Cyprus: Questions & Answers On Basic Aspects Of Cyprus Employment Law

Last Updated: 6 December 2016
Article by Antonis Paschalides

1. Does the employer have any obligations by the start of a new employment?

According to the law, (The provision of Information to the Employee by the Employer on the Conditions Applicable to the Contract or Employment Relationship Law) the employer is obliged to inform the employee in writing, within one month after the beginning of the employment, of the basic terms applicable to his contract of employment or employment relationship.

2. What are the basic terms of an employment contract or relationship?

The basic terms of an employment contract or employment relationship, that the employer is obliged to inform in writing the employee are the following:

  • The place of his work.
  • His duties, his grade or category of work, as well as the content and object of his work.
  • The starting date of the contract or the employment relationship and its probable duration, in the case of employment on a fixed term.
  • The duration of paid leave, to which the employee is entitled, as well as the method and time in which it may be taken.
  • The probation period, if any.
  • All types of remuneration to which the employee may be entitled and the time schedule for their payments.
  • The duration of his daily or weekly work.
  • Mention of any collective agreements which govern the terms of the employment.

3. Is there a minimum salary?

In general, the salary is negotiated between the employer and the employee. However the Ministerial Council has set the minimum salary for certain occupations.

The Minimum Wage Order of 2012 applies to clerks, sales-persons, school aids, child and infant minders, nursing aids, care workers and from the 1st of April 2012 is €870. After six months of employment with the same employer the minimum salary is increased to €924. The minimum hourly salary for security guards is €4,90 and after six months of employment in the same employer it becomes €5,20. The minimum hourly salary for cleaners of business is €4,55 and after six months of employment in the same employer it becomes €4,84.

4. Does the employer have the authority/discretion to delay payment of the employee's salary?

According to the Protection of Salaries Law, the payment of the employees' salaries must be per week or per month, depending on the terms of the employment agreement. If there is any delay in the payment of his salary the employee can submit a written complaint to the Inspector of the Department of Labour Relations. In cases where the said violation cannot be settled, the employee can file an application to the Labour Disputes Court.

5. When the employer must give notice regarding the termination of an employment and when the employee must give notice in case of resignation?

According to the Termination of Employment Law, an employer who intends to terminate an employment, who has completed at least 26 weeks of continuous employment with that employer, has an obligation to give written notice as follows:

From 26 weeks work to 51 weeks (6 months – 1 year) : one week notice
From 52 weeks work to 103 weeks (1 year – 2 years): two weeks' notice
From 104 weeks work to 155 weeks (2 years – 3 years): four weeks' notice
From 156 weeks work to 207 weeks (3 years – 4 years): five weeks' notice
From 208 weeks work to 259 weeks (4 years – 5 years): six weeks' notice
From 260 weeks work to 311 weeks (5 years – 6 years): seven weeks' notice
From 312 weeks' work or more (6 years +): eight week's notice

(The same periods apply in case of resignation)

*It is worth mentioning that in cases where the employee is a pregnant woman then the employer cannot give her a notice and/or terminate her employment from the moment she informs her employer about her pregnancy until three months after her maternity leave ends.
*It is also worth mentioning that the general provision regarding the probation period does not apply in the case of a pregnant employee.

6. Can an employer fire an employee without any notice? If yes, in which cases?

The employer has the right to terminate the employment of an employee without any notice, where the employee's conduct is such as to justify his dismissal without notice, e.g.:

  • Gross misconduct by the employee in the course of his duties,
  • Commission by the employee in the course of his duties of a criminal offence without the agreement, expressed or implied, of his employer,
  • Immoral behaviour by the employee in the course of his duties and
  • Serious or repeated contravention or disregard by the employee of work or other rules in relation to his employment.

Where the employer does not exercise his right to dismissal without notice within reasonable time from which one of the above events occurred, the termination of employment is deemed to be unjustified.

7. Does the employee have any right to compensation for unlawful dismissal?

An employee, whose employment is terminated unlawfully after he has completed 26 weeks of continuous employment with an employer, is entitled to compensation. Compensation is also payable in the case of an employee who terminates his employment because of his employer's conduct i.e delay in payment of salary.

8. What is parental leave and how much leave an employee can take?

An employee of either sex who has completed six or more months of continuous employment with the same employer can claim unpaid parental leave for up to a total of 18 weeks on grounds of childbirth or adoption in order to take care of and/or participate in the raising of the child. The above also applies in case of part-time workers, employees on fixed contract and temporary workers.

9. I am pregnant. Is there any legislation that protects me?

Maternity rights are secured through the "Maternity Protection Law". It protects the pregnant employee from a termination or notice of termination of employment during her pregnancy and three months after the maternity leave ends.

This does not apply in cases where the employed woman is found guilty of a misdemeanour or the business at which she is employed closes down or the contract period is expired.

An employee who gave birth and/or is breast-feeding or has increased responsibilities for the care/raising of the child, can, until the baby becomes nine months old, interrupt their employment for one hour or go to work one hour later or leave work one hour earlier per day. The one-hour excuse period is considered working time.

There is also right for leave of absence from employment, without any lost of pay, for the purpose of natal examinations where they must be taken during employment time.

The maternity leave does not affect adversely in any way the seniority of an employee and/or the right of promotion.

10. Is there any leave for reasons of force majeure?

Yes. The employee is entitled to unpaid leave of 7 days per year for reasons of force majeure connected with illness of and/or accident to his dependants and necessitating the immediate presence of the employee. Such leave can be granted either partially or totally. The employee must notify his employer of his intention to take such leave as soon as possible.

*A "dependent" is defined as a child, husband, wife, parent, brother, sister, grandfather and/or grandmother.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

To print this article, all you need is to be registered on Mondaq.com.

Click to Login as an existing user or Register so you can print this article.

Authors
 
Some comments from our readers…
“The articles are extremely timely and highly applicable”
“I often find critical information not available elsewhere”
“As in-house counsel, Mondaq’s service is of great value”

Up-coming Events Search
Tools
Print
Font Size:
Translation
Channels
Mondaq on Twitter
 
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).
 
Email Address
Company Name
Password
Confirm Password
Position
Mondaq Topics -- Select your Interests
 Accounting
 Anti-trust
 Commercial
 Compliance
 Consumer
 Criminal
 Employment
 Energy
 Environment
 Family
 Finance
 Government
 Healthcare
 Immigration
 Insolvency
 Insurance
 International
 IP
 Law Performance
 Law Practice
 Litigation
 Media & IT
 Privacy
 Real Estate
 Strategy
 Tax
 Technology
 Transport
 Wealth Mgt
Regions
Africa
Asia
Asia Pacific
Australasia
Canada
Caribbean
Europe
European Union
Latin America
Middle East
U.K.
United States
Worldwide Updates
Check to state you have read and
agree to our Terms and Conditions

Terms & Conditions and Privacy Statement

Mondaq.com (the Website) is owned and managed by Mondaq Ltd and as a user you are granted a non-exclusive, revocable license to access the Website under its terms and conditions of use. Your use of the Website constitutes your agreement to the following terms and conditions of use. Mondaq Ltd may terminate your use of the Website if you are in breach of these terms and conditions or if Mondaq Ltd decides to terminate your license of use for whatever reason.

Use of www.mondaq.com

You may use the Website but are required to register as a user if you wish to read the full text of the content and articles available (the Content). You may not modify, publish, transmit, transfer or sell, reproduce, create derivative works from, distribute, perform, link, display, or in any way exploit any of the Content, in whole or in part, except as expressly permitted in these terms & conditions or with the prior written consent of Mondaq Ltd. You may not use electronic or other means to extract details or information about Mondaq.com’s content, users or contributors in order to offer them any services or products which compete directly or indirectly with Mondaq Ltd’s services and products.

Disclaimer

Mondaq Ltd and/or its respective suppliers make no representations about the suitability of the information contained in the documents and related graphics published on this server for any purpose. All such documents and related graphics are provided "as is" without warranty of any kind. Mondaq Ltd and/or its respective suppliers hereby disclaim all warranties and conditions with regard to this information, including all implied warranties and conditions of merchantability, fitness for a particular purpose, title and non-infringement. In no event shall Mondaq Ltd and/or its respective suppliers be liable for any special, indirect or consequential damages or any damages whatsoever resulting from loss of use, data or profits, whether in an action of contract, negligence or other tortious action, arising out of or in connection with the use or performance of information available from this server.

The documents and related graphics published on this server could include technical inaccuracies or typographical errors. Changes are periodically added to the information herein. Mondaq Ltd and/or its respective suppliers may make improvements and/or changes in the product(s) and/or the program(s) described herein at any time.

Registration

Mondaq Ltd requires you to register and provide information that personally identifies you, including what sort of information you are interested in, for three primary purposes:

  • To allow you to personalize the Mondaq websites you are visiting.
  • To enable features such as password reminder, newsletter alerts, email a colleague, and linking from Mondaq (and its affiliate sites) to your website.
  • To produce demographic feedback for our information providers who provide information free for your use.

Mondaq (and its affiliate sites) do not sell or provide your details to third parties other than information providers. The reason we provide our information providers with this information is so that they can measure the response their articles are receiving and provide you with information about their products and services.

If you do not want us to provide your name and email address you may opt out by clicking here .

If you do not wish to receive any future announcements of products and services offered by Mondaq by clicking here .

Information Collection and Use

We require site users to register with Mondaq (and its affiliate sites) to view the free information on the site. We also collect information from our users at several different points on the websites: this is so that we can customise the sites according to individual usage, provide 'session-aware' functionality, and ensure that content is acquired and developed appropriately. This gives us an overall picture of our user profiles, which in turn shows to our Editorial Contributors the type of person they are reaching by posting articles on Mondaq (and its affiliate sites) – meaning more free content for registered users.

We are only able to provide the material on the Mondaq (and its affiliate sites) site free to site visitors because we can pass on information about the pages that users are viewing and the personal information users provide to us (e.g. email addresses) to reputable contributing firms such as law firms who author those pages. We do not sell or rent information to anyone else other than the authors of those pages, who may change from time to time. Should you wish us not to disclose your details to any of these parties, please tick the box above or tick the box marked "Opt out of Registration Information Disclosure" on the Your Profile page. We and our author organisations may only contact you via email or other means if you allow us to do so. Users can opt out of contact when they register on the site, or send an email to unsubscribe@mondaq.com with “no disclosure” in the subject heading

Mondaq News Alerts

In order to receive Mondaq News Alerts, users have to complete a separate registration form. This is a personalised service where users choose regions and topics of interest and we send it only to those users who have requested it. Users can stop receiving these Alerts by going to the Mondaq News Alerts page and deselecting all interest areas. In the same way users can amend their personal preferences to add or remove subject areas.

Cookies

A cookie is a small text file written to a user’s hard drive that contains an identifying user number. The cookies do not contain any personal information about users. We use the cookie so users do not have to log in every time they use the service and the cookie will automatically expire if you do not visit the Mondaq website (or its affiliate sites) for 12 months. We also use the cookie to personalise a user's experience of the site (for example to show information specific to a user's region). As the Mondaq sites are fully personalised and cookies are essential to its core technology the site will function unpredictably with browsers that do not support cookies - or where cookies are disabled (in these circumstances we advise you to attempt to locate the information you require elsewhere on the web). However if you are concerned about the presence of a Mondaq cookie on your machine you can also choose to expire the cookie immediately (remove it) by selecting the 'Log Off' menu option as the last thing you do when you use the site.

Some of our business partners may use cookies on our site (for example, advertisers). However, we have no access to or control over these cookies and we are not aware of any at present that do so.

Log Files

We use IP addresses to analyse trends, administer the site, track movement, and gather broad demographic information for aggregate use. IP addresses are not linked to personally identifiable information.

Links

This web site contains links to other sites. Please be aware that Mondaq (or its affiliate sites) are not responsible for the privacy practices of such other sites. We encourage our users to be aware when they leave our site and to read the privacy statements of these third party sites. This privacy statement applies solely to information collected by this Web site.

Surveys & Contests

From time-to-time our site requests information from users via surveys or contests. Participation in these surveys or contests is completely voluntary and the user therefore has a choice whether or not to disclose any information requested. Information requested may include contact information (such as name and delivery address), and demographic information (such as postcode, age level). Contact information will be used to notify the winners and award prizes. Survey information will be used for purposes of monitoring or improving the functionality of the site.

Mail-A-Friend

If a user elects to use our referral service for informing a friend about our site, we ask them for the friend’s name and email address. Mondaq stores this information and may contact the friend to invite them to register with Mondaq, but they will not be contacted more than once. The friend may contact Mondaq to request the removal of this information from our database.

Security

This website takes every reasonable precaution to protect our users’ information. When users submit sensitive information via the website, your information is protected using firewalls and other security technology. If you have any questions about the security at our website, you can send an email to webmaster@mondaq.com.

Correcting/Updating Personal Information

If a user’s personally identifiable information changes (such as postcode), or if a user no longer desires our service, we will endeavour to provide a way to correct, update or remove that user’s personal data provided to us. This can usually be done at the “Your Profile” page or by sending an email to EditorialAdvisor@mondaq.com.

Notification of Changes

If we decide to change our Terms & Conditions or Privacy Policy, we will post those changes on our site so our users are always aware of what information we collect, how we use it, and under what circumstances, if any, we disclose it. If at any point we decide to use personally identifiable information in a manner different from that stated at the time it was collected, we will notify users by way of an email. Users will have a choice as to whether or not we use their information in this different manner. We will use information in accordance with the privacy policy under which the information was collected.

How to contact Mondaq

You can contact us with comments or queries at enquiries@mondaq.com.

If for some reason you believe Mondaq Ltd. has not adhered to these principles, please notify us by e-mail at problems@mondaq.com and we will use commercially reasonable efforts to determine and correct the problem promptly.