Under the Transparent and Predictable Working Conditions Law 25(I)/2023 and based on Regulation ΚΔΠ455/2024, an important administrative obligation has been imposed on all employers of the private sector to submit the essential terms of employment of all their employees to the government electronic platform “ERGANI”. Employers who fail to comply risk facing penalties including significant fines.
The purpose of the government is to foster transparency and trust between employers and employees ensuring that all employees of the private sector have access to clear and detailed information about the terms of their employment, including their basic salary, commissions, overtime, allowances and other benefits.
In April 2025 the landmark piece of legislation, law 42(I)/2025, came into force fostering a work place built on mutual respect and accountability. The law recognizes the right of every individual employee to work in a harassment, abusive conduct and violence free environment. Repeated patterns or even single acts of verbal, physical, psychological, sexual or economic harassment or threats that cause or are likely to cause harm are strictly prohibited.
The law applies to all kinds of employment relationships, including telework and work on flexible working arrangements and imposes an obligation on all employers to establish clear policies to manage workplace violence and harassment, including reporting, investigation and protection. Offenders may face penalties of imprisonment up to three years or fine up to €10.000, or both, while the legal entity (employer) may also be held liable and face a fine up to €20.000. Besides the criminal sanctions the legal entity (employer) may also be exposed to civil liability damages for the harm caused.
While the regulation of telework was introduced in 2023 for the private sector under the provisions of law 120(I)/2023, the public sector’s remote work was introduced in 2025 through the enactment of law 215(I)2025 which is set to come into force on 2nd April 2026. The above developments show the commitment of the government to the framework of remote work in Cyprus.
The Ministerial Decree which will determine the minimum and maximum costs to be borne by employers for equipment, connectivity and workspace in the context of telework, both for the private and public sector, remains to be issued soon.
The Leave (Paternity, Parental, Caregiver, Force Majeure) and Flexible Work Arrangements for Work-Life Balance Law 216(I)/2022 was enacted in 2022. Amendments in 2025 allow extended parental leave up to 20 weeks (previously 18 weeks) for parents of children or persons with disability up to and until such persons reach the age of 21.
The Protection of Maternity Law 100(I)/1997 was amended in 2025 extending the period granted to nursing mothers for breastfeeding and/or increased care for raising her children, from 9 to 12 months starting from childbirth. During this period mothers can interrupt their work for one hour, arrive at work one hour later or leave work one hour earlier daily. Where nursing mothers choose to interrupt their work for one hour they may, during this time, breastfeed their child or pump and store breast milk.
Employers are obliged to provide mothers with all necessary facilities under the provisions of the Promotion and Protection of Breastfeeding Law 21(I)/2018, including to establish at the workplace designated breastfeeding or pumping breast milk rooms to be used by nursing mothers following their return from maternity leave or upon hiring. Employers with workplaces less than 50 square meters are exempted while obliged employers who fail to comply may be faced with fines up to €7.000 and subsequently up to €8.000. The foregoing obligation of employers will come into force on 4 July 2026. As a separate note, it is reminded that as of 2021 maternity leave is, as a rule, 22 weeks (previously 18 weeks).
The basic principle, central prerequisite and condition for the application of the TUPE Law is that the “transfer” must concern: Therefore, in order to determine whether a particular transaction falls within the scope of the TUPE Law, particular importance is attached to whether (a) an organized group of resources has been transferred and, furthermore, (b) […]
Mandatory Electronic Registration: Under the Transparent and Predictable Working Conditions Law 25(I)/2023 and based on Regulation ΚΔΠ455/2024, an important administrative obligation has been imposed on all employers of the private sector to submit the essential terms of employment of all their employees to the government electronic platform “ERGANI”. Employers who fail to comply risk facing […]
This article examines the extensive power of the Attorney General in Cyprus to suspend criminal prosecutions (nolle prosequi), highlighting how the lack of clear legal criteria, transparency, and external oversight raises significant concerns for accountability and public trust in the justice system. It outlines how European institutions and judicial bodies have repeatedly criticized this framework […]