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Fixed term contracts are permitted in Cyprus, but may not individually or collectively exceed 30 months. If a Worker continues working beyond the 30 month limit, the contract will be deemed indefinite. A fixed-term contract may only extend beyond 30 months when it can be justified on objective grounds (e.g. replacement of another employee, the work justifies a fixed term, the specific operation is temporary, etc.). Fixed-term contracts will include probationary periods, annual leave, and termination requirements.
There are no official subcategories of Workers in Cyprus.
Probationary periods up to six months are permitted. It is customary for probationary periods to be three months long. During the probationary period, the employment relationship may be terminated without cause. However, written notice must still be provided as outlined below.
In Cyprus, Workers generally recognize 14 paid public holidays. It is not required to give employees extra leave on public holidays and/or to recognize specific public holidays, but it is common. If a Worker must work on a public holiday, they are generally paid their regular wages unless an alternative agreement has been made with the employer.
Employers are not required to pay Workers during an absence for injury or illness, but sometimes elect to offer sick leave. It is a matter of contract. Unless the contract provides otherwise, sick pay is paid by the Social Insurance Department for any period of illness/injury lasting three or more days. The first three days are unpaid. Sick pay is payable by the government for a maximum of 156 days, which can be extended in some instances. A medical certificate is required.
Employers are not required to pay Workers during an absence for injury or illness, but sometimes elect to offer sick leave. It is a matter of contract. Unless the contract provides otherwise, sick pay is paid by the Social Insurance Department for any period of illness/injury lasting three or more days. The first three days are unpaid. Sick pay is payable by the government for a maximum of 156 days, which can be extended in some instances. A medical certificate is required.
Overtime is only regulated in some industries (e.g. shops, hotels, restaurants, etc.). It is prohibited for minors. Otherwise, it is a matter of contract. In all cases, a Worker's consent is required for overtime and it should be paid at least at their regular rate or compensated with equivalent time off. There should also be no adverse impact on Workers that refuse to work overtime. An increase in work hours without an increase in pay constitutes grounds for a constructive dismissal claim.
Creating a worldwide workforce is a continuous process that extends beyond a contract.
TCWGlobal surpasses the typical employer of record (EOR) by ensuring that your team receives personalized attention, ranging from smooth payrolling management to customized benefits based on your specific needs and location.
