Hiring Trends in Greece for 2026: Recovery, Low Wages, Demographic Strain

Greece's 2026 labour market demonstrates remarkable recovery from debt crisis devastation, with unemployment falling to pre-crisis levels around 8.5-8.9%, but faces persistent challenges of low wages by EU standards, continued brain drain, and looming demographic decline threatening to erase employment gains by mid-century without dramatic participation and migration increases.

Disclaimer: This article provides a qualitative overview of hiring trends based on publicly available labour market statistics, economic forecasts, and institutional analysis. It is intended to support understanding and workforce planning rather than formal forecasting or statistical prediction. This assessment reflects conditions and projections as of late 2025; labour market outcomes may vary by region and evolve with economic or policy changes.

A labour market transformed from crisis to recovery but facing new challenges

Greece's labour market in 2026 stands transformed from the catastrophic unemployment of the debt crisis but confronts new demographic and quality challenges. Unemployment has dropped to approximately 8.5-8.9% in mid-2025, with recent monthly figures near 8.6% in October 2025, representing dramatic recovery from double-digit levels (over 10%) as recently as 2023-2024 and peaks near 28% during 2013 crisis.

ELSTAT (Hellenic Statistical Authority) data for Q2 2025 show approximately 4.39 million people employed and roughly 412,000 unemployed. However, more than 4.2 million adults remain outside the labour force, indicating substantial room to raise participation, especially among women and older workers.

On full-time adjusted basis, Greece's average annual salary stands at approximately EUR 17,000-18,000, among the lowest in the EU-27, compared with EU-27 average near EUR 38,000 in 2024. In the private sector, average gross monthly wage reached roughly EUR 1,340 in 2024, representing gain of approximately 32% since mid-2010s but still lagging northern Europe substantially. The minimum wage rose to EUR 880 per month (14-month basis) on 1 April 2025, placing it at roughly half of average wage.

Many workers, especially in hospitality, retail, and small services, earn close to minimum wage, and sizeable share of employment is seasonal or precarious, contributing to income volatility and continued out-migration of young professionals seeking better opportunities in northern Europe, North America, and Australia.

Greece's population is ageing and shrinking. The working-age group (20-64) is projected to decline by approximately 1.7 million people over the next 25 years, raising fundamental concerns about maintaining roughly 4 million employed people by 2050. Studies suggest keeping employment stable would require lifting the 20-64 employment rate from approximately 67% today towards 80-82% by 2050, combined with net migration gains of roughly 700,000 people over the period.

This analysis is most relevant to employers, HR professionals, job seekers, training providers, policymakers, and institutions supporting workforce development in Greece's post-crisis, demographically challenged labour market.

1. Unemployment recovery complete: From 28% crisis peak to 8.6%

Greece's unemployment transformation represents one of Europe's most dramatic labour market recoveries, though scars remain.

Current unemployment 8.5-8.9%: Mid-2025 figures around 8.5-8.9%, with October 2025 at 8.6%, represent approximately 412,000 unemployed people in labour force of roughly 4.8 million.

Crisis peak context: 2013 unemployment reached approximately 28%, representing over 1.3 million unemployed during debt crisis. Youth unemployment exceeded 60% at peak. Current levels represent recovery of historic proportions.

Recent trajectory: As recently as 2023-2024, unemployment remained above 10%. Decline to current 8.5-8.9% indicates accelerating improvement, though still above EU-27 average around 6%.

Long-term unemployment declining but persistent: While overall unemployment fallen dramatically, long-term unemployment (12+ months) remains elevated compared to pre-crisis levels, indicating labour market scarring from crisis years.

Youth unemployment improved but concerning: Youth unemployment (15-24) fallen from 60%+ peaks but remains elevated in double digits, substantially above overall rate, indicating young Greeks still face disproportionate difficulty entering labour market.

Regional variation: Athens and major urban centres show lower unemployment than national average; islands and rural areas experience higher rates, particularly outside tourist season.

Labour force participation challenges: With 4.2+ million adults outside labour force versus 4.8 million in labour force, participation rate remains relatively low by northern European standards, particularly for women and older workers.

So what

For candidates: Recovery creates best employment prospects in over a decade; however, competition remains significant, particularly for quality formal sector positions.

For employers: Improved labour market conditions reduce recruitment challenges compared to crisis years but skills shortages emerging in specific technical and professional fields.

For policymakers: While unemployment recovery remarkable, must address participation gaps, long-term unemployment persistence, and youth employment challenges to sustain improvement.

2. Wages remain lowest in EU despite 32% private sector gains

Greece's wage structure reflects crisis legacy and economic fundamentals, creating persistent income challenges despite recent improvements.

Average annual salary EUR 17,000-18,000: Full-time adjusted basis puts Greek average among EU's lowest, compared to EU-27 average near EUR 38,000 in 2024. This represents less than half of EU average.

Private sector monthly wage EUR 1,340: Average gross monthly wage in private sector reached approximately EUR 1,340 in 2024, representing 32% gain since mid-2010s but still substantially below northern European levels (Germany EUR 4,000+, Nordic countries EUR 3,500-4,500+).

Minimum wage EUR 880 monthly: Minimum wage rose to EUR 880 per month (14-month Greek system where employees receive 14 monthly payments annually) on 1 April 2025. This places minimum at roughly half of average private sector wage.

14-month system context: Greece's traditional 14-month wage system means annual minimum wage income approximately EUR 12,320 (EUR 880 × 14), while average annual approximately EUR 17,000-18,000 in private sector.

Sectoral variation:

• Tourism and hospitality: Often minimum wage or slightly above (EUR 880-1,000)
• Retail and small services: EUR 900-1,200 monthly
• Public sector: EUR 1,200-2,000+ depending on seniority and position
• Professional services (IT, engineering, finance): EUR 1,500-3,000+
• Senior specialists and managers: EUR 2,500-5,000+

Public-private gap: Public sector wages generally higher and more stable than private sector equivalents, creating preference for government employment despite recent hiring freezes and austerity measures.

Purchasing power considerations: While wages low by EU standards, cost of living in Greece lower than northern Europe, particularly for housing outside Athens. However, imported goods, energy, and many services approach EU price levels.

Brain drain driver: Low wages relative to northern Europe create powerful emigration incentive for young professionals, particularly those with technical skills, language abilities, and international qualifications.

So what

For candidates: Wage expectations must account for Greek reality; professionals with international mobility face 2-3x wage potential abroad; those remaining must balance lower income against lifestyle, family, cultural factors.

For employers: International competition for talent requires creative compensation approaches; offering development opportunities, work-life balance, and non-monetary benefits helps offset wage disadvantages.

For policymakers: Wage growth essential for retention of skilled workers and economic development; productivity improvements, investment attraction, and sectoral upgrading required to support sustainable wage increases.

3. Demographic crisis threatens to reverse employment gains

Greece faces one of Europe's most severe demographic challenges, threatening to erase current labour market improvements within decades.

Working-age population declining 1.7 million by 2050: Working-age group (20-64) projected to decline by approximately 1.7 million people over next 25 years, representing approximately 30% reduction from current levels.

Employment stability requires transformation: Studies suggest maintaining roughly 4 million employed people by 2050 would require lifting 20-64 employment rate from approximately 67% today to 80-82% by 2050, combined with net migration gains of roughly 700,000 people over period.

Participation rate gap: Current employment rate 67% for working-age population indicates substantial inactive population. Raising to 80-82% would require:

• Dramatic increase in female labour force participation (currently low by EU standards)
• Extended working lives for older workers beyond traditional retirement ages
• Integration of inactive prime-age workers currently outside labour force

Migration requirement: Net migration gain of 700,000 over 25 years (approximately 28,000 annually) represents reversal of current emigration patterns and substantial immigration inflows.

Dependency ratio deteriorating: Worker-to-senior ratio declining sharply as large post-war generations retire while smaller subsequent cohorts enter working age. This creates fiscal pressures on pensions and healthcare.

Fertility at 1.3-1.4: Well below replacement rate of 2.1, ensuring continued population decline absent immigration. Brain drain of young professionals further reduces reproductive-age population.

Regional variation: Demographic decline most severe in islands and rural areas; Athens and major cities may maintain or grow population through internal migration but even these face ageing challenges.

So what

For candidates: Demographic decline creates long-term labour scarcity, potentially improving bargaining power for workers who remain; however, economic growth constraints from smaller market may limit opportunities.

For employers: Future talent scarcity predictable; investing in retention, productivity improvement, automation, and immigration support essential for long-term workforce stability.

For policymakers: Demographic trajectory represents existential challenge requiring comprehensive strategy around fertility support, immigration facilitation, participation increases, and productivity improvements, not incremental adjustments.

4. Brain drain persists despite recovery

Emigration of skilled young Greeks continues despite labour market improvements, perpetuating skills shortages and demographic challenges.

Crisis-era emigration wave: During 2010-2020 debt crisis, hundreds of thousands of Greeks (estimates vary from 400,000 to 700,000+) emigrated seeking opportunities abroad, particularly young professionals and university graduates.

Destinations: Primary destinations include Germany, UK, Netherlands, Belgium, other northern European countries, US, Canada, Australia, and Gulf states. Greek diaspora networks facilitate moves.

Skills concentration: Emigrants disproportionately include:

• Doctors and healthcare professionals (particularly attractive to northern Europe)
• Engineers (civil, mechanical, electrical)
• IT professionals and software developers
• Scientists and researchers
• Business professionals and specialists
• Service sector workers for hospitality and tourism abroad

Continuing despite recovery: While emigration rates declined from crisis peaks, significant outflows continue. Low wages, limited career prospects, bureaucracy, and quality-of-life concerns drive ongoing departures.

Return migration limited: Some Greeks returning, particularly those who emigrated during crisis and accumulated experience/capital abroad. However, return flows smaller than ongoing departures, creating net brain drain.

Youth overrepresented: Young professionals in 20s and 30s, often with university degrees and language skills, represent largest emigrant demographic. This drains precisely the workers needed for economic revival and demographic stabilization.

Circular migration patterns: Some Greeks maintain dual-location lives, working abroad parts of year while maintaining Greek residence, particularly in consulting, IT, and knowledge work enabling remote arrangements.

Remittances positive but insufficient: Emigrant remittances provide income for families remaining but don't offset economic contribution lost from departure of skilled workers.

So what

For candidates: International opportunities remain attractive given wage differentials; those with technical skills, language abilities, and EU mobility benefit from option value while domestic opportunities exist for those prioritizing lifestyle and family.

For employers: Competing with international opportunity pull requires offering competitive total rewards, career development, work culture quality, and flexibility that offsets wage disadvantages.

For policymakers: Addressing brain drain requires comprehensive approach: raising wages through productivity improvements, reducing bureaucracy, improving public services, creating career opportunities, and supporting return migration of experienced professionals.

5. Tourism dependence creates seasonal volatility

Greece's economic recovery heavily driven by tourism sector creating employment opportunities but also precarity and regional imbalances.

Tourism sector dominance: Tourism and related hospitality, transport, retail, and services represent substantial share of Greek employment, particularly in islands, coastal areas, and historic sites.

Seasonal employment patterns: Many tourism-related positions operate 4-7 months annually (April/May through September/October), creating seasonal unemployment and income volatility. Workers face extended periods without employment outside tourist season.

Wages in tourism: Hospitality and tourism roles often pay minimum wage or slightly above (EUR 880-1,000 monthly), with tips providing variable additional income. Seasonal nature means annual income compressed into few months.

Regional concentration: Islands (Crete, Rhodes, Mykonos, Santorini, Corfu, others), coastal regions, Athens (historic tourism), and other tourist destinations depend heavily on sector. Interior and non-tourist areas lack this employment base.

Quality concerns: Tourism employment often characterized by:

• Seasonal contracts
• Minimum wage compensation
• Irregular hours
• Limited benefits
• Minimal career advancement
• Physical demands

Youth employment pathway: Tourism provides entry-level employment for young Greeks but limited long-term career prospects, contributing to emigration as workers seek stable, better-paid positions elsewhere.

Underemployment outside season: During winter months (November-March), many tourism workers face unemployment or underemployment in other low-wage sectors, creating income instability.

Economic vulnerability: Heavy tourism dependence creates vulnerability to external shocks (COVID-19 demonstrated this dramatically), economic downturns, geopolitical tensions, or climate change affecting tourist flows.

So what

For candidates: Tourism sector provides accessible employment but seasonal nature and low wages limit long-term prospects; developing skills for year-round sectors improves stability.

For employers: Tourism businesses face labour shortages during peak season but limited ability to offer year-round employment; creative arrangements around seasonal workers and off-season alternatives help retention.

For policymakers: Diversifying economy beyond tourism through manufacturing, technology services, logistics, and year-round sectors reduces volatility and improves employment quality.

6. Skills shortages emerging in technical and professional fields

Despite high overall unemployment historically, specific sectors face recruitment difficulties as skills don't match available workforce.

Critical shortage areas:

• ICT and technology: Software developers, data scientists, cybersecurity specialists, cloud engineers, and IT project managers face strong demand as digital transformation accelerates but supply insufficient.
• Healthcare: Doctors, nurses, specialists, and allied health professionals experience shortages exacerbated by emigration to northern Europe offering 2-3x wages.
• Engineering: Civil, mechanical, electrical, and specialized engineers needed for construction, infrastructure projects, green energy, but many emigrated or pursuing careers abroad.
• Green energy and construction: Renewable energy projects, building retrofits, infrastructure development create demand for specialized technical skills in short supply.
• Shipping and logistics: Greece's major shipping industry requires qualified maritime professionals, logistics specialists, and port workers.
• Skilled trades: Electricians, plumbers, HVAC technicians, welders, and construction trades face shortages as vocational training declined and young people pursued university over trades.

Education-employment mismatch: Universities produce many graduates in arts, humanities, law, and general fields where formal employment limited, while underproducing engineers, technicians, and healthcare professionals where demand exists.

Vocational training underdeveloped: Technical and vocational education and training (TVET) systems less developed than university track, creating skilled trades shortages.

Brain drain exacerbates: Emigration of qualified doctors, engineers, IT professionals, and specialists perpetuates domestic shortages while training costs absorbed by Greek educational system benefit destination countries.

Language skills premium: English proficiency, German, and other languages create employment advantages for tourism, international business, and emigration opportunities.

So what

For candidates: Technical qualifications in ICT, engineering, healthcare, trades provide access to best domestic opportunities and international mobility; general university degrees face limited formal employment.

For employers: Skills shortages in technical fields require creative recruitment (international hiring, training programmes, competitive packages), partnerships with educational institutions, and retention strategies.

For policymakers: Addressing skills mismatches requires education reform strengthening technical programmes, expanding vocational training, improving work-integrated learning, and creating incentives for shortage-field study.

7. Regional disparities: Athens prosperity vs island/rural challenges

Geographic location fundamentally shapes employment opportunities, wages, and quality of life in Greece.

Athens concentration: Greater Athens (including Piraeus and Attica) concentrates:

• Corporate headquarters and international businesses
• Professional services (finance, law, consulting)
• Technology sector and startups
• Government employment
• Healthcare and education institutions
• Cultural and creative industries
• Year-round employment opportunities

Secondary urban centres: Thessaloniki (second city), Patras, Heraklion (Crete), and other major cities offer opportunities but smaller scale and lower wages than Athens.

Island economies: Islands feature:

• Heavy tourism dependence
• Seasonal employment volatility
• Limited year-round opportunities outside tourism
• Smaller, more expensive goods and services due to transport costs
• Ageing populations as youth emigrate
• Infrastructure challenges (healthcare, education, connectivity)

Rural and interior areas: Non-tourist rural regions face:

• Agricultural employment (often smallholder, low productivity)
• Limited formal sector opportunities
• Youth emigration to Athens or abroad
• Ageing populations
• Declining services (school closures, reduced healthcare)
• Economic stagnation

Wage differentials: Athens salaries typically 20-40% above island and rural equivalents for comparable work; however, Athens housing costs substantially higher, partially offsetting wage advantages.

Brain drain patterns: Internal migration from islands/rural areas to Athens, then international migration from Athens abroad, creates cascading demographic decline in peripheral regions.

EU cohesion funds: European structural and investment funds target peripheral regions for infrastructure, business development, and services, but effectiveness varies and cannot fully offset structural disadvantages.

So what

For candidates: Geographic mobility towards Athens expands opportunities dramatically but brings housing costs; island/rural residents face choice between limited local options or relocation.

For employers: Athens employers access largest talent pools but face most competition; peripheral locations struggle attracting qualified workers despite lower costs.

For policymakers: Regional development, infrastructure investment in islands/rural areas, remote work enablement, and decentralization could distribute opportunities more equitably and reduce internal migration pressures.

8. EU membership provides opportunities and constraints

Greece's EU membership fundamentally shapes labour market through free movement, structural funds, regulations, and competitive pressures.

Free movement advantages: Greek workers access entire EU labour market, enabling emigration to higher-wage northern Europe. Conversely, Greece can recruit from EU for shortage fields, though limited inflows given wage levels.

Structural and cohesion funds: EU funding supports infrastructure, business development, training programmes, and regional development, providing resources beyond Greek fiscal capacity.

Regulatory alignment: EU labour law, health and safety standards, anti-discrimination rules, and social protections establish minimum standards, generally raising Greek workplace quality though implementation varies.

Competitive pressures: EU single market creates competition for investment, tourism, and economic activity. Greek businesses face European and global competitors, constraining wage growth and requiring productivity improvements.

Euro constraints: Euro membership eliminates independent monetary policy and currency devaluation, requiring internal devaluation (wage and price adjustments) during crisis, with painful employment consequences.

Green transition requirements: EU climate goals and Green Deal create obligations around emissions reduction, renewable energy, building efficiency, requiring investment but also creating green jobs in construction, energy, and environmental services.

Digital agenda alignment: EU digital transformation priorities and funding support Greek digitalization, e-government, connectivity, and technology sector development.

Brain drain enablement: While free movement provides opportunities for Greeks, also enables brain drain as best and brightest pursue careers in Germany, Netherlands, UK, and other higher-wage members.

So what

For candidates: EU citizenship provides freedom to pursue opportunities across Europe; however, utilizing this requires language skills, qualification recognition, and willingness to relocate.

For employers: EU membership enables recruitment from broader talent pool (though limited given wage levels) and provides funding for training, development, and business expansion.

For policymakers: Maximizing EU membership benefits requires effective use of structural funds, regulatory alignment supporting competitiveness, and strategies addressing competitive disadvantages (low productivity, bureaucracy) while leveraging advantages (tourism, shipping, location).

What this means in practice

For job seekers

• Develop technical and professional skills: ICT, engineering, healthcare, skilled trades provide best domestic opportunities and international mobility; general university degrees face limited formal employment.
• Build language capabilities: English essential for tourism, international business, and emigration; German, French, or other languages expand opportunities in EU.
• Consider geographic mobility: Athens offers vastly more opportunities than islands and rural areas; international mobility provides wage multiples for skilled workers.
• Target year-round sectors: Avoiding seasonal tourism trap requires skills for manufacturing, professional services, public sector, or technology enabling stable employment.
• Pursue EU-recognized qualifications: International certifications and qualifications facilitating recognition across EU provide insurance and mobility options.
• Balance domestic vs international opportunities: Weigh 2-3x wage potential abroad against family, lifestyle, culture, and long-term plans; neither choice universally superior.

For employers

• Invest in retention: Given brain drain pressures, retaining skilled employees requires competitive total rewards, career development, positive culture, and work-life balance offsetting wage disadvantages.
• Partner with educational institutions: Collaborating with universities and vocational schools on curricula, internships, and recruitment pipelines addresses skills gaps.
• Consider international recruitment: For shortage fields, recruiting from Balkans, Eastern Europe, or beyond may be necessary; supporting integration and offering competitive packages enables success.
• Develop seasonal workers strategically: Tourism businesses might explore off-season employment alternatives, multi-site arrangements, or creative retention approaches reducing seasonal volatility.
• Advocate for productivity enablement: Supporting infrastructure improvements, regulatory simplification, and digitalization enables productivity improvements funding wage growth.

For training providers and educational institutions

• Expand technical and vocational programmes: Critical shortages in engineering, ICT, healthcare, trades require substantially expanded capacity in these areas rather than continuing general university programme proliferation.
• Strengthen work-integrated learning: Internships, apprenticeships, and practical projects address employer work-readiness concerns and improve graduate employment outcomes.
• Develop international partnerships: Erasmus and other EU programmes enable student mobility, international experience, and qualification recognition supporting career prospects.
• Focus on shortage fields: Aligning programmes with employer needs in technology, engineering, healthcare, green energy, and skilled trades improves graduate outcomes.
• Build language and soft skills: English, communication abilities, teamwork, and problem-solving capabilities essential for modern employment across sectors.

For policymakers

• Address demographic crisis comprehensively: Fertility support, immigration facilitation, participation increases (especially female and older workers), and productivity improvements all necessary to offset 1.7 million working-age decline.
• Facilitate brain circulation: Supporting return migration of experienced professionals, enabling circular mobility, and creating conditions attracting skilled immigrants reverses brain drain.
• Raise productivity to support wages: Infrastructure investment, bureaucracy reduction, digitalization, and business environment improvements enable productivity gains funding wage growth essential for retention.
• Diversify beyond tourism: Supporting manufacturing, technology services, logistics, green energy, and year-round sectors reduces seasonal volatility and improves employment quality.
• Maximize EU resources: Effective deployment of structural funds, cohesion resources, and Recovery and Resilience Facility allocations supports transformation.

For all stakeholders

Platforms like Yotru can support these strategies by making skills visible, standardising employer-ready CVs at scale, helping institutions measure learner job readiness, and enabling employers to identify candidates with the right applied experience for Greece's recovery economy and demographic challenges.

Looking ahead: From crisis recovery to demographic reckoning

Greece's 2026 labour market demonstrates remarkable recovery. Unemployment at 8.5-8.9% versus 28% crisis peak, 4.39 million employed, and ongoing improvement represent transformation from catastrophic debt crisis. However, this recovery masks looming demographic catastrophe threatening to reverse employment gains within decades.

Working-age population declining 1.7 million by 2050 represents approximately 30% reduction, requiring employment rate increase from 67% to 80-82% plus net migration of 700,000 merely to maintain current 4 million employment level. This challenge unprecedented in scale and urgency.

Future outcomes depend on addressing fundamental constraints:

Demographic stabilization: Raising fertility from 1.3-1.4 towards replacement, facilitating immigration to offset population decline, extending working lives, and dramatically increasing female participation (currently low by EU standards) all necessary components.

Brain drain reversal: Current emigration of skilled young professionals perpetuates demographic decline and skills shortages. Raising wages through productivity improvements, reducing bureaucracy, improving public services, and creating career opportunities essential for retention and return migration.

Wage growth: Average EUR 17,000-18,000 annually (less than half EU-27 average) drives emigration and constrains living standards. Productivity improvements through infrastructure, digitalization, skills upgrading, and business environment reforms enable sustainable wage increases.

Economic diversification: Tourism dependence creates seasonal volatility and limits wage growth. Expanding manufacturing, technology services, shipping and logistics, green energy, and professional services provides year-round quality employment.

Regional development: Athens concentration leaves islands and rural areas with limited opportunities, accelerating internal migration and demographic decline in peripheral regions. Infrastructure investment, remote work enablement, and decentralized development distribute opportunities.

Skills system transformation: Education-employment mismatches (general university overproduction, technical shortage) require comprehensive reform expanding vocational training, technical education, and practical skills emphasis.

EU resource maximization: Structural funds, Recovery and Resilience Facility, and cohesion resources provide investment capacity beyond Greek fiscal limitations. Effective deployment accelerates transformation.

Participation increases: 4.2+ million adults outside labour force versus 4.8 million in labour force indicates substantial inactive population. Raising female participation towards EU averages and extending older worker careers expands effective labour supply.

Organisations and individuals who recognize Greece's distinctive reality (dramatic recovery from crisis complete but demographic decline threatens future, wages half EU average driving brain drain, tourism dependence creating quality challenges, and 25-year window to achieve unprecedented participation and migration increases or face labour force collapse) will position themselves most effectively. Success requires moving beyond celebrating unemployment recovery to transforming demographics, productivity, and economic structure. The next decade determines whether Greece builds on crisis recovery or demographic decline erases these hard-won gains.

References

Trading Economics. (2025). Greece Unemployment Rate and Labour Statistics [Economic indicators]. https://tradingeconomics.com/greece/

Greek City Times. (2025). Greece Labour Market Reports [Employment analysis]. https://greekcitytimes.com/

ELSTAT (Hellenic Statistical Authority). (2025). Labour Force Survey and Employment Statistics [Official statistics].

Greek Analyst. (2025). Greece Wage and Salary Analysis [Economic commentary]. https://greekanalyst.substack.com/

Europa (European Commission). (2025). Greece Minimum Wage and Labour Market Analysis [EU reporting]. https://europa.eu/

EURES (European Employment Services). (2025). Greece Labour Market Information [Employment portal]. https://eures.europa.eu/

Greek Reporter. (2025). Greece Demographics and Population Projections [News coverage]. https://greekreporter.com/

World Economics. (2025). Greece Demographics and Labour Force [Economic data].

Population Pyramid. (2025). Greece Age Structure and Projections [Demographic analysis].

OECD. (2025). Greece Economic Surveys [International analysis].

Supporting and contextual sources:

European Commission DG Economy and Finance. (2025). Greece Labour Market and Structural Reforms.

Note: Quantitative claims in this article are drawn from official Greek government sources (ELSTAT), European institutions (Eurostat, European Commission), international organizations (OECD), and labour market research. Where specific figures are cited, they reflect published statistics and projections available as of late 2025. Labour market outcomes remain subject to economic developments, policy changes, and success in addressing demographic decline threatening to erase current recovery gains..