How to Hire Security Guards from Abroad in Greece (2026)

6 min

Is there a shortage of security guards in Greece and what is the reality of hiring abroad?

Greece faces a structural shortage of security personnel, driven by two distinct demand centers: year-round commercial operations in urban and industrial hubs, and severe seasonal spikes in tourist regions. The heaviest concentration of demand exists in Attica (commercial facilities, logistics hubs around Thriassio, and port infrastructure), Central Macedonia (Thessaloniki warehouse and industrial zones), and the top tourist destinations including Crete, Rhodes, Mykonos, and Santorini, where resorts and private estates compete fiercely for seasonal guard staff between April and October.

However, employers must understand an immediate reality: hiring security guards from non-EU countries directly from abroad is one of the most legally complex recruitment routes in Greece. Unlike general labor or agriculture, the private security sector in Greece is strictly regulated by the Hellenic Police (Ελληνική Αστυνομία) under Law 2518/1997 (as amended). To work as a security guard, an individual must hold a official Private Security Personnel License (Type A), which requires formal certification from the Center for Security Studies (KEMEA), a clean criminal record check, and basic proficiency in the Greek language.

Because non-EU candidates living abroad rarely possess a Greek KEMEA certification or a Greek police license prior to arrival, standard direct hiring from overseas via the traditional work visa route is difficult and slow. Most Greek employers struggling with shortages adopt one of three alternative strategies:

Recruiting non-EU residents already in Greece: Employers hire non-EU citizens who already possess valid Greek residence permits granting labor market access (such as long-term residents or family members of EU citizens) and assist them through KEMEA licensing.
Sponsoring foreign candidates with prior Greek language skills: Sponsoring candidates who can pass the KEMEA examination shortly after entry on a long-term visa.
Hiring EU/EEA nationals: EU citizens enjoy free movement and can apply for the Greek security license directly without navigating third-country immigration quotas.

The legal route: Metaklisi and security licensing requirements

If you choose to hire a third-country national (non-EU citizen) directly from abroad, the primary legal immigration pathway is the Metaklisi (invitation) procedure. This framework allows a Greek company to sponsor a specific foreign worker for a declared vacancy when local candidates are unavailable.

The process is managed through the Decentralized Administration (Αποκεντρωμένη Διοίκηση) responsible for your business region, in coordination with the Ministry of Migration and Asylum (Υπουργείο Μετανάστευσης και Ασύλου). The essential steps are:

Step 1: Labor market check and allocation. The Greek government sets biennial quotas (or local approvals) for third-country personnel. You must prove through the Public Employment Service (DYPA) that the post could not be filled locally.
Step 2: Employer application. Submit a formal application to the Decentralized Administration, providing a draft employment contract offering at least the statutory minimum wage, proof of company tax compliance, and payment of the state administrative fee.
Step 3: Visa issuance. Once approved, the Decentralized Administration sends authorization to the relevant Greek Embassy or Consulate in the candidate's home country. The candidate attends an interview and receives a National Work Visa (Type D).
Step 4: Greek Police licensing (KEMEA). Upon arrival in Greece, the worker applies for a residence permit for work. However, before legally performing security duties, the worker must obtain the Type A security license from the Hellenic Police. This requires submitting a clean police clearance certificate from their home country and Greece, passing a medical mental health assessment, and successfully passing the KEMEA certification exams.

Note: Immigration and licensing policies change frequently. Employers should confirm current procedural requirements with the Ministry of Migration and Asylum and the local Hellenic Police Security Division.

Timeline: From decision to worker starting on site

Hiring a non-EU security worker directly from abroad requires significant advance planning. You cannot rely on this process for emergency short-term coverage. A realistic timeline breaks down as follows:

Month 1 to 2: Metaklisi filing and local approval. Submitting the application to the Decentralized Administration and waiting for regional review and approval.
Month 3 to 4: Consular processing abroad. The candidate submits documents, undergoes background checks, completes an interview at the Greek consulate, and receives the Type D entry visa.
Month 5 to 7: Arrival, KEMEA exams, and police authorization. After arriving in Greece, the candidate must enroll in KEMEA certification testing, complete required background verifications with the Hellenic Police, and receive their working authorization.

Total realistic duration: 5 to 8 months. For seasonal roles in tourism starting in April, employers must initiate the legal process in the autumn of the preceding year.

What you are obliged to pay and provide

Employers in Greece are bound by national labor legislation regarding pay, working hours, and social security contributions.

Statutory minimum pay: The basic legal minimum gross wage in Greece is €830 per month. Under Greek labor law, full-time private sector employees receive 14 salary payments per year (including a full Christmas bonus, half Easter bonus, and half vacation allowance). This brings the effective minimum basic pay to approximately €968 gross per month across a 12-month calendar.
Sectoral rates and shift allowances: Experienced security guards or those working night shifts, Sundays, or public holidays earn higher mandatory rates. Night work (22:00 to 06:00) carries a legal minimum premium of 25%, while Sunday and holiday work requires a 75% wage surcharge. Market rates for certified security guards in high-demand logistics or island sites typically range from €1,000 to €1,400 gross per month (based on 12 payments).
EFKA social security: Employers must register all workers with the national social security agency (EFKA). Mandatory employer contributions add roughly 22% to 23% on top of the gross salary.
Housing obligations: Housing is not legally mandated for standard year-round urban jobs in Athens or Thessaloniki. However, for seasonal security contracts in island destinations (such as the Cyclades or Ionian islands), providing adequate, free, or heavily subsidized accommodation is standard industry practice. Without employer-provided housing, recruiting guards to island locations is practically impossible due to local rental costs.

What this costs you, roughly

Budgeting for international recruitment involves state filing fees, legal verification, and initial onboarding expenses. Below is an overview of the typical cost lines per worker:

Metaklisi application fee (Paravolo): €200 state fee paid by the employer upon filing.
Consular entry visa fee (Type D): €150 paid during consular processing.
Document translation and apostille: €100 to €250 for official translations of criminal records and personal documents into Greek.
KEMEA exam and licensing fees: €100 to €200 for exam registration and Hellenic Police license issuance.
Inbound travel: €200 to €600 depending on the country of origin.
Seasonal housing (where customary): €200 to €400 per month per worker for shared, compliant seasonal accommodation in high-cost tourism zones.

Ethical recruitment and legal liability for fees

Under Greek law and international labor standards, a legitimate employer or recruitment partner never requires a worker to pay for their own recruitment, visa, or job placement. All administrative costs, state fees, and recruitment expenses must be absorbed by the employer.

Workers who are asked to pay kickbacks, placement fees, or inflated processing costs by third-party brokers are victims of recruitment fraud. Engaging with unscrupulous intermediaries who charge jobseekers creates severe legal exposure for Greek employers. Under joint-liability regulations, employers can face heavy fines, loss of hiring permits, and criminal prosecution for facilitation of labor exploitation if their supply chain involves fee-charging practices. Verify all candidate sourcing channels to ensure zero cost is passed to the worker.

How to search the Workuro registry for security candidates

Workuro operates an open registry where international workers publish profiles highlighting their qualifications, language skills, and location preferences. If you are a site manager or HR lead in Greece looking for security personnel, you can browse worker profiles directly.

Employers can search candidates based on previous security experience, English or Greek language capability, and willingness to relocate to specific regions in Greece. You contact candidates directly to assess their suitabilty, discuss language expectations, and initiate the necessary legal sponsorship or hiring steps. Workuro charges no per-hire commissions, placement fees, or success charges to either employers or workers.

Please note that the Workuro registry is young and continuously growing. While candidate numbers in specific niche trade license categories for Greece are developing, direct profile sourcing provides a transparent, zero-fee alternative for employers willing to manage their own hiring process.