Philippines & Greece Manpower Guidelines 2026 — Complete Compliance Guide

Deploying Filipino workers to Greece involves two overlapping legal frameworks: the Philippine government's overseas employment rules administered by the Department of Migrant Workers (DMW) — formerly POEA — and Greek national labor law which implements EU employment directives. Both must be satisfied simultaneously for a deployment to be legal and protected.

This guide consolidates the key requirements from both sides so employers, recruitment agencies, and workers know exactly what to prepare and what to expect.

1. Philippine Government Framework (DMW / POEA)

The Department of Migrant Workers (DMW) — previously known as POEA — is the primary Philippine government body that oversees all overseas employment. No Filipino worker may be legally deployed abroad without clearance from DMW.

1.1 Accreditation of Foreign Employers

Before hiring Filipino workers, a Greek employer or their representative agency must be accredited by the DMW. This requires:

• Valid business registration documents (apostilled and translated)
• Proof of financial capacity to pay wages and repatriation costs
• A duly executed recruitment agreement with a DMW-licensed agency
• Site verification reports for employers in high-risk categories (domestic, seafarer, etc.)
• Compliance with the standard employment contract (SEC) format for the job category

1.2 Licensing of Recruitment Agencies

Philippine law requires any entity recruiting workers for overseas employment to hold a valid DMW recruitment license. Penalties for illegal recruitment are severe — up to life imprisonment under RA 10022. Workers should always verify agency license status at www.dmw.gov.ph.

1.3 Overseas Employment Certificate (OEC)

Every Filipino worker deployed abroad must obtain an Overseas Employment Certificate (OEC) from DMW before departure. The OEC serves as:

• Proof of legal deployment
• Exit clearance at Philippine airports (exempts from travel tax and terminal fee)
• Basis for enrollment in state insurance (PhilHealth, SSS, Pag-IBIG overseas)

OECs are issued online via the BM Online / OFW Portal once the employment contract is verified by the Greek employer or its Philippine agency.

1.4 Standard Employment Contract (SEC)

DMW mandates the use of standard employment contracts for each job category. For workers deployed to Greece, the applicable SECs are:

The SEC sets minimum wage, benefits, and working conditions. Greek employers may offer higher salaries than the SEC minimum, but they may never offer less. Any contract clause that reduces SEC-guaranteed rights is void.

1.5 OWWA Membership & Insurance

All deployed Filipino workers must be registered with the Overseas Workers Welfare Administration (OWWA). OWWA provides:

• Life and disability insurance (up to PHP 200,000)
• Repatriation assistance in cases of employer default, calamity, or war
• Education and livelihood programs for OFW dependents
• Legal assistance for contract disputes

The annual OWWA contribution is USD 25 per worker, typically shouldered by the employer or recruitment agency.

2. Greek Labor Law Requirements

Greece is an EU member state. Its labor law is based on the Greek Labor Code (Law 4808/2021) and relevant EU directives on employment conditions, non-discrimination, and worker protection. All workers in Greece — regardless of nationality — are entitled to these protections.

2.1 Types of Work Visa for Non-EU Workers

2.2 The Metáklisi (Μετάκληση) Process

Metáklisi (literally "summoning") is the Greek legal mechanism by which a Greek employer sponsors a non-EU worker for an employment visa. It is the primary path for Filipino workers entering Greece for domestic, hospitality, or care work.

2.3 Minimum Wage & Working Conditions

As of 2026, the Greek national minimum wage is €950/month for full-time employment. For workers with over 3 years of seniority, a higher rate applies. For seasonal hotel and F&B workers, collective bargaining agreements (CBAs) in tourism typically set wages above the national minimum.

2.4 Employer Social Security Contributions

Greek employers pay approximately 21.8% of gross salary to EFKA (social security). Workers contribute approximately 14%. This covers health insurance, pension, and unemployment insurance.

3. Documents Required — Employer & Worker Checklist

4. Pre-Departure Orientation Seminar (PDOS)

All first-time OFWs and those going to a new country must complete a Pre-Departure Orientation Seminar (PDOS) before departure. The PDOS is conducted by OWWA or a DMW-accredited provider and covers:

• Greek laws and cultural norms
• Rights and obligations under the employment contract
• Philippine Embassy and consular services in Greece
• How to contact OWWA and DMW for assistance abroad
• Remittance and financial literacy
• What to do in cases of abuse, contract violation, or emergency

Bridge Recruiters coordinates PDOS scheduling for all workers deployed through our agency. The PDOS certificate is a mandatory document for OEC issuance.

5. Worker Rights & Protections

5.1 Non-Substitution Rule

The employment contract verified by the Greek Consulate and DMW is binding. The employer may not unilaterally change job title, wage, or working conditions after the worker arrives. Any changes must be mutually agreed and re-filed with DMW.

5.2 Repatriation Obligation

Under both Philippine and Greek law, the employer is obligated to repatriate the worker at the end of the contract at no cost to the worker. If the employer fails to do so, OWWA and the DMW Adjudication Office can compel repatriation and pursue the employer.

5.3 Prohibition on Confiscation of Documents

It is illegal under Greek law and Philippine law for any employer, agency, or third party to confiscate a worker's passport, OEC, or any personal documents. Workers who experience this should contact the Philippine Embassy in Athens immediately:

5.4 Prohibited Practices

6. Seasonal vs. Permanent Employment

Greece's hospitality industry operates on a highly seasonal schedule — peak season runs from May to October. Philippine labor rules accommodate this through seasonal deployment contracts.

7. Bilateral Agreement: Philippines–Greece

The Philippines and Greece have existing cooperation frameworks under the ASEAN-EU economic partnership and bilateral labor MOUs. While a dedicated Philippines–Greece bilateral labor agreement (BLA) is in advanced discussions as of 2026, deployment is currently governed by:

• Philippine RA 8042 (Migrant Workers Act) as amended by RA 10022
• Greek Law 4251/2014 (Immigration & Social Integration Code)
• EU Blue Card Directive (2021/1883/EU) for skilled workers
• EU Seasonal Workers Directive (2014/36/EU)
• ILO Conventions 97 and 143 (ratified by both countries)

The pending BLA, when finalized, is expected to streamline the verification process and introduce state-to-state worker placements. Bridge Recruiters monitors these developments closely.

8. Quick Compliance Checklist

Use this checklist to ensure full compliance before deploying a Filipino worker to Greece: