How to Hire Foreign Childcare Workers and Nannies in Greece (2026)

8 min

The shortage reality and practical context in Greece

Finding qualified childcare workers and full-time nannies in Greece has become increasingly difficult. In major metropolitan areas like Athens and Thessaloniki, dual-income households face a shortage of reliable domestic childcare. In tourist destinations such as Attica, Mykonos, Santorini, Crete, and Rhodes, the demand spikes during the summer season when hospitality businesses and seasonal residents require dedicated childcare staff. At the same time, licensed private daycares and crèches (παιδικοί σταθμοί) struggle to fill assistant roles due to local labor shifts.

Before beginning the recruitment process from outside the European Union, employers must understand the realistic legal context in Greece. Hiring a non-EU citizen directly from abroad is not a quick fix. The process requires a formal government authorization route known as Metaklisi (Μετάκληση). While this is the established legal framework for bringing third-country nationals to Greece for work, the administrative burden on private households is significant. Many families in Greece historically hire non-EU childcare workers who are already resident in the country with established work permits. However, if you cannot find local candidates and choose to sponsor a candidate from abroad, you must follow strict statutory procedures set by the Greek government.

It is important to differentiate between two distinct employer categories:

Private Households: Hiring a nanny or babysitter directly as a domestic worker.
Licensed Facilities: Daycare centers, nurseries, or hotel kids' clubs hiring childcare assistants or nursery teachers.

For corporate entities and facilities, qualification recognition is mandatory. For private households, while formal licensing is not legally required for general home nannies, verified experience and clean criminal records are essential safety prerequisites.

The legal route: The Metaklisi process step by step

To bring a non-EU childcare worker or nanny into Greece, an employer must use the Metaklisi system governed by the Greek Immigration Code (Law 5038/2023). This procedure requires the employer to initiate the application in Greece before the worker enters the country. You should always verify current procedural details with the official portal of the Ministry of Migration and Asylum (Υπουργείο Μετανάστευσης και Ασύλου).

The standard process follows these steps:

Labor Market Check with DYPA: The employer must first verify that the position cannot be filled by a Greek or EU citizen registered with the Public Employment Service (ΔΥΠΑ - Public Employment Service, formerly OAED). In sectors or regions with approved labor quota allocations (Anathesi), this check aligns with regional quotas published biennially by the Greek government.
Application to Decentralized Administration: The employer submits an application to the competent Decentralized Administration (Αποκεντρωμένη Διοίκηση) of their region. The employer must submit proof of identity, tax tax-clearance certificates proving financial capacity to pay salaries, a draft employment contract offering at least the statutory minimum wage, and proof of adequate accommodation if providing live-in quarters.
Payment of State Fee: The employer pays a administrative fee (Paravolo) to the Greek state for processing the entry request.
Consular Interview and Visa: Once the Decentralized Administration approves the request, the clearance is sent to the Greek Embassy or Consulate in the candidate's home country. The worker is called for an interview, submits their criminal record check and medical certificate, and receives a National Long-Stay Visa (Type E visa for employment).
Arrival and Residence Permit: Upon entry into Greece, the employer registers the worker for social security, signs the formal employment contract, and the worker submits an application online for a Greek Residence Permit (Adia Diamonis) via the Ministry of Migration portal.

Realistic timeline from decision to start date

Hiring from outside the EU is a long-term plan, not an emergency intervention. Employers must factor in realistic processing speeds across multiple government departments. Below is a standard timeline breakdown:

Stage 1: Preparation and DYPA Filing (1 to 2 months): Gathering employer tax documents, drafting employment contracts, and running the necessary labor market checks or quota verifications.
Stage 2: Regional Administrative Approval (2 to 4 months): The Decentralized Administration reviews the dossier, verifies tax documents, and issues the official approval decree (Eskrisi Metaklisis).
Stage 3: Consular Processing Abroad (1 to 3 months): The candidate schedules a visa appointment at the Greek embassy, submits health tests and police background checks, and awaits visa clearance.
Stage 4: Onboarding in Greece (2 to 4 weeks): Arrival, registration with the tax office (AFM), social security registration (AMKA/e-EFKA), and issuance of the biometric residence card appointment.

In total, expect a timeframe of 4 to 8 months from the day you make a job offer to the day the nanny or childcare worker begins work in your home or facility. Employers hiring seasonal childcare staff for summer resorts must begin the application process in the preceding autumn.

What you are obliged to pay and provide

Greece enforces strict statutory rules regarding compensation, working hours, and social security. Employers cannot negotiate below the national statutory minimums.

Wages: The wage must meet or exceed the national statutory minimum wage set by the Greek Ministry of Labour. As of 2024, the gross monthly minimum wage in Greece is 830 EUR per month (based on 14 payments per year, including mandatory Christmas, Easter, and vacation bonuses). Employers must account for these 14 annual payments. For specialized or experienced childcare roles, market rates generally range between 950 EUR and 1,300 EUR net per month.
Social Security (e-EFKA / Ergosimo): Every worker must be insured. For domestic nannies working in private homes, insurance is handled either through standard payroll or via the Ergosimo (Εργόσημο) voucher system, depending on employment classification. The employer is legally required to pay the required social security contributions to e-EFKA. Employing a foreign worker off the books ("black labor") carries severe administrative fines starting at 10,500 EUR per uninsured worker.
Working Hours: Standard full-time employment is 40 hours per week over 5 days. Overtime must be compensated in accordance with Greek labor law.
Accommodation: If hiring a live-in nanny, the employer must provide a private, furnished room with proper heating, ventilation, and sanitary conditions free of charge. Deductions from the statutory minimum wage for food or lodging are strictly prohibited under Greek law.
Professional Qualifications: If you operate a licensed childcare center, foreign early childhood degrees must be formally recognized through ATEEN (the Department for Implementation of European Legislation) or EOPPEP (National Organisation for the Certification of Qualifications). For private household nannies, formal state degree equivalency is not legally enforced, but criminal background checks (translated and apostilled) and medical evaluations are required by law for visa processing.

What this costs you, roughly

Budgeting accurately helps prevent unexpected delays during the hiring process. Below are the direct administrative and recruitment cost lines associated with sponsoring a foreign childcare worker in Greece:

State Application Fee (Paravolo): 150 EUR to 300 EUR per worker (paid to the Greek government).
Consular Visa Fees: 75 EUR to 150 EUR (paid at the Greek Embassy abroad).
Document Legalization and Translation: 100 EUR to 250 EUR (for official translation of police certificates and medical reports into Greek through certified translators or the Ministry of Foreign Affairs service).
Inbound Travel: 300 EUR to 800 EUR (one-way flight ticket to Greece, customarily covered by the sponsoring employer).
Biometric Residence Card Fee: 150 EUR (paid upon arrival in Greece).
Ongoing Payroll Cost: Minimum statutory gross salary plus employer e-EFKA contributions (budget approximately 1,050 EUR to 1,600 EUR total monthly employer commitment depending on base salary).

Protecting candidates from illegal recruitment fees

Under Greek labor law and international conventions enforced by the International Labour Organization (ILO), charging jobseekers fees for recruitment, placement, or visa processing is illegal. Sponsoring employers must ensure that candidates are never asked to pay money to agencies, brokers, or intermediaries to secure a job offer in Greece.

If an applicant reports that an agency or broker charged them cash for a work contract, that agency is operating fraudulently. Participating in or ignoring fee-charging practices creates severe legal risks for the employer, including potential liability for human trafficking or labor exploitation under Greek criminal law. Employers must pay all legal processing costs, state fees, and travel expenses directly, ensuring clear communication with the candidate throughout the process.

How to find candidates on the Workuro registry

Workuro provides a direct, transparent search platform for employers in Greece who want to hire foreign staff without paying agency commissions or placement fees. Workuro is an open profile registry, not a recruitment agency. We do not place workers, charge per-hire commissions, or negotiate contracts. Employers manage the hiring process themselves from start to finish.

To find childcare workers and nannies on Workuro:

Search the Registry: Filter candidates by role (childcare, nanny, domestic care) and view candidates who have explicitly indicated a desire to relocate to Greece.
Review Profiles directly: Read verified candidate profiles, review their language skills, previous experience, and background documentation.
Contact Candidates directly: Communicate directly with jobseekers to conduct interviews, discuss working arrangements, and agree on job terms.

Please note that the Workuro registry is young and continuously growing. While candidate availability increases daily, employers should be realistic about talent pools and evaluate each applicant independently before initiating the Greek Metaklisi visa procedure.