Updated: 2025-11-28

Tech salaries in Greece are rising but vary widely by role, experience, and employer. Amounts are quoted on a 14-month basis, so the monthly gross should be multiplied by 14 to get annual totals. Net pay depends on income-tax brackets and EFKA contributions, so every offer needs a careful net calculation before you sign. For detailed net calculations see the Greek salary calculation guide 2025 and the income tax brackets 2025.

This guide summarizes 2025 ranges, what pushes offers higher, how location or employer type shifts compensation, and how bonus, equity, and contractor setups change take-home pay. For broader market context, check the average and median salaries 2024-2025 analysis.

Methodology and what to watch

  • All ranges are gross and assume Greece’s 14-salary structure.
  • When comparing to 12-month markets, divide annual gross by 14 and multiply by 12 to find an equivalent monthly figure.
  • Evaluate the full package—bonus, RSUs/options, equipment, insurance, paid time off—not just base.
  • Run a net calculation for tax and EFKA before you accept, especially if you switch model (employee ↔ contractor).

Salary levels by role and experience

Software Engineers and Developers

  • Junior (1-3 years): €1,800-2,800 gross per month
  • Mid: €2,500-3,800
  • Senior: €3,500-4,700
  • Athens annual gross averages: ~€55,000, entry around €38,000 and top end ~€68,000
  • Drivers: cloud and microservices experience, high-scale systems, architectural impact, multi-language stacks

DevOps, Cloud, and Data

  • DevOps/Cloud: €2,800-4,300 gross per month, with €3,000-10,000 yearly raises for mid/senior
  • Data Engineer or Data Scientist: €2,100-4,300
  • Value-boosting tech: Kubernetes, Terraform/IaC, Spark & distributed pipelines, production MLOps

Product, QA, and Design

  • Product Owner/Scrum Master: €3,000-4,300
  • Product Director/CPO: €3,800-5,200
  • QA Engineer/Automation Tester: €2,700-3,800
  • UI/UX Designer: €2,000-3,800, with premiums for design systems, research, and accessibility

IT Operations and Support

  • Helpdesk/IT Support: €1,500-2,500
  • System Administrator: €1,900-3,500
  • Network Specialist: €2,100-4,500
  • SAP or ERP Consultant: €2,500-4,700

Management and Leadership

  • Team Lead: €4,700-5,300
  • Engineering Manager: €5,200-7,000
  • IT Manager/Director: €4,000-8,000
  • CTO/CIO: €7,000-15,000, often with equity especially in startups

Quick salary range snapshot

RoleJuniorMidSenior/Lead
Software Engineer€1,800-2,800€2,500-3,800€3,500-4,700
DevOps / Cloud€2,800-3,300€3,200-3,900€4,000-4,300
Data Engineer / Scientist€2,100-2,700€2,800-3,600€3,600-4,300
QA / Automation€2,000-2,700€2,700-3,200€3,200-3,800
Product / Design€2,000-3,000€3,000-3,800€3,800-5,200

How location shifts pay

Athens

The highest concentration of tech companies lifts pay by roughly 10-15%. A €50,000 gross package in Athens might land at €44,000-46,000 in another city.

Thessaloniki

Active market but around 10% below Athens on average according to SalaryExpert.

Patras, Heraklion, and other hubs

Opportunities near universities with lower ranges, but many roles are hybrid, narrowing the gap with Athens for strong profiles.

Why location still matters

  • Bands are typically set by the HQ (often Athens) and applied with discounts elsewhere.
  • Remote or commuting stipends of €50-150 help but don’t replace base salary differences.
  • For relocation, ask for 3-6 months of rent support and moving cost coverage.
  • If you live elsewhere, confirm required office days and the travel cost impact.

Employer type and pay differences

Large Greek companies

Stable packages with less flexibility and slower salary progression.

Multinationals and foreign groups

Often higher pay with structured bonuses and RSUs. Indicatively, average packages are ~€52,000 gross plus ~€10,000 in RSUs.

Startups

Typically lower base salaries but stock options are common; about 69% of C-levels receive equity.

What to check in the offer letter

  • Performance-review cadence and raise guidelines.
  • Bonus: guaranteed in year one, capped or uncapped, and which KPIs trigger payout.
  • RSUs/options: vesting, strike price, what happens on termination or change of control.
  • Work setup: equipment budget, electricity/internet stipend, extra PTO or mental health days.

Remote work and pay dispersion

Hybrid and fully remote setups

Most Greek startups run hybrid. Fully remote roles for Greece-based talent remain under 15% of openings.

Remote for a foreign employer

Can double or triple income. A senior developer on a US remote contract can see €100,000-130,000 gross.

Taxation on remote contracts

Income is taxable in Greece unless there is a permanent establishment abroad or you move tax residency. Net pay planning must include both income tax and EFKA.

Remote risks and clauses to protect yourself

  • Contractor agreements usually exclude paid leave, 13th/14th salaries, or severance.
  • Ask for a 30-60 day notice period and clear payment terms/currency.
  • Confirm whether the employer covers employer-side contributions or you pay via a sole proprietorship.
  • Check if you need a tax advisor in the employer’s country for compliance.

Pay structure and gross amounts

Fourteen salary payments

Twelve monthly salaries plus the mandatory Christmas bonus, Easter bonus, and vacation allowance.

Quick example

€3,500 gross monthly equals €49,000 annual gross (3,500 × 14). Bonuses, often 5-15% of annual salary, lift total compensation.

12-month vs 14-month basis

  • Greece (14 salaries): €3,500 × 14 = €49,000 annual gross.
  • 12-month country: to match €49,000 annual gross you’d need about €4,083 monthly.
  • Normalize offers to annual gross and annual net to compare apples to apples.

Equity and ownership

Stock options in startups

Commonly four-year vesting with a one-year cliff. They increase total compensation but are liquid only on exit or secondary events.

RSUs in multinationals

Taxed upon vesting and add significant value, especially for mid and senior roles.

When equity truly matters

  • If the fully diluted percentage is meaningful and there’s a real chance of secondary or exit.
  • If the ESOP spells out exercise rules, lock-up, and taxation of capital gains.
  • If base pay stays competitive so you’re not relying solely on future liquidity.

Contractor setups and taxation

What “μπλοκάκι” means

Sole proprietorship issuing invoices and paying EFKA and tax as a business. Under certain criteria it can be taxed like employment income.

Likely net differences

With €40,000 revenue and €3,000 expenses, tax plus contributions can push net below 55% of gross. Running EFKA and tax calculations before choosing the model is essential.

When a sole-proprietor setup makes sense

  • If the client pays a premium of at least 20-30% versus employment.
  • If you have meaningful business expenses (cloud, tools, coworking, accountant) to reduce taxable income.
  • If you want flexibility to work with multiple clients without exclusivity clauses.

Freelance day rates

  • Greece: €200-300 per day
  • Europe: €450-600 per day for experienced consultants
  • Example: €500 × 220 working days = €110,000 annual gross, with €55,000-90,000 net depending on taxes and expenses

Practical notes for day-rate contracts

  • Request a 20-30% upfront payment on new engagements or milestone-based billing.
  • Clear scope of work, limits on revisions, and pricing for change requests.
  • Define late-payment penalties and who carries liability for production incidents.

Benefits that change total compensation

  • Mandatory: health insurance, pension contributions, Christmas/Easter/vacation payments
  • Common extras: private health cover, remote-work stipend, equipment, professional training, wellness/mental health programs, commuting allowance or company car for senior roles

How to value benefits

  • Private health insurance: roughly €300-800 per year for a basic plan.
  • Training budget of €500-2,000 works as extra comp and upskilling.
  • Equipment (laptop/monitor) is worth €1,500-2,500 and lasts 2-3 years.
  • Extra PTO and flexible hours reduce burnout, which is an indirect financial benefit.
  • Hiring is global; Greek engineers compete internationally
  • Global layoffs temper broad increases, but AI/ML and DevOps remain on an upward path
  • More startups offer equity and benefits instead of high base pay

What job ads and offers show now

  • Many hybrid-first models with 2-3 office days and remote-work support.
  • Cloud, data, and security roles command a 10-20% premium at mid/senior levels.
  • Product/UX roles ask for discovery chops, experimentation (A/B testing), and design-system experience.
  • Junior raises remain limited without hands-on projects or open-source contributions.

Net pay examples

  • €3,500 gross on a 14-month basis: €49,000 annual gross with roughly €30,000-32,000 net after tax and EFKA
  • Contractor with €60,000 revenue and €5,000 expenses: about €5,500 EFKA, ~€17,000 tax, resulting in ~€32,500 net

What changes with children or 12-month payroll

  • Child tax credits reduce income tax and push net pay higher.
  • On a 12-month contract, monthly gross goes up but annual tax/EFKA stays the same, so annual net is unchanged.

Salary expectations by seniority

  • Junior: €22,000-30,000 annual gross, with faster growth in the first three years
  • Mid: €35,000-50,000, with ownership and delivery as key drivers
  • Senior: €50,000-70,000 in Greek employers, much higher for remote contracts
  • Premium skills: Go, Rust, AWS/Azure, Terraform, React/TypeScript, ML frameworks

How to push your offer higher

  • Show impact on KPIs (latency, uptime, conversion, cost savings).
  • Bring benchmarks from 2-3 credible sources and current job ads.
  • Ask for a signing bonus if base is capped, or equity/RSUs if the company wants to share upside.

Practical tips for evaluating an offer

  • Review the full package: salary, bonus, benefits, RSUs, and paid time off
  • Calculate net income including tax and EFKA before you commit
  • Factor in cost of living (especially rents in Athens)
  • Ask about the career framework and raise cadence

Checklist before signing

  • Clear job level, responsibilities, and which legal entity signs the contract.
  • Clauses for mandatory office presence in hybrid/remote setups and the notice period.
  • Probation length, severance rules, and whether partial bonus/RSUs are paid pro rata on exit.
  • Coverage for equipment, workspace, internet, and reimbursable expenses.

Key Takeaways

✅ Greek tech salaries in 2025 range from €1,800 for junior engineers to €15,000 for C-levels, based on 14 salary payments.
✅ Location, remote options, and employer type can change offers by 10-200%.
✅ Bonus, equity, and benefits materially shift total compensation.
✅ Accurate net pay needs income tax, EFKA, and the work model (employee or contractor) considered together.

The information in this article is based on Greek legislation for 2025. For precise calculations and advice, we recommend consulting a tax advisor.