Living and working conditions: Cyprus

Finding a job

The best way to find work before moving to Cyprus is through the EURES portal.

If you are in Cyprus looking for work, you can visit the district labour offices, which are attached to the Department of Labour of the Ministry of Labour and Social Insurance, in order to register, get information and guidance and even placement in a job. You will need to show your passport or identity card on the first visit. You cannot register as being unemployed if you are not a resident of Cyprus. To register as unemployed in search of work you can visit the district labour offices: Nicosia +357 22403000, Limassol +357 25827320, Larnaca +357 24805312, and Paphos +357 26821666, or the local labour offices of Polis Chrysochous +357 26821842, Ypsonas +357 25826900, Lakatamia +357 22443717, Free Famagusta +357 23812052, Aradippou +357 24813295, Latsia +357 22815848 and Eastern Limassol +357 25814914.

The procedure for registering as newly unemployed and for completing registrations changed on 17 March 2020. Applicants can now submit their application by fax and/or email and do not need to visit a district or local labour office of the Department of Labour in person.

District of Nicosia Fax Email

Nicosia DLO 22 873170 regnic@dl.mlsi.gov.cy
Lakatamia LLO 22 443718 regnic@dl.mlsi.gov.cy
Latsia LLO 22 815868 regnic@dl.mlsi.gov.cy

District of Limassol

Limassol DLO 25 306526 reglim@dl.mlsi.gov.cy
Limassol Extension LLO 25 306563 reglim@dl.mlsi.gov.cy
Eastern Limassol LLO 25 814923 reglim@dl.mlsi.gov.cy
Ypsonas LLO 25305796 reglim@dl.mlsi.gov.cy

District of Larnaca

Larnaca DLO 24 304532 reglca@dl.mlsi.gov.cy
Aradippou LLO 24 813302 reglca@dl.mlsi.gov.cy

District of Free Famagusta

Deryneia LLO 23 730465 regpar@dl.mlsi.gov.cy

District of Paphos

Paphos DLO 26821670 regpaphos@dl.mlsi.gov.cy
Polis Chrysochous LLO 26 821850 regpaphos@dl.mlsi.gov.cy

You must enter the following information on the application form entitled ‘APPLICATION TO REGISTER AS UNEMPLOYED’:

full name;
ID card or alien registration certificate (ARC) number;
contact telephone number;
name of last employer;
letter of dismissal from your last employer or letter of resignation stamped by your last employer.
Copies of diplomas or other qualifications

N.B. Registration is completed only after the Department of Labour officer has called the applicant on the telephone number provided by them. Applicants are responsible for providing the correct telephone number so that the officer can call them to complete their registration. The Department of Labour notifies Social Insurance Services and there is no need for each applicant to be issued with confirmation of their unemployment status.

Moreover, Registration and Renewal of the Application to Find Employment, along with the Registration of Job Vacancy in searching for personnel, can be carried out by submitting the relevant application on Cyprus’s Public Employment Service (PES) platform (www.pescps.dl.mlsi.gov.cy)

Cyprus has many private employment agencies. Some of them focus on finding jobs for workers from abroad. Some allow interested persons to register and submit their CVs on a dedicated webpage.

You can also contact the Cyprus Human Resource Management Association for information about employment agencies, and also the Cyprus Chamber of Commerce and Industry (CCCI). Newspapers, which you can find by visiting the official Web Portal of the Republic of Cyprus, offer another good way of finding work. The Public Employment Service of the Department of Labour has an online system for registering for employment and for job searching, including via the EURES website. The EURES Cyprus website has been upgraded and updated. It can now be found at www.eures.gov.cy.

Lastly, making a personal approach to companies which may be on the lookout for personnel with particular specialisations can also be worthwhile.

Links:

Title/name	URL
PES Cyprus	www.pescps.dl.mlsi.gov.cy
The Department of Labour	www.mlsi.gov.cy/dl
EURES Cyprus	www.eures.gov.cy
COVID-19, Press and Information office	www.pio.gov.cy/coronavirus/eng

A job application, with a CV and a covering letter, can be submitted through the Public Employment Service, or directly to the employer or through an employment official/EURES Adviser. It is important to know that all of the job vacancies on the EURES Network that concern Cyprus state the manner in which you are to submit your CV. In the letter/email, it is very important to state the number of the vacancy applied for. The EURES Cyprus Network does not accept CVs that are not linked to a vacancy in the system.

You can send in your CV through certain large private employment agencies, in order for your application to be considered when a vacancy for someone with your skills and experience arises. This is common practice. You can find these agencies through the Cyprus Human Resource Management Association or by searching online. Some large organisations and some employment agencies have a website where you can enter your particulars and apply for an existing or future vacancy.

The CV is a very important element in the search for employment. There is no standardised CV, but the EUROPASS CV is quickly becoming widely used in businesses circles in Cyprus. Your CV should be prepared carefully and accurately and checked for spelling and other mistakes and should provide a rounded view of your capabilities, knowledge, experience, specialisation and interests. The CV is usually sent with a covering letter stating the title of the job, where you saw the job advertised and how you can be contacted. You will find advice about how to prepare a good CV on the EUROPASS website.

The process of filling a vacancy usually begins with an advertisement, in a newspaper or through an employment agency for example, stating the particulars of the job and giving a general description of the company. That is followed by the submission of CVs by a specified date, initial evaluation of the CVs and selection of candidates for interview. Successful candidates usually have two or three interviews.

Companies often hold written examinations or other forms of practical tests at assessment centres, for instance. The employer analyses the capacities of the candidates in these ways in order to identify the best qualified individual. As a candidate, you must always be prepared in accordance with the job requirements, have knowledge of the specific employment sector, of the environment in the economic sector and of the situation on the ground in Cyprus, and be able to present your strong points.

Interviews for people who do not speak Greek are usually conducted in English, unless there is another common language.

Links:

Title/name	URL
EUROPASS Cyprus	www.kepa.gov.cy/europass

Traineeships

Definition

There is no formal definition of a traineeship period in Cyprus, nor a law concerning the length of practical training in companies/organisations

In general, internships in enterprises in Cyprus have been one of the most popular active labour market policy measures in the last five years, aimed at enhancing the employability of the unemployed, especially young people.

The traineeship programmes are implemented by a semi-public body, the Human Resources Development Authority (HRDA) of Cyprus, which is part of the Ministry of Labour and Social Insurance. All traineeship schemes run by HRDA are funded by the European Social Fund (ESF).

These schemes are designed not only for graduates of secondary or tertiary education, but also for other vulnerable groups of registered unemployed persons.

Practical training periods run up to 6 months within a company/organisation or any other public or private body, and participants receive a “participation allowance” of EUR 125 per week.

As far as traineeships, Cyprus also participates in the European Erasmus+ programme for education and culture, through which there is participation of institutions and organisations in mobility activities and project implementation. This programme follows rules, regulations and procedures set by the European Commission for all participating countries. The programme provides mobility opportunities for students, recent graduates, teachers and trainers in all fields of education and culture (schools, higher education, vocational education and training, adult and youth education).

In the context of the Erasmus+ programme, a Learning Agreement (between the sending and the receiving organisations and the trainee) has to be signed, and a procedure is followed with rules and regulations concerning the rights and obligations of the trainee. More information is available at: http://www.llp.org.cy/Draseis

Eligibility

The Ministry of Labour also participates in the Eurodyssey exchange programme, organised by the Assembly of European Regions. More information on the traineeship exchange scheme is available at https://eurodyssey.aer.eu.

Traineeships opportunities found through Active labour Policy Measures have their own eligibility rules for jobseekers and employers, depending on the terms and conditions of each funded scheme.

In general, however, an unemployed person should be registered with the PES and should be considered an available jobseeker. Schemes are available for tertiary education graduates, secondary education graduates and long-term unemployed. In most schemes, eligibility is connected to the overall working experience of the unemployed person.

Participants must be citizens of the Republic of Cyprus or nationals of any other Member State of the European economic area or those who have the same rights as the above, legal residents of areas controlled by the Republic of Cyprus, and have the right to free access to the labour market of the Republic of Cyprus.

In the context of the ERASMUS+ programme all EEA citizens can participate in traineeship opportunities in Cyprus, in accordance with the rules, regulations and procedures set by the European Commission for all participating countries. Rules and procedures also apply to the participation of young people in the Eurodyssey programme.

Apprenticeships

Legal framework

The apprenticeship system in Cyprus (New Modern Apprenticeship - NMA) is co-funded by the ESF and the government of Cyprus and is implemented by the Ministry of Education and Culture (MoEC). The NMA provides an alternative pathway for education, training and development for young people who withdraw from the formal education system, and it is geared towards meeting the needs of the labour market. The NMA is designed for young people between 14 and 21 years of age at two apprenticeship levels (preparatory and core). Participation to the NMA is not part of compulsory education and it is free of charge.

Description of schemes

The New Modern Apprenticeship (NMA) is designed to target two distinct groups of students:

Students who have not completed compulsory education (third year of secondary school) can enrol at the preparatory apprenticeship level. The preparatory apprenticeship has been introduced in order to provide support to early school leavers between the ages of 14 and 16, by gradually introducing them to the labour market, giving them a foretaste of vocational education and training, and helping them choose a specialisation when they proceed to the core level of apprenticeship.
Students who have either successfully completed compulsory education or successfully completed preparatory apprenticeship can enrol at the core apprenticeship level. These are mandatory entry requirements. Finding a job is not a prerequisite for starting apprenticeships. Students can start attending classes first and find an employer later. Finding employers for the apprentices is the responsibility of the school, although students may find an employer themselves, especially in cases where they work at a family business

The theoretical part of the New Modern Apprenticeship (NMA) is taught in Greek. European citizens must learn Greek in order to be able to participate in the Scheme

Core apprenticeship lasts three years and involves both training at school and practical training at businesses.

The scheme is co-financed by the ESF and it encourages employers to recruit and train apprentices by subsidising around 10% of the monthly salary of the in-company trainer in charge of the apprentice, and also compensates employers for wages paid to apprentices for the hours they attend classes at technical schools. The scheme also covers all of the social insurance contributions of the employer for the apprentice. There is no minimum wage for apprentices, but on average apprenticeships, like traineeships, pay EUR 125 per week (EUR 25 per day)

The content of training at businesses is based on a training plan developed by the school trainer and the enterprise trainer in collaboration with the business and approved by the employer. The training of the apprentice at a business is monitored by regular visits of the school trainer to the enterprise and a monthly report prepared and submitted to the apprenticeship officer.

Assessment of apprentices in technical schools follows the rules of the education system, with regular tests and final examinations. During the practical training, apprentices are assessed by their supervisors and their marks appear on the apprenticeship certificate issued by the Ministry of Education to apprentices who successfully complete the course.

Assessment of preparatory apprenticeship students results from a combination of their attendance and conduct record throughout the year, their individual project work throughout the year and their performance on final exams in Greek Language and Mathematics.

The theoretical part of the NMA is taught in Greek. European citizens must learn Greek in order to be able to participate in the Scheme

Eligibility

Apprenticeship opportunities are very limited in number but are open to all EU Citizens. Knowledge of the Greek language is not mandatory, but in most cases is a prerequisite from employers.

If funding is available through financing schemes, then each scheme should be consulted for the prerequisites for applying.

The EURES Cyprus Network collaborates closely with Mesoyios College (http://www.mesoyios.ac.cy/), which offers WORK and STUDY opportunities in tourism professions, where the participants work and study, receiving housing and gratuities, with a guaranteed job after their graduation.

Moving to another country

The free movement of goods is one of the cornerstones of the European Single Market.

The removal of national barriers to the free movement of goods within the EU is one of the principles enshrined in the EU Treaties. From a traditionally protectionist starting point, the countries of the EU have continuously been lifting restrictions to form a ‘common’ or single market. This commitment to create a European trading area without frontiers has led to the creation of more wealth and new jobs, and has globally established the EU as a world trading player alongside the United States and Japan.

Despite Europe’s commitment to breaking down all internal trade barriers, not all sectors of the economy have been harmonised. The European Union decided to regulate at a European level sectors which might impose a higher risk for Europe’s citizens – such as pharmaceuticals or construction products. The majority of products (considered a ‘lower risk’) are subject to the application of the so-called principle of mutual recognition, which means that essentially every product legally manufactured or marketed in one of the Member States can be freely moved and traded within the EU internal market.

Limits to the free movement of goods

The EU Treaty gives Member States the right to set limits to the free movement of goods when there is a specific common interest such as protection of the environment, citizens’ health, or public policy, to name a few. This means for example that if the import of a product is seen by a Member State’s national authorities as a potential threat to public health, public morality or public policy, it can deny or restrict access to its market. Examples of such products are genetically modified food or certain energy drinks.

Even though there are generally no limitations for the purchase of goods in another Member State, as long as they are for personal use, there is a series of European restrictions for specific categories of products, such as alcohol and tobacco.

Free movement of capital

Another essential condition for the functioning of the internal market is the free movement of capital. It is one of the four basic freedoms guaranteed by EU legislation and represents the basis of the integration of European financial markets. Europeans can now manage and invest their money in any EU Member State.

The liberalisation of capital markets has marked a crucial point in the process of economic and monetary integration in the EU. It was the first step towards the establishment of our European Economic and Monetary Union (EMU) and the common currency, the Euro.

Advantage

The principle of the free movement of capital not only increases the efficiency of financial markets within the Union, it also brings a series of advantages to EU citizens. Individuals can carry out a broad number of financial operations within the EU without major restrictions. For instance, individuals with few restrictions can

easily open a bank account,
buy shares
invest, or
purchase real estate

in another Member State. EU Companies can invest in, own and manage other European enterprises.

Exceptions

Certain exceptions to this principle apply both within the Member States and with third countries. They are mainly related to taxation, prudential supervision, public policy considerations, money laundering and financial sanctions agreed under the EU Common Foreign and Security Policy.

The European Commission is continuing to work on the completion of the free market for financial services, by implementing new strategies for financial integration in order to make it even easier for citizens and companies to manage their money within the EU.

The implementation of the principle of free movement of people, is one of the cornerstones of our European construction, has meant the introduction a series of practical rules to ensure that citizens can travel freely and easily to any Member State of the European Union. Travelling across the EU with one’s car has become a lot less problematic. The European Commission has set a series of common regulations governing the mutual recognition of driving licences, the validity of car insurance, and the possibility of registering your car in a host country.

Your driving licence in the EU

The EU has introduced a harmonised licence model and further minimum requirements for obtaining a licence. This should help to keep unsafe drivers off Europe's roads - wherever they take their driving test.

Since 19 January 2013, all driving licences issued by EU countries have the same look and feel. The licences are printed on a piece of plastic that has the size and shape of a credit card.

Harmonised administrative validity periods for the driving licence document have been introduced which are between 10 and 15 years for motorcycles and passenger cars. This enables the authorities to regularly update the driving licence document with new security features that will make it harder to forge or tamper - so unqualified or banned drivers will find it harder to fool the authorities, in their own country or elsewhere in the EU.

The new European driving licence is also protecting vulnerable road users by introducing progressive access for motorbikes and other powered two-wheelers. The "progressive access" system means that riders will need experience with a less powerful bike before they go on to bigger machines. Mopeds will also constitute a separate category called AM.

You must apply for a licence in the country where you usually or regularly live. As a general rule, it is the country where you live for at least 185 days each calendar year because of personal or work-related ties.

If you have personal/work-related ties in 2 or more EU countries, your place of usual residence is the place where you have personal ties, as long as you go back regularly. You don't need to meet this last condition if you are living in an EU country to carry out a task for a fixed period of time.

If you move to another EU country to go to college or university, your place of usual residence doesn't change. However, you can apply for a driving licence in your host country if you can prove you have been studying there for at least 6 months.

Registering your car in the host country

If you move permanently to another EU country and take your car with you, you should register your car and pay car-related taxes in your new country.

There are no common EU rules on vehicle registration and related taxes. Some countries have tax-exemption rules for vehicle registration when moving with the car from one country to another permanently.

To benefit from a tax exemption, you must check the applicable deadlines and conditions in the country you wish to move to.

Check the exact rules and deadlines with the national authorities: https://europa.eu/youreurope/citizens/vehicles/registration/registration-abroad/index_en.htm

Car Insurance

EU citizens can insure their car in any EU country, as long as the chosen insurance company is licensed by the host national authority to issue the relevant insurance policies. A company based in another Member State is entitled sell a policy for compulsory civil liability only if certain conditions are met. Insurance will be valid throughout the Union, no matter where the accident takes place.

Taxation

Value Added Tax or VAT on motor vehicles is ordinarily paid in the country where the car is purchased, although under certain conditions, VAT is paid in the country of destination.
More information on the rules which apply when a vehicle is acquired in one EU Member State and is intended to be registered in another EU Member State is available on this link https://europa.eu/youreurope/citizens/vehicles/registration/taxes-abroad/index_en.htm.

Working conditions

Quality of work and employment - a vital issue, with a strong economic and humanitarian impact

Good working conditions are important for the well-being of European workers. They

contribute to the physical and psychological welfare of Europeans, and
contribute to the economic performance of the EU.

From a humanitarian point of view, the quality of working environment has a strong influence on the overall work and life satisfaction of European workers.

From an economic point of view, high-quality job conditions are a driving force of economic growth and a foundation for the competitive position of the European Union. A high level of work satisfaction is an important factor for achieving high productivity of the EU economy.

It is therefore a core issue for the European Union to promote the creation and maintenance of a sustainable and pleasant working environment – one that promotes health and well-being of European employees and creates a good balance between work and non-work time.

Improving working conditions in Europe: an important objective for the European Union.

Ensuring favourable working conditions for European citizens is a priority for the EU. The European Union is therefore working together with national governments to ensure a pleasant and secure workplace environment. Support to Member States is provided through:

the exchange of experience between different countries and common actions
the establishment of the minimum requirements on working conditions and health and safety at work, to be applied all over the European Union

Criteria for quality of work and employment

In order to achieve sustainable working conditions, it is important to determine the main characteristics of a favourable working environment and thus the criteria for the quality of working conditions.

The European Foundation for the Improvement of Living and Working Conditions (Eurofound) in Dublin, is an EU agency that provides information, advice and expertise on, as the name implies, living and working conditions. This agency has established several criteria for job and employment quality, which include:

health and well-being at the workplace – this is a vital criteria, since good working conditions suppose the prevention of health problems at the work place, decreasing the exposure to risk and improving work organisation
reconciliation of working and non-working life – citizens should be given the chance to find a balance between the time spent at work and at leisure
skills development – a quality job is one that gives possibilities for training, improvement and career opportunities

The work of Eurofound contributes to the planning and design of better living and working conditions in Europe.

Health and safety at work

The European Commission has undertaken a wide scope of activities to promote a healthy working environment in the EU Member States. Amongst others, it developed a Community Strategy for Health and Safety at Work for the period 2021-2027. This strategy was set up with the help of national authorities, social partners and NGOs. It addresses the changing needs in worker’s protection brought by the digital and green transitions, new forms of work and the COVID-19 pandemic. At the same time, the framework will continue to address traditional occupational safety and health risks, such as risks of accidents at work or exposure to hazardous chemicals.

The Community policy on health and safety at work aims at a long-lasting improvement of well-being of EU workers. It takes into account the physical, moral and social dimensions of working conditions, as well as the new challenges brought up by the enlargement of the European Union towards countries from Central and Eastern Europe. The introduction of EU standards for health and safety at the workplace, has contributed a lot to the improvement of the situation of workers in these countries.

Improving working conditions by setting minimum requirements common to all EU countries

Improving living and working conditions in the EU Member States depends largely on the establishment of common labour standards. EU labour laws and regulations have set the minimum requirements for a sustainable working environment and are now applied in all Member States. The improvement of these standards has strengthened workers’ rights and is one of the main achievements of the EU’s social policy.

The importance of transparency and mutual recognition of diplomas as a crucial complement to the free movement of workers

The possibility of obtaining recognition of one’s qualifications and competences can play a vital role in the decision to take up work in another EU country. It is therefore necessary to develop a European system that will guarantee the mutual acceptance of professional competences in different Member States. Only such a system will ensure that a lack of recognition of professional qualifications will not become an obstacle to workers’ mobility within the EU.

Main principles for the recognition of professional qualifications in the EU

As a basic principle, any EU citizen should be able to freely practice their profession in any Member State. Unfortunately the practical implementation of this principle is often hindered by national requirements for access to certain professions in the host country.

For the purpose of overcoming these differences, the EU has set up a system for the recognition of professional qualifications. Within the terms of this system, a distinction is made between regulated professions (professions for which certain qualifications are legally required) and professions that are not legally regulated in the host Member State.

Steps towards a transparency of qualifications in Europe

The European Union has taken important steps towards the objective of achieving transparency of qualifications in Europe:

An increased co-operation in vocational education and training, with the intention to combine all instruments for transparency of certificates and diplomas, in one single, user-friendly tool. This includes, for example, the European CV or Europass Trainings.
The development of concrete actions in the field of recognition and quality in vocational education and training.

Going beyond the differences in education and training systems throughout the EU

Education and training systems in the EU Member States still show substantial differences. The last enlargements of the EU, with different educational traditions, have further increased this diversity. This calls for a need to set up common rules to guarantee recognition of competences.

In order to overcome this diversity of national qualification standards, educational methods and training structures, the European Commission has put forward a series of instruments, aimed at ensuring better transparency and recognition of qualifications both for academic and professional purposes.

The European Qualifications Framework

The European Qualifications Framework is a key priority for the European Commission in the process of recognition of professional competences. The main objective of the framework is to create links between the different national qualification systems and guarantee a smooth transfer and recognition of diplomas.

The National Academic Recognition Information Centres (NARICs)

A network of National Academic Recognition Information Centres was established in 1984 at the initiative of the European Commission. The NARICs provide advice on the academic recognition of periods of study abroad. Located in all EU Member States as well as in the countries of the European Economic Area, NARICs play a vital role the process of recognition of qualifications in the EU.

The European Credit Transfer System (ECTS)

The European Credit Transfer System aims at facilitating the recognition of periods of study abroad. Introduced in 1989, it functions by describing an education programme and attaching credits to its components. It is a key complement to the highly acclaimed student mobility programme Erasmus.

Europass

Europass is an instrument for ensuring the transparency of professional skills. It is composed of five standardised documents

a CV (Curriculum Vitae),
a cover letter editor,
certificate supplements,
diploma supplements, and
a Europass-Mobility document.

The Europass system makes skills and qualifications clearly and easily understood in the different parts of Europe. In every country of the European Union and the European Economic Area, national Europass centres have been established as the primary contact points for people seeking for information about the Europass system.

The minimum working age in Cyprus is 15.

The contract of indeterminate duration is the commonest form of employment contract in Cyprus. However, in some economic sectors, such as tourism and agriculture, there is a great deal of seasonal employment.

Part-time employment

Equal treatment of part-time workers is safeguarded by a special law. The law defines a part-time employee as an employee whose hours of employment calculated weekly or averaged over an employment period of 1 year are fewer than the normal hours of employment of a comparable employee in full-time employment. In these cases, the principle of proportionality is applied, on the basis of which the part-time employee has proportional entitlement to the same terms and treatment as the full-time employee.

Employment of specific duration

Employment of a specific (fixed-term) duration is regulated by a special law. As regards terms and conditions of employment, an employee working under a fixed-term arrangement must not be treated less favourably than a corresponding employee whose employment is of indeterminate duration, except where this is justified for objective reasons. The law also provides that, where a worker has been employed by the same employer on contracts of specific duration for more than 30 months (irrespective of the number of fixed-term contract renewals), the contract is then considered for all purposes to be of indeterminate duration, except where the employer can show that a fixed-term contract is justified for objective reasons.

Teleworking

Teleworking, in which the employed person works from home, is not yet a common practice in Cyprus.

Temporary employment

The practice of temporary employment is not very common in Cyprus, and for that reason there are no specialist offices/agencies offering such services.

Posting of workers in the framework of the provision of services

The posting of workers in the framework of the provision of services is regulated by a special law. The law provides that the minimum terms and conditions of employment of workers posted from undertakings established in countries of the European Union for the provision of temporary work in the territory of the Republic must be the same as those applicable in the Republic on the basis of legislative, regulatory or administrative provisions or collective agreements.

The Department of Labour Relations is responsible for ensuring that the legislation governing the types of employment stated above is implemented and complied with, except in the case of the legislation covering the posting of workers, for which the competent authority is the Department of Labour.

For more information or to register a complaint, contact the Department of Labour Relations.

Nicosia Central Offices 54 Griva Digeni Ave., 2nd floor, 1096 Nicosia
Tel. +357 22803100/101 | Fax: +357-22661977
email: info@dlr.mlsi.gov.cy

Nicosia District Office 54 Griva Digeni Ave., 4th floor, 1096 Nicosia
Tel. +357 22803145/127 | Fax: +357-22661965
email: info@dlr.mlsi.gov.cy

Limassol District Office
Social Insurance Building, 80 Franklin Roosevelt Ave.,
P.O. Box 71019, 3840 Limassol
Tel. +357 25819252-3, 25819440-2 | Fax: +357-25819274
email: cnicolaou@dlr.mlsi.gov.cy

Larnaca & Famagusta District Office
61-63 Lord Byron St., Lumiel Building, 2nd floor, 6023 Larnaca
Tel. +357 24817800/801 | Fax: +357-24621458
email: mtheofilidou@dlr.mlsi.gov.cy

Paphos District Office
1 Agiou Spyridonos St., 8021 Paphos
Tel. +357 26822620/40/41/43 | Fax: +357-26822621
email: eiacovou@dlr.mlsi.gov.cy

Opening hours: 8.00 - 15.00

Seasonal work

Concerning the status of seasonal workers in Cyprus, we can highlight the following:

In Cyprus there is no legislation or provisions that distinguish the status of seasonal personnel. Even though our labour market is heavily dependent on seasonal workers for the tourism industry, their status and provisions of employment fall under a non-compulsory collective agreement (gentlemen’s agreement) between employers’ unions and state.
Seasonal employment in agriculture, as found in other Member States, e.g. for picking strawberries, is not common in Cyprus. The only form of work that may be done in a specific time frame by a specified labour segment falls under the legislation on posted workers, and not the category of seasonal workers.

Most of the EU jobseekers who find seasonal employment in Cyprus in sectors such as tourism are employed under private agreements with employers. The agreement is for a specified time (usually from April to November) and in most cases the agreements follow the non-compulsory collective agreements. Nevertheless, since contract law prevails over any other agreement, the jobseeker and the employer are free to negotiate remuneration as they wish. However, this relationship MUST comply with the ‘Organisation of Working Time Law of 2003’ which specifies in general:

The minimum daily and weekly rest periods
annual leave
break time
maximum weekly working time
night work and shift work
pace of work.

Links:

Title/name	URL
Department of Labour Relations	www.mlsi.gov.cy/dlr
EURES Cyprus	http://www.eures.gov.cy/mlsi/dl/eures/eures.nsf/All/BAD629DC1E65F429C225871800289FF3

The Department considers that sharing news and information on terms of employment and on collective agreements is a vital tool for maintaining healthy industrial relations, especially in the midst of this unprecedented financial crisis. In fact, all information relating to terms of employment in Cyprus, with full details of the rights and obligations of both employees and employers, as laid down in labour legislation, can be found on the website of the Department of Labour Relations of the Ministry of Labour and Social Insurance (www.mlsi.gov.cy/dlr).

The Ministry of Labour and Social Insurance has made it a priority to combat undeclared and illegal employment in order to provide equal conditions of competition and promote lawful employment. To that end, four joint inspection teams have been operational throughout Cyprus since April 2009. The teams are staffed by inspectors from the Social Insurance Services, the Department of Labour and the Department of Labour Relations.

A citizens’ hotline has also been set up (Tel. 77778577), which citizens can use to report unlawful and undeclared employment.

All information guides on labour legislation in Cyprus can be found by following the link below:

A contract of employment is not compulsory, but workers must be informed in writing of the terms of their employment. It is compulsory by law to have an agreement prepared and signed, stating the main particulars of employment. That document must contain information on the following: place of work, registered office of the organisation/company, job and duties, date of commencement and, if agreed, of termination of employment, paid leave, remuneration, allowances and working hours and days. The relevant guide can be found at http://www.mlsi.gov.cy/mlsi/dlr/dlr.nsf/All/6805BD40EFB0B7A7C22586FE00427297/$file/%CE%95%CE%BD%CE%B7%CE%BC%CE%AD%CF%81%CF%89%CF%83%CE%B7%202021%20EL.pdf?OpenElement.

For more information, contact the Department of Labour Relations of the Ministry of Labour, Welfare and Social Insurance.

Nicosia Central Offices 54 Griva Digeni Ave., 2nd floor, 1096 Nicosia
Tel. +357 22803100/101 | Fax: +357-22661977
email: info@dlr.mlsi.gov.cy

Nicosia District Office 54 Griva Digeni Ave., 4th floor, 1096 Nicosia
Tel. +357 22803145/127 | Fax: +357-22661965
email: info@dlr.mlsi.gov.cy

Larnaca & Famagusta District Office
61-63 Lord Byron St., Lumiel Building, 2nd floor, 6023 Larnaca
Tel. +357 24817800/801 | Fax: +357-24621458
email: mtheofilidou@dlr.mlsi.gov.cy

Paphos District Office
1 Agiou Spyridonos St., 8021 Paphos
Tel. +357 26822620/40/41/43 | Fax: +357-26822621
email: eiacovou@dlr.mlsi.gov.cy

Opening hours: 8.00 - 15.00

A contract of indeterminate duration can be terminated by either side in accordance with the legislation governing the specific employment and stipulating the period of notice for terminating employment and the reasons for doing so.

Collective agreements between trade unions and employers usually have a duration of 2 years. The employer must inform the employee of any changes to the terms of employment within 1 month. If the employer intends to amend the terms of employment, they must discuss and agree the changes with the employee before doing so. If the amendment worsens the conditions of employment, the employee can claim enforced resignation and take the matter to the Industrial Disputes Tribunal.

Where the company is to be merged with or taken over by another company, the employer must give the employees advance information about the date of the merger or takeover, the reasons which made the decision necessary, the consequences (legal, economic and social) and the measures that will flow from the merger or takeover. Rights and obligations are transferred to the new employer, and that employer must retain the same terms of employment for at least 1 year.

The relevant information guide can be found by following the link below:

http://www.mlsi.gov.cy/mlsi/dlr/dlr.nsf/All/3520CE86489C7075C22586FE004324A4/$file/15.pdf?OpenElement

Queries, problems or complaints in connection with this matter can be addressed to the Department of Labour Relations.

Links:

Title/name	URL
Department of Labour Relations	www.mlsi.gov.cy/dlr

Salaries are usually paid monthly or weekly. Compulsory payments by employees, such as social insurance contributions, income tax, GHS contribution, and other deductions, such as welfare fund, healthcare contributions, etc., are withheld from their salary.

The Minimum Wages Decree 2009 (KDP 194/2009) lays down the minimum wage payable by law to:
sales persons, office workers, nursing assistants, child care assistants, nursery assistants, school assistants, guards, carers.

Under the Decree, the minimum wage on recruitment is set at EUR 870, increasing to EUR 924 after 6 months’ uninterrupted service with the same employer.

Although there are no legal provisions laying down the minimum wage for all other professions, the minimum payment stated above is also offered as remuneration in other professions. It should also be said that the Public Employment Service does not accept vacancies offering a lower wage than the wage stipulated for a profession in the Decree.

The pay slip must state particulars such as the employee’s particulars, the basic salary, the deductions and the net salary. The usual method of payment is by cheque accompanied by the pay slip. Alternatively, the salary may be paid into the employee’s bank account and the employee may be given just the pay slip. If there is a collective agreement, pay is in accordance with those standards and the terms of that agreement.

The company (employer) is responsible for paying the employee’s social insurance and general healthcare contributions and income tax. The employee is given information about the total deductions at the end of the year, and during the year the total deductions are shown on the pay slip.

Useful information can be obtained from the Department of Labour Relations or by calling the Ministry of Labour, Welfare and Social Insurance (+357 22401600).

Nicosia Central Offices 54 Griva Digeni Ave., 2nd floor, 1096 Nicosia
Tel. +357 22803100/101 | Fax: +357-22661977
email: info@dlr.mlsi.gov.cy

Nicosia District Office 54 Griva Digeni Ave., 4th floor, 1096 Nicosia
Tel. +357 22803145/127 | Fax: +357-22661965
email: info@dlr.mlsi.gov.cy

Larnaca & Famagusta District Office
61-63 Lord Byron St., Lumiel Building, 2nd floor, 6023 Larnaca
Tel. +357 24817800/801 | Fax: +357-24621458
email: mtheofilidou@dlr.mlsi.gov.cy

Paphos District Office
1 Agiou Spyridonos St., 8021 Paphos
Tel. +357 26822620/40/41/43 | Fax: +357-26822621
email: eiacovou@dlr.mlsi.gov.cy

Opening hours: 8.00 - 15.00

Links:

Title/name	URL
Department of Labour Relations	www.mlsi.gov.cy/dlr
Social Insurance Services	www.mlsi.gov.cy/sid

Working hours vary according to sector and profession. Most offices and businesses work from 8.00 to 17.30, with a break from 13.00 to 14.30. In many cases, workers are given an afternoon off, usually on Wednesdays, and on that day work stops at 13.00. Shop opening hours were liberalised in 2013 and now shops also open on Sundays. Adherence to the custom of the siesta from 14.00 to 17.00 is optional and applies only in the summer. Shop assistants work 38-42 hours a week.

Working time (maximum number of hours worked) is fixed by collective agreement. Generally, weekly working time ranges from 38 to 40 hours in most companies. Overtime is paid for work performed outside the specified working hours.

You should be aware that:

every worker must have a minimum of 11 continuous hours’ rest in a 24-hour period and one unbroken rest period of at least 35 hours per week;
the maximum working week is 48 hours, including overtime;
work carried out between 23.00 and 6.00 is classed as night work and must not exceed 8 hours in 24 hours;
when the daily working time exceeds 6 hours, the employee is entitled to a 15minute break;
any derogations from the above must be agreed and stated in collective agreements;
the weekly working hours, overtime and weekly rest time of shop assistants, office workers, drivers and hotel and entertainment centre workers are regulated by special legislation.

For clarification and more information, contact the Department of Labour Relations.

Nicosia Central Offices 54 Griva Digeni Ave., 2nd floor, 1096 Nicosia
Tel. +357 22803100/101 | Fax: +357-22661977
email: info@dlr.mlsi.gov.cy

Nicosia District Office 54 Griva Digeni Ave., 4th floor, 1096 Nicosia
Tel. +357 22803145/127 | Fax: +357-22661965
email: info@dlr.mlsi.gov.cy

Larnaca & Famagusta District Office
61-63 Lord Byron St., Lumiel Building, 2nd floor, 6023 Larnaca
Tel. +357 24817800/801 | Fax: +357-24621458
email: mtheofilidou@dlr.mlsi.gov.cy

Paphos District Office
1 Agiou Spyridonos St., 8021 Paphos
Tel. +357 26822620/40/41/43 | Fax: +357-26822621
email: eiacovou@dlr.mlsi.gov.cy

Opening hours: 8.00 - 15.00

Links:

Title/name	URL
Department of Labour Relations	www.mlsi.gov.cy/dlr

By law, workers on a 5day week must be given 20 working days’ leave and workers on a 6day week must be given 24 working days’ leave over a period of 1 year’s employment. The contract of employment or the collective agreement may allow you more days’ (paid) leave. Workers request leave and take it when the needs of the company permit.

The number of official holidays, on which offices and organisations are closed, varies from 14 to 17 annually. Information about this can be obtained from the Department of Labour Relations.

Information about sickness and parental leave, leave for reasons of force majeure, etc. can be obtained from the Department of Labour Relations.

Sickness leave is fixed by agreement between employers and employees through collective or individual agreements. A worker who does not receive sick pay from his employer is entitled to sickness benefit from the Social Insurance Fund under certain conditions.

Eighteen weeks of maternity leave are granted for the first child, an additional 4 weeks for the second child, and an additional 8 weeks for the third child and each additional child. Nine of these weeks must be given during the period commencing two weeks before the expected date of the birth. An adoptive mother is entitled to 16 weeks’ maternity leave from when she takes over the care of the child. Where a child is acquired through surrogacy, 18 weeks of maternity leave shall be granted for the first child, starting 2 weeks before the expected birth week or week of birth, at her choice, and an additional 4 weeks for the second child and an additional 8 weeks for the third child and each additional child.

Both the father and the mother are entitled to parental leave. A parent who has worked for a company for more than 6 months is entitled to up to 13 weeks’ parental leave after a birth or adoption in order to attend to the care and raising of the child. The law also provides for leave for reasons of force majeure (e.g. ill dependants) until the child is 8 years old.

Insured spouses are entitled to 2 weeks’ paternity leave and allowance within a period of 16 weeks from the date of birth.

If you are studying for a degree, you should be aware that some companies grant study leave. Whether or not such leave is granted is up to the employer. The leave is usually granted to enable the employee to obtain professional qualifications (e.g. certified accountants) or qualifications which enhance work skills. If you are thinking of continuing your studies, it is advisable to come to an agreement with your employer before making any plans.

For clarification and more information, contact the Department of Labour Relations.

Nicosia Central Offices 54 Griva Digeni Ave., 2nd floor, 1096 Nicosia
Tel. +357 22803100/101 | Fax: +357-22661977
email: info@dlr.mlsi.gov.cy

Nicosia District Office 54 Griva Digeni Ave., 4th floor, 1096 Nicosia
Tel. +357 22803145/127 | Fax: +357-22661965
email: info@dlr.mlsi.gov.cy

Larnaca & Famagusta District Office
61-63 Lord Byron St., Lumiel Building, 2nd floor, 6023 Larnaca
Tel. +357 24817800/801 | Fax: +357-24621458
email: mtheofilidou@dlr.mlsi.gov.cy

Paphos District Office
1 Agiou Spyridonos St., 8021 Paphos
Tel. +357 26822620/40/41/43 | Fax: +357-26822621
email: eiacovou@dlr.mlsi.gov.cy

Opening hours: 8.00 - 15.00

Links:

Title/name	URL
Department of Labour Relations	www.mlsi.gov.cy/dlr

Employment can be terminated by the employer or the employee. The first 26 weeks of work are a trial period. During this period the employer or the employee may terminate the employment without notice.

The employee is entitled to compensation if the employer dismisses him after the trial period has expired. The amount of compensation depends on the employee’s length of service.

An employee who has been with the same employer for more than 104 weeks and is dismissed before reaching the pension period because he is surplus to requirements is entitled to a payment from the redundancy fund. The employment of a seasonal worker totalling more than 15 weeks per year with one employer is treated as continuous.

The following conditions apply with regard to collective redundancies:

the dismissal of 10 individuals together by an organisation employing 21-99 individuals or of 10% of the employees of an organisation employing 100-299 individuals or of 30 individuals together by an organisation employing more than 300 individuals is treated as a collective redundancy;
the employer must consult the representatives of the employees in good time and give them sufficient information about the decision, the amount of compensation, etc.;
the employer must inform the Ministry of Labour, Welfare and Social Insurance.

The following information is relevant for 2022 with regard to pensions:

the social insurance contribution for employees is 8.3% for the employer, 8.3% for the employee and 4.9% for the State;
the social insurance contribution for self-employed persons is 15.6% for the self-employed person and 4.9% for the State;
social insurance contributions are paid by all persons in gainful employment;
self-employed persons also pay social insurance contributions, the level of which is based on income, profession and the place of the employment;
all insured persons (salaried persons, self-employed persons and insured persons who have paid voluntary contributions) are entitled to an old-age pension. The old-age pension is payable at 63 years of age or at 65 years of age if the insured person does not meet the conditions to receive it at the age of 63;
widow(er)s of insured persons are entitled to a survivor’s pension in accordance with the relevant conditions.

Allowances for physical injury sustained at work and disability and death benefits are also paid on the basis of Social Insurance Services legislation.

Information on the above matters can be obtained from the Social Insurance Services:

Social Insurance Services

7 Vyronos Avenue

1465 Nicosia

Social Insurance Services (Central Offices) telephone number: +357 22401600

Fax: +357 22672984

Links:

Title/name	URL
Social Insurance Services	www.mlsi.gov.cy/sid

The system of industrial relations in Cyprus is based on voluntary regulation of relations by employers’ associations and trade unions. The right of labour to organise is safeguarded and employees are protected against potential dismissal on the grounds of union membership.

Matters pertaining to collective negotiations, collective agreements and dispute resolution and the conditions governing the calling of strikes and the imposition of lockouts are regulated by the Industrial Relations Code.

Many workers are members of a union. Negotiations between unions and employers’ associations culminate in collective agreements laying down terms of employment, including pay levels and pay rises. The agreements are usually renewed every 3 years. They are usually concluded at branch level and implemented in the enterprises of that branch.

The largest trade unions in Cyprus are:

Συνομοσπονδία Εργατών Κύπρου (SΕΚ) [Cyprus Workers’ Confederation]
Παγκύπρια Εργατική Ομοσπονδία (PEO) [Pancyprian Federation of Labour]
Δημοκρατική Εργατική Ομοσπονδία Κύπρου (DEOK)[Democratic Labour Federation of Cyprus]
Παγκύπρια Συντεχνία Δημοσίων Υπαλλήλων (PΑSΥDΥ) [Pancyprian Public Employees Trade Union]
Ένωση Τραπεζικών Υπαλλήλων Κύπρου (ΕΤΥΚ) [Cyprus Union of Bank Employees]

The main employers’ and professional organisations are:

Ομοσπονδία Εργοδοτών και Βιομηχάνων Κύπρου (ΟΕΒ) [Cyprus Employers and Industrialists Federation]
Κυπριακό Εμπορικό και Βιομηχανικό Επιμελητήριο (ΚΕΒΕ) [Cyprus Chamber of Commerce and Industry]

The trade unions have branch representations (e.g. for building workers, hotel employees and many others).

For more information, contact the Department of Labour Relations.

Nicosia Central Offices 54 Griva Digeni Ave., 2nd floor, 1096 Nicosia
Tel. +357 22803100/101 | Fax: +357-22661977
email: info@dlr.mlsi.gov.cy

Nicosia District Office 54 Griva Digeni Ave., 4th floor, 1096 Nicosia
Tel. +357 22803145/127 | Fax: +357-22661965
email: info@dlr.mlsi.gov.cy

Larnaca & Famagusta District Office
61-63 Lord Byron St., Lumiel Building, 2nd floor, 6023 Larnaca
Tel. +357 24817800/801 | Fax: +357-24621458
email: mtheofilidou@dlr.mlsi.gov.cy

Paphos District Office
1 Agiou Spyridonos St., 8021 Paphos
Tel. +357 26822620/40/41/43 | Fax: +357-26822621
email: eiacovou@dlr.mlsi.gov.cy

Opening hours: 8.00 - 15.00

The resolution of labour disputes is regulated by the Industrial Relations Code. The Code has been agreed and signed by the employers’ organisations and the trade unions.

The types of labour disputes are categorised by the Code:

disputes about rights which arise from the interpretation or implementation of existing collective agreements. This category includes personal complaints by employees stemming from the implementation of a collective agreement. Complaints of this sort are submitted for examination by the employer. Representatives of the unions and of employers’ organisations may take part in the discussion of the complaint. If the problem is not resolved through direct negotiation, it is referred to the Ministry of Labour, Welfare and Social Insurance for mediation. As a final resort there is binding arbitration;

(b) conflicts of interest which arise during the negotiation

or renewal of collective agreements.

The dispute resolution procedure makes provision for the following stages:

resolution by direct negotiation;
mediation by the Ministry of Labour and Social Insurance (Department of Labour Relations);
if the dispute is still unresolved, referral to arbitration or to a public inquiry with the agreement of both parties or the announcement of a deadlock if no agreement is reached.

Strikes are not common because labour disputes are usually resolved through mediation by the Ministry of Labour, Welfare and Social Insurance.

For more information, contact the Department of Labour Relations.

Nicosia Central Offices 54 Griva Digeni Ave., 2nd floor, 1096 Nicosia
Tel. +357 22803100/101 | Fax: +357-22661977
email: info@dlr.mlsi.gov.cy

Nicosia District Office 54 Griva Digeni Ave., 4th floor, 1096 Nicosia
Tel. +357 22803145/127 | Fax: +357-22661965
email: info@dlr.mlsi.gov.cy

Larnaca & Famagusta District Office
61-63 Lord Byron St., Lumiel Building, 2nd floor, 6023 Larnaca
Tel. +357 24817800/801 | Fax: +357-24621458
email: mtheofilidou@dlr.mlsi.gov.cy

Paphos District Office
1 Agiou Spyridonos St., 8021 Paphos
Tel. +357 26822620/40/41/43 | Fax: +357-26822621
email: eiacovou@dlr.mlsi.gov.cy

Opening hours: 8.00 - 15.00

Links:

Title/name	URL
Department of Labour Relations	www.mlsi.gov.cy/dlr

The term Vocational Education and Training refers to practical activities and courses related to a specific occupation or vocation, aimed at preparing participants for their future careers. Vocational training is an essential means to achieve professional recognition and improve chances to get a job. It is therefore vital that vocational training systems in Europe respond to the needs of citizens and the labour market in order to facilitate access to employment.

Vocational education and training has been an essential part of EU policy since the very establishment of the European Community. It is also a crucial element of the so-called EU Lisbon Strategy, which aims at transforming Europe into the world’s most competitive and dynamic knowledge-based society. In 2002 the European Council reaffirmed this vital role, and established yet another ambitious goal – to make European education and training renowned globally by the year 2010 – by championing a number of world-class initiatives, and in particular by strengthening cooperation in the area of vocational training.

On 24 November 2020, the Council of the European Union adopted a Recommendation on vocational education and training for sustainable competitiveness, social fairness and resilience.

The Recommendation defines key principles for ensuring that vocational education and training is agile in that it adapts swiftly to labour market needs and provides quality learning opportunities for young people and adults alike.

It places a strong focus on the increased flexibility of vocational education and training, reinforced opportunities for work-based learning, apprenticeships and improved quality assurance.

The Recommendation also replaces the EQAVET – European Quality Assurance in Vocational Education and Training – Recommendation and includes an updated EQAVET Framework with quality indicators and descriptors. It repeals the former ECVET Recommendation.

To promote these reforms, the Commission supports Centres of Vocational Excellence (CoVEs) which bring together local partners to develop ‘skills ecosystems'. Skills ecosystems will contribute to regional, economic and social development, innovation and smart specialisation strategies.

Erasmus+

Erasmus+ is the EU's programme to support education, training, youth and sport in Europe.

It has an estimated budget of €26.2 billion. This is nearly double the funding compared to its predecessor programme (2014-2020).

The 2021-2027 programme places a strong focus on social inclusion, the green and digital transitions, and promoting young people’s participation in democratic life.

It supports priorities and activities set out in the European Education Area, Digital Education Action Plan and the European Skills Agenda. The programme also

supports the European Pillar of Social Rights
implements the EU Youth Strategy 2019-2027
develops the European dimension in sport

Who can take part? Find out here.

Adult Education and Lifelong Learning in Europe

Lifelong learning is a process that involves all forms of education – formal, informal and non-formal – and lasts from the pre-school period until after retirement. It is meant to enable people to develop and maintain key competencies throughout their life as well as to empower citizens to move freely between jobs, regions and countries. Lifelong learning is also a core element of the previously mentioned Lisbon Strategy, as it is crucial for self-development and the raising of competitiveness and employability. The EU has adopted several instruments for the promotion of adult education in Europe.

A European area of lifelong learning

In order to make lifelong learning a reality in Europe, the European Commission has set itself the objective of creating a European Area of Lifelong Learning. In this context, the Commission focuses on identifying the needs of both learners and the labour market in order to make education more accessible and subsequently create partnerships between public administrations, suppliers of educational services and civil society.

This EU initiative is based on the objective of providing basic skills – by strengthening counselling and information services at a European level, and by recognising all forms of learning, including formal education and informal and non-formal training.

EU organisations promoting vocational education in Europe

With the objective of facilitating cooperation and exchange in the field of vocational training, the EU has set up specialised bodies working in the field of VOCATIONAL TRAINING.

The European Centre for Vocational Training (CEDEFOP / Centre Européen pour le Développement de la Formation Professionnelle) was created in 1975 as a specialised EU agency for the promotion and development of vocational education and training in Europe. Based in Thessaloniki, Greece, it carries out research and analysis on vocational training and disseminates its expertise to various European partners, such as related research institutions, universities or training facilities.

The European Training Foundation was established in 1995 and works in close collaboration with CEDEFOP. Its mission is to support partner countries (from outside the EU) to modernise and develop their systems for vocational training.

Living conditions

Quality of life – on top of the EU social policy agenda

Favourable living conditions depend on a wide range of factors, such as quality healthcare services, education and training opportunities or good transport facilities, just to name a few aspects affecting citizens’ everyday life and work. The European Union has set for itself the aim to constantly improve the quality of life in all its Member States, and to take into account the new challenges of contemporary Europe, such as socially exclude people or an aging population.

Employment in Europe

Improving employment opportunities in Europe is a key priority for the European Commission. With the prospect of tackling the problem of unemployment and increasing the mobility between jobs and regions, a wide variety of initiatives at EU level are being developed and implemented to support the European Employment strategy. These include the European Employment Services network (EURES) and the EU Skills Panorama.

Health and healthcare in the European Union

Health is a cherished value, influencing people’s daily lives and therefore an important priority for all Europeans. A healthy environment is crucial for our individual and professional development, and EU citizens are ever more demanding about health and safety at work and the provision of high quality healthcare services. They require quick and easy access to medical treatment when travelling across the European Union. EU health policies are aimed at responding to these needs.

The European Commission has developed a coordinated approach to health policy, putting into practice a series of initiatives that complement the actions of national public authorities. The Union’s common actions and objectives are included in EU health programmes and strategies.

The current EU4Health Programme (2021-2027) is the EU’s ambitious response to COVID-19. The pandemic has a major impact on patients, medical and healthcare staff, and health systems in Europe. The new EU4Health programme will go beyond crisis response to address healthcare systems’ resilience.

EU4Health, established by Regulation (EU) 2021/522, will provide funding to eligible entities, health organisations and NGOs from EU countries, or non-EU countries associated to the programme.

With EU4Health, the EU will invest €5.3 billion in current prices in actions with an EU added value, complementing EU countries’ policies and pursuing one or several of EU4Health´s objectives:

To improve and foster health in the Union
- disease prevention & health promotion
- international health initiatives & cooperation
To tackle cross-border health threats
- prevention, preparedness & response to cross-border health threats
- complementing national stockpiling of essential crisis-relevant products
- establishing a reserve of medical, healthcare & support staff
To improve medicinal products, medical devices and crisis-relevant products
- making medicinal products, medical devices and crisis-relevant products available and affordable
To strengthen health systems, their resilience and resource efficiency
- strengthening health data, digital tools & services, digital transformation of healthcare
- improving access to healthcare
- developing and implementing EU health legislation and evidence-based decision making
- integrated work among national health systems

Education in the EU

Education in Europe has both deep roots and great diversity. Already in 1976, education ministers decided to set up an information network to better understand educational policies and systems in the then nine-nation European Community. This reflected the principle that the particular character of an educational system in any one Member State ought to be fully respected, while coordinated interaction between education, training and employment systems should be improved. Eurydice, the information network on education in Europe, was formally launched in 1980.

In 1986, attention turned from information exchanges to student exchanges with the launch of the Erasmus programme, now grown into the Erasmus+programme, often cited as one of the most successful initiatives of the EU.

Transport in the EU

Transport was one of the first common policies of the then European Community. Since 1958, when the Treaty of Rome entered into force, the EU’s transport policy has focused on removing border obstacles between Member States, thereby enabling people and goods to move quickly, efficiently and cheaply.

This principle is closely connected to the EU’s central goal of a dynamic economy and cohesive society. The transport sector generates 10% of EU wealth measured by gross domestic product (GDP), equivalent to about one trillion Euros a year. It also provides more than ten million jobs.

The Schengen area

The Schengen Convention, in effect since March 1995, abolished border controls within the area of the signatory States and created a single external frontier, where checks have to be carried out in accordance with a common set of rules.

Today, the Schengen Area encompasses most EU countries, except for Bulgaria, Croatia, Cyprus, Ireland and Romania. However, Bulgaria, Croatia and Romania are currently in the process of joining the Schengen Area and already applying the Schengen acquis to a large extent. Additionally, also the non-EU States Iceland, Norway, Switzerland and Liechtenstein have joined the Schengen Area.

Air transport

The creation of a single European market in air transport has meant lower fares and a wider choice of carriers and services for passengers. The EU has also created a set of rights to ensure air passengers are treated fairly.

Air passenger rights

As an air passenger, you have certain rights when it comes to information about flights and reservations, damage to baggage, delays and cancellations, denied boarding, compensation in the case of accident or difficulties with package holidays. These rights apply to scheduled and chartered flights, both domestic and international, from an EU airport or to an EU airport from one outside the EU, when operated by an EU airline.

Rail transport

Over the last 25 years the Commission has been very active in proposing restructuring the European rail transport market and in order to strengthen the position of railways vis-à-vis other transport modes. The Commission's efforts have concentrated on three major areas which are all crucial for developing a strong and competitive rail transport industry:

opening the rail transport market to competition,
improving the interoperability and safety of national networks and
developing rail transport infrastructure.

The Republic of Cyprus has a presidential system of government. The President is elected for 5 years directly by the people in a secret ballot with universal suffrage. Executive power is exercised by a cabinet appointed by the President. If the President of the Republic is temporarily absent or unavailable, the President of the House of Representatives deputises for him.

Legislative power is exercised by the House of Representatives. Deputies are elected for 5 years by universal suffrage via a simple proportional representation system. The House of Representatives has 80 deputies, of whom 56 (70%) are elected by the Greek Community and 24 (30%) are elected by the Turkish Community. Due to the situation that has prevailed since the events of 1963 and the Turkish invasion of 1974, the seats of the Turkish-Cypriot community remain vacant.

Justice is administered by the Supreme Court of the Republic, the assize courts and the district courts.

The Central Bank of Cyprus is responsible for shaping and implementing the monetary and credit policies of the State. The Central Bank also manages the Republic’s currency reserves, supervises the banks and acts as the government’s banker and financial representative.

Under the Constitution, the President of the Republic appoints a number of independent officers of State, such as the Attorney General (who is the Republic’s legal adviser), the Auditor General, the Accountant General, the Governor of the Central Bank and the Commissioner of Administration.

Power at local government level is exercised by municipal and community councils and groupings of communities. There are 33 municipalities, nine of which are in the occupied area, and 485 community councils and groupings of communities, 131 of which are in the occupied area. The municipal councils provide services and have administrative powers in the cities and in two or three large rural areas in which municipalities have been established, and the community councils provide services and have administrative powers in the villages. The councils are independent bodies and their members are elected by universal suffrage every 5 years.

Information in Greek and English about political parties, the Constitution, the legislature and the judiciary, the executive and the ministries can be found on the Web Portal of the Republic of Cyprus (www.cyprus.gov.cy). Links to all the websites can be found on that site.

Other general information:

As a result of the military invasion of Cyprus in 1974 and the occupation of 36.2% of the country, the lawful government of the Republic of Cyprus cannot exercise control over the northern part of the country. Under the Treaty of Accession to the European Union, the implementation of the Community acquis in that zone is suspended pending a solution to the political problem.
The official languages of the Republic of Cyprus are Greek and Turkish. The majority of people speak at least one other language, in most cases English.
The currency of the Republic of Cyprus is the euro, which replaced the Cyprus pound (CYP) on 1 January 2008 at an exchange rate of EUR 1 = CYP 0.585274.
The Republic of Cyprus is obliged to provide legal representation if the claimant or the defendant in a court case is unable to afford a lawyer and applies for legal aid (this happens most frequently in criminal cases).

Links:

Title/name	URL
Web portal of the Republic of Cyprus	www.cyprus.gov.cy

A new universal General Healthcare System was set up in Cyprus in June 2019, to cover all people living and working in Cyprus.

The General Healthcare System (GHS) is a modern and comprehensive healthcare system which provides equal access to healthcare services for all citizens, allowing them to choose their healthcare providers from both the private and public sector.

What healthcare services are provided?
- healthcare provided by personal doctors;
- healthcare provided by specialised physicians;
- medicinal products;
- laboratory tests;
- in-patient healthcare;
- healthcare in the case of accident and emergency;
- ambulance services;
- healthcare by nurses, midwives, clinical psychologists, clinical dietitians, physiotherapists, occupational therapists and speech therapists;
- preventive dental care;
- palliative care and rehabilitation services.
Who are beneficiaries of these services?

All citizens who have their habitual residence in areas controlled by the Republic of Cyprus and fall under the following categories:

- Cypriot nationals;
- EU nationals who work or have acquired a right of permanent residence in accordance with national legislation;
- third-country nationals who have legally acquired a right of permanent residence or the right to equal treatment in accordance with national legislation;
- family members of persons who fall under the above categories in accordance with national legislation;
- refugees and persons with subsidiary protection status.
How can services be accessed?

Beneficiaries acquire the right to access healthcare services provided that they have registered in the GHS and on the patient list of a personal doctor of their choice. You can register in the GHS and on a personal doctor’s patient list either online or by visiting a personal doctor. The personal doctor is the beneficiary’s first point of contact with the System and is responsible for providing the necessary healthcare, as well as for referring the beneficiary to more specialised healthcare services, as and when appropriate. Beneficiaries may choose the specialised physician, pharmacy, laboratory, healthcare centre or other provider in the private/public sector from whom/which they wish to obtain services.

EU nationals living in Cyprus can access healthcare services under the GHS by registering in the Beneficiary Registry and on a personal doctor’s list. In order to be registered in the GHS Beneficiary Registry, the interested party must be registered with the Civil Registry and Migration Department and/or with Social Insurance Services.

Please note that all non-Cypriots working in Cyprus who have not updated their record with the Social Insurance Services by adding their Alien Registration Certificate (ARC) number must do so immediately.

Who will contribute to GHS? What are the contributions?
- employees: 2.65% of their monthly salary;
- employers: 2.90% of the payroll;
- State: 4.70%;
- self-employed persons: 4.00%;
- pensioners: 2.65%;
- income-earners (interest, rents, dividends, etc.): 2.65%.

Contributions are collected by Social Insurance Services, the Tax Department and the Treasury of the Republic of Cyprus.

What are co-payments and when do they apply?

The beneficiary makes small co-payments for healthcare services from specialist doctors, laboratories, pharmacies, nurses, midwives and other health professionals, e.g. EUR 1 per medicinal product, EUR 1 per laboratory test, EUR 6 per visit to a specialist doctor. Please note that access to personal doctors and in-patient healthcare is free of charge.

Useful information can be obtained by visiting the GHS website at www.gesy.org.cy or

by freephone (17000 when calling from Cyprus or +357 22017000 when calling from abroad) or

by email, at info@gesy.org.cy

on the GHS website: www.gesy.org.cy.

The GHS Contact Centre is open from 8.00 to 20.00 on weekdays and from 8.00 to 16.00 on Saturdays. The Contact Centre is closed on Sundays and public holidays.

Links:

Title/name	URL
GHS	www.gesy.org.cy

Pre-school education is provided by Greek state schools and by Greek and foreign private schools. Pre-school education is provided for children from the age of three. Children who reach the age of five before 1 September are required to start attending pre-school in that year. Attendance at a private nursery school costs from EUR 1 500 to EUR 3 500 per child per month; the cost at state schools is lower. There are also state and private childcare centres for children up to 3 years of age.

Primary education is provided free of charge in state schools for children who reach the age of six before 1 September of the year in which they start to attend school (from 2021). Age is the only criterion for the admission of children to primary education. Children should have received some form of pre-school education before enrolling in primary school. The school year is divided into three terms of 3 months, with attendance on 5 days of the week. Primary education is also provided by private English, French and Russian schools.

Lower secondary education is provided free of charge for children between 12 and 15 years of age. The criteria for admission to lower secondary education are age and possession of a primary school leaving certificate. The school year is divided into two terms of 4 months, with attendance on 5 days of the week. Lower secondary education is also provided by private English and French schools.

Upper secondary education is provided free of charge. The school year is again divided into two terms of 4 months, with attendance on 5 days of the week. Upper secondary education is provided to students between 15 and 18 years of age. Pupils who wish to be trained in a technical occupation can attend a technical school whose diplomas are equivalent to upper secondary education. There are also private English and French upper secondary schools.

There are also 170 private nurseries, 30 private primary schools and 39 private secondary schools (Greek, English, French and Russian) which operate with the approval of the Ministry of Education, Culture, Sports and Youth. The cost of attendance is between EUR 4 500 and EUR 6 500 per year.

Children who do not speak Greek are given special lessons in Greek to make it easier for them to join state schools, at which attendance is compulsory and free.

Cyprus has three state university institutions: the University of Cyprus, the Cyprus University of Technology and the Open University of Cyprus. It also has five private universities: the University of Nicosia, the European University Cyprus, the Frederick University, the Neapolis University Paphos and the University of Central Lancashire (UCLan) Cyprus. It also has a large number of private tertiary education colleges and three state higher education schools. The Ministry of Education, Culture, Sports and Youth has approved 44 private schools and evaluates and certifies the study diplomas issued by those schools every 2 years.

Specific information can be obtained by calling the Ministry of Education, Culture, Sports and Youth (Tel. +357 22800600) and asking to be connected to the Ministry department you need.

Links:

Title/name	URL
Ministry of Education, Culture, Sports and Youth	www.moec.gov.cy

Title/name	URL
Census Records and Migration Department	www.moi.gov.cy/crmd
Ministry of Foreign Affairs	www.mfa.gov.cy

Taxable income	Tax rate
EUR 0 - 19 500	0
EUR 19 501 - 28 000	20%
EUR 28 001 - 36 300	25%
EUR 36 301 - 60 000	30%
EUR 60 001 or more	35%

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