 8 0 72.63 78.28 84.13 73.27 70.25 64.71 69.65 68.70 86.05 67.38
1 9 8 1 72.78 79.48 84.87 72.64 71.59 63.35 69.96 67.20 85.76 66.65
Source :  Table 4

- 2 8  -
S U M M A R Y  A N D  C O N C L U S I O N S
30. T he primary objective of this report has been to show  the extent to 
w hich the principle of equal pay for m e n  and w o m e n  has been enshrined in G reek 
la w  pursuant to Article 1 1 9  of the E E C  Treaty and Directive 75/117/E E C  of 
1 0  February 1975.
A t the purely legal level, the equal pay principle had already been 
incorporated in various legal instruments before Greece joined the C om m unity. 
T he m ost important w a s  the second subparagraph of Article 22(1) of the 1 9 7 5  
Constitution, still in force, w hich stipulates that all workers are entitled 
to equal pay for w o rk  of equal value n o  matter the sex to w hich those people, 
w hose w o rk  is being comparated, belong. In accordance with the National 
Collective A greem ent of 2 6  February 1 9 7 5  the principle of equal pay w a s  
implemented with respect to the average daily w ages of m anual workers over 
the period u p  to 1  M arch 1978. Similarly, Article 116(3) of the Constitution 
stipulates that from  1 1  June 1978 any binding ministerial orders or clauses 
in collective agreements or arbitration awards relating to pay w hich are at 
variance with Article 22(1), second subparagraph, of the Constitution and have 
not been replaced directly or indirectly b y  provisions in conformity with 
the equal pay principle shall be automatically repealed. T he principle of 
equal pay for officials of public services and bodies governed b y  public la w  
is guaranteed b y  L a w s  N °  754/1978 and 1041/1980 regulating the pay of such 
workers. M ention should also be m a d e  of the ratification b y  L a w  46/1975 of 
International Labour Convention N °  1 00 o n  the principle of equal pay.
L a w  N °  1414/84, draw n u p  b y  the present government and adopted o n  
30 January 1984, concerns the implementation of the principle of equal 
treatment for m e n  and w o m e n  in industrial relations; its principal aim  w a s 
to incorporate into national law  Directive 76/207/EEC of 9  February 1 9 7 6  o n  
equal treatment in em ploym ent and working conditions, and also to supplement 
and bring certain improvements in regard to equal pay, which is covered b y  
Directive 75/117/EEC.
A  major problem in this area w as the G reek system of "marriage 
allowances and dependent child allowances" w hich continued to be paid 
regularly, in addition to the w ages b y  employers, o n  the basis of the concept

- 2 9  -
of "head of household" in spite of the fact that it has disappeared from  G reek 
civil la w  and despite a  judgment b y  the Council of State. This state of 
affairs w a s  undoubtedly contrary to Article 1 1 9  of the E E C  Treaty and to the 
first subparagraph of Article 1  of Directive 75/117 which states that "any 
discrimination o n  grounds of sex with regard to all aspects and conditions of 
remuneration" m ust be eliminated.
T he n e w  provisions contained in Article 4  of L a w  N °  1414/84 state 
that, in the case of schemes recently established or reformed, these allowances 
m ust n o w  be paid to each spouse or parent in employment, regardless of their 
sex. It is to be hoped that this definitive system will becom e generalized 
as soon as possible, although the "transitional provisions" state that 
allowances existing w h e n  la w  enters into force (2  February 1984) are to be 
paid to the spouse referred to in a  joint declaration submitted to the employer. 
Failing this, the latter is required to pay to the spouse he em ploys half the 
am ount of the allowance.
Although the n e w  law  repeats the definition of the concept of "pay" 
contained in Article 1 1 9  of the E E C  Treaty (see §  5a above), it is desirable, 
as for other countries, to guard against a  purely formal compliance, in 
collective agreements, with the principle of equality for the fixing of m in im u m  
or "basic" w ag e rates w hich are strictly the sam e for m e n  and w o m e n  but are in 
reality "exceeded" (wage-gap) b y  various amounts b y  the w ages actually paid to 
m e n  and w o m e n  workers.
It w ould seem  again from  a  factual standpoint that certain collective 
agreements still provide for a  separate classification b y  group of activity for 
m e n  and w o m e n  with different m in im u m  w ages applying to each group. Whilst it 
can be assum ed that the Directive does not apply in these cases as they d o  not 
concern the sam e w o rk  or w o rk  of equal value, there is evidence to suggest 
that sex w a s  a  determining factor in the classification and that it is not 
therefore based o n  c o m m o n  criteria for m e n  and w o m e n  workers (it being possible, 
moreover, for "concealed" discrimination to take the place of direct, formal 
discrimination), it is worth noting however, from  a  purely legal standpoint, 
the innovation that is the introduction, again in Article 4  of L a w  N °  1414/84, 
of a  text that is very close to that of the second subparagraph of Article 1  
of Directive 75/117, nam ely :  "the classification of jobs in order to determine 
pay m ust be based o n  the sam e criteria for both sexes and so  applied as to 
exclude any discrimination o n  grounds of sex".

- 30 -
W ith regard to the scope for legal remedies in the event of infringement 
of the principle of equal pay (Article 2  of the Directive), workers m a y  bring 
their case before the courts themselves or have it brought b y  their 
representative organization, although, as in a  num ber of other countries, the 
num ber of such actions is in fact very small.
In order to clarify any problems in interpreting the law s in force in 
the fields covered b y  Articles 3  and 4  of Directive 75/117, Article 1 5  of 
L a w  N °  1414/84 revokes any provisions contrary to the said la w  that m a y  be 
contained in laws, decrees, collective agreements, arbitration awards, 
mimterial decisions, internal rules of undertakings and individual em ploym ent 
contracts.
A s  regards the protection of employees against dismissal b y  the 
employer as a  reaction to a  complaint or legal proceedings aim ed at enforcing 
compliance with the principle of equal pay (Article 5  of the Directive),
G reek legislation comprised only general provisions o n  unfair dismissal. A  
very clear and very specific prohibition o n  dismissal is n o w  contained in 
Article 6  of L a w  N °  1414/84 (see §  12a above).
In addition (Article 6  of the Directive) the local labour inspectorate 
is responsible for monitoring the application of labour law. In the event of 
an employer refusing to apply labour legislation, legal proceedings are 
instituted w here the matter cannot be settled out of court. These authorities 
have not hitherto brought any cases of infringement of the principle of equal 
pay before the courts. A n  entirely n e w  administrative 
structure o n  "equal treatment for m e n  and w o m e n "  has been created b y  L a w  
N °  1414/84 (see §  1 4 a above) with the task of observing and providing impetus.
Finally, as regards Article 7  of the Directive, under w hich employees 
m ust be informed of their rights in the field of equal pay, L a w  N °  1414/84 
provides that trade union organizations have the right to inform workers of 
any measures designed to guarantee and assure the principle of equal treatment, 
and that employers are required to facilitate the task of trade union 
organizations in putting u p  notices in the undertaking, distributing circulars, 
etc.

- 3 1  -
31. It follows from  this examination that L a w  Nr. 1414/84 of 3 0  January 1984 
has effectively completed and improved, on a  num ber of important points, the 
implementation of Directive 75/117/E E C  on equal pay b y  national law .
T he Com m ission continues, however, to pay attention to the development 
of the situation, i.e. with regard to the conformity to C om m unity law  of the 
conditions of implementation of all national legal provisions in Greece 
w hich are at present applicable in this area.
In this context the C om m ission sees for example, that the "Special 
Suprem e Court" established b y  virtue of article 1 00 of the Constitution and 
charged to resolve at the highest level and without appeal the litigation 
"concerning the principal unconstitutionality or the sense of the provisions 
of a  formal law  in case of contradictory decisions b y  the State Council, 
the Suprem e Court of Appeal and the Court of Auditors", has just decided - 
in connection with a  dispute o n  equal pay concerning article 22, paragraph 1 , 
second subparagraph of the Constitution - that this constitutional provision 
does not apply to staff submitted to a  regulation governed b y  public law  
(Decision N r. 16/1983).
If, on the one hand, the field of application of the above quoted 
L a w  N r. 1414/84 is limited "to employees on a  w o rk  contract based o n  private 
law  (as well as to persons in the professions)" one m ust not forget, on the 
other hand, that especially b y  virtue of L a w  N r. 754/1978 (as am ended b y  
L a w  N r. 1041/1980) régulating/increasing the remuneration of civil and 
military officials and employees of bodies governed b y  public law  the 
monthly remuneration (basic rates plus ordinary allowances) m ust b e 
determined in a  uniform fashion for both sexes.