Employment Law updates December 2024

Maternity leave increased

During the final parliamentary session for year 2024, the members seized the opportunity to unanimously approve the increase of maternity leave from 18 weeks to 22 weeks with effect the date of publication of the relevant law, which is expected before the year ends.

Within the bundle of key legislative changes aimed at social equality and inclusivity, is the increase in the labour grant offered to mothers starting now from EUR 1,000 for the first child born and scaling up to EUR 2,500 for the fourth child and over.

Another important measure is the increased availability of parental leave, which parents are now able to seek until their children are 15 years of age (as opposed to 8 years which previously applied). The duration of available parental leave is also increased from 8 weeks scaling up to 14 weeks for the fourth child and over, and this measure comes into effect from March 2025 onwards.

Employment in Cyprus becoming more transparent

While the latest measures have a strong social element to them, it is important to remember that in the last couple of years, strides have been made in rendering employment law in Cyprus more inclusive and fairer towards employees. We remind of a few important developments in this regard:

  • The Transparent and Predictable Working Conditions Law of 2023 (transposing EU Directive 2019/1152) which enacts among others:
    • the maximum probation period to six (6) months subject to exceptions,
    • the requirement that the terms of the employment relationship is put in writing,
    • a list of minimum information regarding the place of employment and conditions to be communicated to the employee
    • information on remuneration and benefits (including whether training by the employer will be provided)
    • availability of parallel employment with another employer.
  • Organisational Framework on Remote Working Law, L.120(I)/2023, which regulates working remotely and includes:
    • A right to work remotely and if so, to be agreed with the employer as part of the employment agreement,
    • A right to disconnect while working remotely, which can be exercised by the employees in coordination with the employer,
    • An obligation for employers to establish and have a comprehensive remote working policy in place. Such policy should, among other things, outline measures to safeguard employees’ health and safety, protect personal data and confidential information, and provide adequate information regarding equipment use and any associated expenses
    • Failure to comply with these requirements can result in substantial fines of up to €10,000. Where violations concern health and safety regulations, this could potentially lead to fines of up to €80,000 or imprisonment in the most serious cases.

How Employers can Benefit from applying a protective employment policy

For more information on how to formulate and apply a protective employment policy feel free to contact us for a no-obligations assessment and package fee quote at contact@solsiduslaw.com

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