1. Introduction

The Hellenic Mediterranean University (HMU), as a public higher education institution, adheres to a standardized and legally regulated remuneration framework that ensures equal treatment for all employees, irrespective of gender. This report aims to present a documented overview of the institutional framework, the salary structure, and the available personnel data, with the objective of assessing the absence of gender-based pay disparities within the University.

The analysis draws upon official data provided by the University’s personnel services, as well as the applicable national and European legal provisions governing remuneration in the public sector

2. Legal Framework for Equal Pay

HMU fully complies with the constitutional, national, and European provisions that safeguard the principle of equal pay for equal work. Indicatively:

• Article 22 of the Constitution of Greece: Establishes the principle of equal remuneration for equal work, without gender-based discrimination.
• Law 4354/2015 – Unified Public Sector Salary Scheme: Regulates the remuneration of administrative personnel.
• Laws 4472/2017, 5045/2023, and 5163/2024: Govern the special salary structures applicable to academic staff (faculty members).

The current legal framework does not allow any form of individual salary negotiation, thereby ensuring full transparency and equal treatment for all employees.

3. Staff Categories at HMU

The University employs staff across the following categories:

• Administrative staff , permanent and with open-ended contracts (IDAX)
• Administrative staff with fixed-term and project contracts
• Members of the Teaching and Research Staff (Faculty)
• Laboratory Teaching Staff Members (EDIP)
• Laboratory Technical Staff (LTS) Members

4. Salary Structure at Hellenic Mediterranean University (HMU)

4.1. Administrative Staff

Compensation is determined by the Unified Public Sector Payroll System and is based on:

• educational category (University Education – UE, Technological Education – TE, Secondary Education – SE, Compulsory Education – CE)
• postgraduate/doctoral studies
• years of service
• allowances (dependent children, position of responsibility)

Tables 1 and 2 present the gross monthly earnings per pay grade for each educational category.

Table 1. Gross Remuneration of Administrative Employees in the UE and TE educational category

Table 2. Gross Remuneration of Administrative Employees in the SE and CE educational category

4.2. Academic Staff (Faculty Members)

The remuneration of faculty members is determined by a special payroll system and depends on:

• academic rank (Lecturer, Assistant Professor, Associate Professor, Full Professor)
• years of service
• child allowances
• administrative positions

Table 3 presents the gross monthly earnings by academic rank and pay grade.

Table 3. Gross Remuneration of University Faculty Members

4.3. Summary of Salaries at HMU

Table 4 provides an overview of the main payroll categories at HMU.

Table 4. Gross Monthly Earnings

5. Pay Equity Analysis

The analysis of the data indicates that:

• Compensation is determined exclusively by objective criteria (rank, pay grade, years of service).
• There is no mechanism that allows for individual salary negotiation.
• For the same position and rank, men and women receive exactly the same remuneration.

6. Conclusion

The Hellenic Mediterranean University fully complies with the national and European framework on equal pay for equal work. The strictly standardized public-sector payroll system ensures that no gender pay gap exists within the Institution. The University remains committed to promoting equality, transparency, and fair treatment for all employees.