Brain Regain: What Is Actually Happening in the Greek Labour Market

For a decade, Greek professional talent moved in a single direction: abroad.

That pattern, however, appears to be reversing. More Greek citizens now return each year than leave.

The question is how substantial the shift really is, and what it means for companies competing for specialist skills.

From Brain Drain to Brain Regain: What the Numbers Say

Brain drain is a daily problem for Greek employers, particularly in technical and specialist roles. Brain regain, the return of that human capital, describes the reverse movement. 

That movement is now measurable. In 2023, inflows of Greek citizens exceeded outflows for the first time since 2009. In 2024, the most recent year with official figures, the net balance reached 19,852 people, the highest level recorded since 2008 (OECD).

Who’s Coming Back, and Why

The quality of the profile matters more than the number of people returning. Recent returnees are typically younger and better educated than the general population, with a high proportion holding master’s or doctoral degrees.

These are people who left during the crisis years and are returning with specialist skills, professional networks abroad and experience within larger, more structured organisations.

That said, what brings them back is rarely a single factor. Conditions in the Greek job market have improved, and tax incentives are available to those who transfer their tax residency to Greece.

Remote work plays a part as well, allowing some professionals to return without changing employer. Family considerations remain a consistent factor throughout.

What This Means for Employers

The opportunity is real, but narrower than the narrative around it suggests. The absolute numbers remain modest against the vacancies employers are trying to fill, and returnees are not distributed evenly across regions or specialisms. Brain regain does not resolve the hiring shortage on its own.

Attracting these candidates requires an active approach. A professional based in Berlin or London is unlikely to be monitoring Greek job listings. They are reached through diaspora networks, through referrals and through direct outreach.

Attracting them, however, is only the first part. Even when the hire goes smoothly, two factors account for most failed placements: the administrative burden of relocating, and the gap in company culture, with the second consistently underestimated.

Conclusion

Brain regain is real. The balance has reversed and those returning are younger and better qualified than the average. The numbers, however, remain modest against what the market needs.

The next two years will show whether the trend holds. Until then, the advantage sits with the companies actively seeking out these professionals rather than waiting for applications to arrive.

This is where INGROUP can help, from identifying suitable candidates through to final selection. Contact us to discuss your workforce needs.