2026. The cost of living remains high, the pace of change in the labor market is accelerating, and artificial intelligence is beginning to influence professional roles and responsibilities more visibly.

In this context, wherewework.gr conducted an opinion survey across five Central and Eastern European countries (Romania, Republic of Moldova, Bulgaria, Greece, and Hungary) to understand how employees relate to their salaries, how secure they feel professionally, and how they perceive the impact of AI on their work.

Here is what the results revealed:

Greek Workers in the Salary "Neutral Zone" – 64% Intend to Change Jobs

An extensive international survey by the wherewework network reveals that Greek employees record the lowest immediate dissatisfaction in the wider region, but simultaneously the lowest satisfaction rate, as the wage footprint of the twelve-year crisis continues to define the labor reality.

Greek workers record the lowest immediate dissatisfaction regarding salaries among the five countries participating in the wherewework survey, but at the same time, they present the lowest level of satisfaction and the largest "neutral zone" in the broader region. This combination paints a specific picture: dissatisfaction in Greece has matured and transformed into resignation.

Based on the responses of 1,788 Greek employees (collected between March 30 and April 30, 2026), the survey reveals a workforce still bearing the impact of the 2010 crisis, facing a persistent decline in purchasing power and a growing trend of discontent. The survey was conducted online via wherewework.gr, covering all sectors and age groups, with 50.3% of participants being senior-level executives and the age groups 35–44 (34.5%) and 45–54 (28.6%) dominating the sample.

Lowest satisfaction rate and the dominance of the "Neutrals"

46.7% of Greeks stated they are dissatisfied with their current salary (18.6% very dissatisfied, 28.1% rather dissatisfied). Although this is the lowest dissatisfaction rate in the survey, only 14.3% of Greeks report being satisfied the lowest percentage among the five countries. Meanwhile, 39.1% fall into the "neutral zone," the largest percentage recorded in the entire study.

The common sense of fairness confirms the trend: 53.9% feel they are not paid fairly (24.7% not at all, 29.3% to a small extent) and 45.7% believe their salary is below market levels. Only 11.4% feel they are paid fairly to a large extent, the second-lowest performance after Bulgaria.

Purchasing Power: 60% report a decline; the 2010 wage footprint remains visible

60.3% of Greek respondents report a weakening of purchasing power compared to 12 months ago, with 30.6% describing the drop as "much greater." In practice: 49.7% state that their salary covers only basic expenses or does not cover them at all (14.0% in the latter case), while 37.7% manage a decent standard of living through careful management. Only 1.8% report high financial comfort, the lowest percentage in the survey.

The gap between the cost of living and wages is the biggest "thorn" (45.7%), followed by the significant increase in daily expenses (25.1%). Comments accompanying the responses frequently refer to salary levels "frozen for 12 years" or "at 2010 levels", a reminder that Greece's lost decade did not definitively end when the economy technically recovered. Many sectors have not seen a real wage increase since the crisis began.

Income distribution shows the highest concentration in the survey: 38.3% of Greek respondents earn between €1,000 and €1,500 monthly, the highest concentration in a single wage bracket anywhere in the region. Combined with the 30.3% earning between €500 and €1,000, more than two-thirds of Greek respondents earn less than €1,500. The data follows the same logic: 37.2% need an 11–20% increase to feel they are paid fairly, while 20.4% require an increase of 21–30%.

AI: Lowest Concern in the Region, but the reason matters

Greece records the lowest sense of threat from AI in the survey: only 11% of respondents fear that AI will make their position more vulnerable. However, this is not reassuring; it is a result of the hierarchy of needs. When financial anxiety is constant and immediate, AI seems like a distant problem.

The dominant perception of AI among Greeks is uncertainty rather than optimism: 28.6% see AI as a productivity assistant, 27.6% expect it to change or reduce some of their activities, 21.6% expect no relevant impact, and 11% do not know yet. Greek workers do not fear automation, they are too busy with next month's bills.

64% considering a job change

26.5% of Greek respondents are actively seeking a new job, while 37.9% would move if a tempting offer arose. In total, 64.3% are open to a change within six months, while only 16.4% declare themselves committed to staying, the lowest percentage in the survey. Higher earnings are the dominant reason for moving (58.1%), followed by better career prospects (11%), a better working environment (7.8%), and stability (9.2%). Performance bonuses lead the list of desired benefits, while as workers note in their remarks, fixed salaries are often disconnected from their actual work.

Layoff concerns: At low levels, but job security remains an issue

Fear of dismissal remains at controlled levels: 17.2% of Greek respondents express significant concern (11.4% very, 5.8% extremely anxious), while 24.3% are not worried at all. However, 30.1% feel insecure about their position over the next 12 months (13.6% not at all confident, 16.4% somewhat insecure). The logic of "I am only six months away from poverty if I lose this job," which appears in participant comments, captures the underlying uncertainty in the employment sector.

Costin Tudor, CEO of the wherewework Group, confirms this sense of stagnation, noting: 

“Greece's data tells a story of mature dissatisfaction. The largest neutral middle in the survey is not contentment, it is resignation. The 39% sitting quietly in the middle is the most actionable employee segment in the country: not yet loud enough to leave, but not satisfied enough to defend the company. Engaging that group is the highest-leverage retention investment Greek employers can make.”

The full study, with detailed data on salary satisfaction, professional security, and employees’ perceptions of the impact of AI across the five countries analyzed, is available in the complete report: HERE.

The results from Greece show a labor market where dissatisfaction is not always loud, but it is deeply present. For many employees, salary expectations, purchasing power, and professional security are shaped by years of economic pressure and by a sense that income has not kept pace with real life. In this context, the challenge for employers is not only to prevent people from leaving, but also to re-engage those who remain neutral, silent, or undecided, employees who may not be actively looking for change yet, but who no longer feel fully connected to their current workplace.