A conference on workplace equality and new labor regulations was recently held in Nicosia and Limassol, co‑organized by the Institute of Certified Public Accountants of Cyprus (ICPAC) and the Ministry of Labour, Welfare and Social Insurance.
The event highlighted critical issues of gender equality, labor rights and legislative developments, with an emphasis on presenting statistics and policy tools for sustainable and fair work.
It drew significant interest from professionals, business executives, public officials and academics, and emphasized the role of employers, the state and professional associations in promoting equality and reinforcing compliance with labor law.
Transferring knowledge and showcasing best practices
A major part of the conference was devoted to knowledge-sharing and presenting best practices, aimed at raising awareness of pay equity, transparency and sustainable employment. Informational tools were introduced, including compliance guides for employers, explanatory leaflets and model equality policies that businesses can adopt.
Address by the Commissioner for Equality: policy and institutional interventions
“The gender equality in employment is not only a legal or ethical obligation, but a foundation for economic resilience and social progress,” underlined the Gender Equality Commissioner in her address. She praised the organizers for the event’s thematic focus, noting that it reflects the collective will for a fair and sustainable labor market.
She added that, despite significant progress, women still face both direct and indirect discrimination in the workplace—such as unequal pay, limited advancement opportunities and exclusion from leadership roles.
Institutional inequalities and the need for equality culture
The Commissioner focused specifically on the “glass ceiling” and “sticky floors,” attributing them to stereotypical perceptions and women’s multiple social roles.
She stressed that equality must start within the structure and leadership of organizations. Referring to a 2023 McKinsey & Company study, she noted that companies with equal gender representation in leadership are 39% more likely to outperform their peers in profitability.
She also highlighted the risk of sexual harassment at work, calling it a “silent threat” undermining employees’ safety and dignity. She stressed that prevention and response require zero tolerance, clear reporting procedures and victim protection.
Policies and initiatives for gender equality
Referring to government and office initiatives, the Commissioner outlined measures under the National Gender Equality Strategy, including:
- Four‑week extension of maternity leave for first child
- Expansion of compulsory preschool and full‑day schooling
- Broadening parental leave up to age 15
- Creation of new nurseries and multi‑purpose child‐care centres
- Alignment with EU directives on pay transparency and balanced gender representation on listed company boards
She emphasized collaboration with the private sector, noting an action plan with the Cyprus Chamber of Commerce and Industry (CCCI) and with the Cyprus Scientific and Technical Chamber (ETEK) to combat gender bias in technical professions, and flagged forthcoming cooperation with the Cyprus Employers & Industrialists Federation (OEB).
Campaigns and institutional monitoring
The Commissioner also presented the “Women’s Stories” campaign, aimed at highlighting women’s roles in male‑dominated fields such as shipping, science and diplomacy. Her office is responsible for enforcing the law against sexism and online sexism, supported by awareness actions and institutional cooperation.
“Equality is not women’s business alone—it is everyone’s responsibility,” she concluded, urging the state, private sector and every citizen to shape a fair, safe and equitable work environment. Only through full workforce utilization and strengthened social cohesion, she added, can sustainable development be achieved.
Address by the Director‑General of the Ministry: emphasis on inspection, transparency and reforms
The Ministry’s Director‑General, Kostas Hadjipanayiotou, reaffirmed its steadfast commitment to ensuring equal terms of employment, enhancing labor protection and combating undeclared work.
He underlined that compliance with labor legislation is fundamental to a labor market with healthy competition and social cohesion. He stressed that equal treatment at work, work‑life balance, pay equality and protection against harassment are necessary elements for a modern work environment.
Fair conditions, competitiveness and social welfare
Mr Hadjipanayiotou noted that modern businesses guaranteeing equal advancement opportunities and equal pay contribute to economic competitiveness and meet society’s expectations for fairness and welfare. He referenced the National Certification Agency for Businesses, through which actions in favor of gender equality in both private and public sectors are rewarded.
He also highlighted the importance of work‑family reconciliation, referencing the recent legislative amendment extending parental leave up to the child’s 15th year and increasing the period of allowance.
Regulations for labour transparency and security
The Director‑General emphasized the pivotal role of certified public accountants in providing evidence-based advice on labour law. He noted institutional interventions such as amendments regarding transparent and predictable employment terms, and reminded attendees that by the end of May employers must enter their employees’ key employment terms into the ERGANI information system.
He explained that the new database will bolster efforts to detect undeclared labor and help map policy priorities.
Referring to the national minimum wage, he noted its rise to €1,000 and the establishment of an adjustment mechanism. A new revision dialogue is due within 2025, for implementation from January 2026. He emphasized that wage protection is an enduring priority, with recent legislation mandating bank transfer payments and regulating deductions via signed agreement.
Telework, inspections and reducing undeclared work
He also discussed legislation on telework as part of the government’s digitization strategy. Meanwhile, the Labour Inspection Service conducts over 7,000 annual inspections, meets more than 16,000 workers, and collaborates with the Police and Immigration Department.
He warned that undeclared and illegal work harms the economy and Cyprus’ labor relations model, creating unfair competition. He added that the government is determined to combat the phenomenon, and current data show undeclared labor has fallen below 8%.
Commitment to strengthening institutions and cooperation
In closing, the Director‑General reaffirmed the Ministry and government’s commitment to enhancing labor relations institutions and continuing collaboration with professionals and organized bodies, including ICPAC members.
“Accurate, comprehensive information combined with effective cooperation with professionals such as yourselves contributes substantially to achieving our goals,” he stated.
Antis Apostolou: the role and function of the Labour Inspection Service
Antis Apostolou, Director of Labour Relations and head of the Inspection Service, outlined its institutional and operational role, operating under the 2020 law. He noted the Service comprises inspectors and assistant inspectors, covered by the Minister’s supervision, and enforces over 30 laws.
He explained that the Service provides information, inspects private and public workplaces, investigates complaints and imposes fines. In 2024, 7,858 inspections were conducted, with undeclared employment at 5.6%, and fines amounting to €1.5 million.
He described inspectors’ powers to enter workplaces, demand documents and request information from any person. He also presented control procedures, sanctions, and administrative fines up to €10,000—with reduction or appeal possible within 15 days.
Lena Panayiotou: the employer’s role in awareness and compliance
The Assistant Director‑General of OEB welcomed ICPAC’s initiative and stressed the importance of continuous training on labor rights. She highlighted certified accountants’ responsibility to guide employers and employees responsibly.
Niki Christofi – Equality indicators and Cyprus’s comparative position
A highlight was Niki Christofi’s presentation (member of ICPAC’s CSR Committee, mentor, business expert and tax consultant). She offered updated figures on Cyprus’s gender equality standings, based on the EU’s Gender Equality Index from the European Institute for Gender Equality (EIGE), Eurostat and CYSTAT.
The index scores countries from 1 to 100—100 indicating full equality.
For 2024, Cyprus ranked 20th among EU member states, with a score of 60.9/100—below the EU average of 71/100—but has shown steady progress from 38.5 points in 2005. Cyprus’s relatively low position is primarily due to underrepresentation of women in positions of power and unequal distribution of caregiving responsibilities.
Greece ranked 25th with 59.3, while Sweden topped the list with 82, and Romania ranked last with 57.5.
Only 14% of MPs in Cyprus are women (vs. 33% EU average). The same applies to members of the Central Bank Board. Among major listed companies, women comprise only 9% of board members (vs. 34% in the EU).
By contrast, in education, women outnumber men by 229%, though the Teachers’ Service Commission remains all‑male.
Female representation in the Cabinet increased from 0% in 2000 to 36.8% in 2025—nearing EIGE’s target of 40%.
Latest CYSTAT data show that men dominate salary scales A14–A16 (54.9%), while women dominate A8–A13 (63%). In the judiciary, women represent 55% (up from 34.4% in 2006). Public Service and Advisory Council memberships remain male‑dominated.
Male self‑employed in Cyprus outnumber female by 10,379 (54.7%), and male employees by 7,532 (3.5%). Women, however, dominate in skilled categories—32.4% among self‑employed and 16.8% as employees. But in managerial roles, men are 289.3% more among self‑employed and 190.9% more as employees. Only 187 women work as self‑employed managers.
These findings underscore the need for substantive equality policies, as Cyprus continues to exhibit significant inequalities, especially in leadership access and wage distribution. The Cyprus National Gender Equality Strategy 2024‑2026 is essential in achieving equality.
Coordination, monitoring and evaluation of the strategy, approved by Cabinet, are entrusted to the Gender Equality Commissioner in close cooperation with all ministries. Cyprus also implements recommendations from the EU’s 2020‑2025 Gender Equality Strategy.
In vocational training, equality is complete: 17% of both women and men participate in courses (EU averages: 20% women, 19% men).
For young professionals (25‑34 years), women exceed men by 8,668 in tertiary‑educated employment—25.84% more. Under age 24, women exceed men by 154.7%.
Cyprus led the EU in 2024 with 72.9% of women aged 30‑34 holding tertiary education, compared to 55.6% for men.
The gender pay gap is 12.2%, slightly above the EU average. These figures are preliminary and subject to revision. The gap has declined from 22.5% in 2002 and 16.8% in 2010.
Among accountants, men earn €2,885 on average versus women’s €2,560. For assistant accountants: €2,530 for men, €2,192 for women. For clerical/data entry roles: men €1,756, women €1,485. ICT technicians: men €2,509, women €2,097, with differences up to €1,018 for ICT specialists.
Regarding poverty risk levels, women have higher rates than men—measuring income below poverty thresholds.
Christofi emphasized that unpaid caregiving labor (household, childcare) is not captured in statistics. In Cyprus, 70% of women perform household chores daily, compared with 33% of men (EU averages: 63%, 36%). Furthermore, 41% of women provide care/education for children, elderly or disabled household members, compared to 28% of men (EU: 34%, 26%).
During the COVID‑19 pandemic, 40% of Cypriot women spent over four hours caregiving daily, versus 16% of men (EU: 40% women, 21% men).
She stressed that these figures reflect women’s caregiving roles, but pointed out that men’s contribution is equally important and should continue.
According to EU surveys, 34% believe gender stereotypes originate in advertising, and 33% that they appear in media—stereotypes that influence educational and career choices.
She emphasized the need to teach children early that men and women can fulfill the same workplace roles—parents, teachers and career advisors have key roles to play.
Christofi closed by thanking CYSTAT, EIGE, the Commissioner and the Ministry’s Labour Relations Division for providing statistical data and clarifications.
Konstantina Achilles, ICPAC Communications Officer & President of the Youth Organisation of Cyprus
Konstantina Achilles, as communications officer for ICPAC and President of Cyprus Youth Organisation, spoke on a societal cornerstone: investing in the family and contemporary women’s challenges.
The family remains society’s foundation—a values school and space for emotional and social identity development. Investing in it means investing in the future, children’s mental health, societal stability, and cultivating citizens with empathy, ethics and responsibility.
A woman often lies at the heart of this family structure—not only as a mother, but as a professional, partner, daughter, friend, and often caregiver to the elderly. Today’s woman must balance multiple roles and ever‑increasing demands without losing herself.
The modern woman is already in the labor market: she demands equality in opportunities, pay and recognition. She demands the ability to build a family without halting her career. She demands supportive policies—parental leave and access to quality childcare—so she can be present both at home and at work.
She noted that the Youth Organisation sees daily concerns of young women: How can they manage everything? When is the “right time” to become mothers? Can there be stability without sacrificing dreams?
She said the Youth Organisation has launched free career guidance and entrepreneurship counseling programs, and numerous skills training initiatives. A hotline for psychological support for youth is also being prepared—enabling young women to voice their concerns.
What is needed is a supportive culture for women and families—not just words, but actions. One that sees family as a source of strength, not a career obstacle; that encourages fathers’ active roles; and that recognizes women’s role complexity. Work‑life balance benefits everyone.
Investing in the family is not only a social and ethical obligation, but an economic strategy. A society that supports families and women builds sustainable growth and human progress.
Panagiota Arnou: rights of parents and caregivers
Panagiota Arnou, from the Labour Relations Department, detailed the law on paternity leave, parental care, force‑majeure leave and flexible work arrangements.
According to Arnou, the 2022–2025 law incorporates EU Directive 2019/1158, aiming to strengthen work‑life balance for parents and caregivers, and applies to both private and public sectors.
Extended parental leave and allowance
Each parent is entitled to 18 weeks of leave per child, after six months of continuous employment. For parents of children with disabilities, leave extends to 20 weeks; in cases of bereavement or single parenting, up to 23 weeks.
A state allowance covers 8 weeks for the first child, 10 for the second, 12 for the third, and 14 for the fourth and subsequent. The maximum annual allowance is five weeks per child.
Parental leave must be scheduled three weeks in advance. Employers cannot deny it, but may postpone it by two months.
Paternity leave regardless of seniority
Fathers are entitled to two consecutive weeks of paternity leave, within a period starting the birth/adoption week and ending two weeks after maternity leave. No seniority is required, and the leave is paid if the father is insured.
Care and force‑majeure leave
Each employee may take five days of unpaid care leave annually for relatives in the same household, with a medical certificate. Force‑majeure leave (e.g. illness, accident) allows seven days per year, unpaid.
Right to flexible work arrangements
The law establishes the right to request flexible work arrangements—teleworking, reduced or flexible hours—for parents of children up to age 15 and caregivers. Eligibility requires six months’ continuous employment; employers must respond within one month and may approve, postpone or reject the request.
Arnou emphasized the importance of implementing these legal provisions to support equality at work and family life.
She also introduced the National Certification Agency for Businesses applying best gender equality practices, under the Ministry and Labour Relations Department, with two certification types:
- Good Practice Certification: for applying one or more best practices.
- Gender Equality Employer Certification: for applying a comprehensive equality-promoting system.
Examples of best practices include:
- Programs promoting women into senior roles
- Staff training on gender equality and harassment prevention
- Publishing salary ranges in job postings
- Standardised pay scales
- Equality officer/committee within the organisation
- Maternity/paternity/parental allowance supplement to salary
- Additional paid parental leave
- Flexible schedules
- Option for telework
Yiota Kampouridou: new European directive on equal pay
Yiota Kampouridou, Senior Labour Relations Officer, presented Directive 2023/970 on pay transparency and its transposition into national law.
EU basis for equal pay
Equal remuneration is a fundamental EU principle since the Treaty of Rome (1957, Article 157 TFEU). It has evolved via successive Directives: 75/117/EEC (pay equality), 97/80/EC (burden of proof), 2006/54/EC (equal opportunities and treatment), and 2023/970/EU on pay transparency.
Causes and social impacts of the gender pay gap
Campaign revealed deep causes: horizontal/vertical job segregation; unequal caregiving duties; high temporary/part-time employment; stereotypes and gender bias. Social impacts include reduced income, limited financial autonomy, lower pensions and increased poverty risk.
Legal framework and protection mechanisms
Cypriot law defines “work of equal value” with objective criteria, defines “pay” broadly, prohibits direct and indirect gender discrimination, and places the burden of proof on employers in case of complaints. Audit mechanisms and judicial protection exist. Labour Inspectors are appointed by the Minister; a tripartite Work Research & Evaluation Committee is established; mediation is required before legal recourse; burden of proof reversal lies with the employer; and sanctions include criminal liability. Fines can reach €6,834, prison sentences up to six months, penalties for obstructing inspections, and criminal liability for executives in case of organisational breaches.
New employer obligations under Directive 2023/970
Employers must:
- Use gender-neutral pay systems
- Publish initial pay range information
- Avoid asking salary history
- Refrain from restrictive contractual clauses
Specifically, they must:
- Submit annual/triannual gender pay gap data
- Take mandatory corrective action if gap ≥5%
- Conduct joint assessments with employee representatives
- Use digital tools and training initiatives
- Follow transparency and best practice guidelines issued by the Ministry through funding programmes CERV and Thalia
Social justice and sustainable development
Implementing equal pay is not just a legal obligation, but essential for social cohesion, economic resilience and sustainable growth.
Alexia Chatzikoumi: workplace gender equality under the legal lens
Alexia Chatzikoumi, Labour Officer A’ in Legal Affairs and Equality Inspector, presented the legal framework safeguarding gender equality in employment and vocational training under national and EU law.
She reminded that Article 28 of the Constitution guarantees equality before the law, administration, and justice, prohibiting discrimination based on gender, race, religion or other characteristics.
At EU level, she referenced critical directives:
- 76/207/EEC on equal treatment in access to employment, vocational training, promotion and working conditions
- 2002/73/EC (amending 76/207/EEC), introducing sexual harassment as prohibited gender discrimination and setting out victim rights and employer responsibilities
- 97/80/EC on burden of proof
- 2006/54/EC on equal opportunities/treatment in employment
- 92/85/EEC on improving health and safety of pregnant, postpartum and breastfeeding workers
Cypriot laws harmonizing these include Law 205(I)/2002 (Equal Treatment in Employment & Training) and Law 100(I)/1997 (Maternity Protection), covering employment access, working conditions, training, pay, dismissals, and pregnancy/maternity protection.
The principle of equal treatment prohibits direct/indirect discrimination, harassment, sexual harassment or discriminatory instructions.
She emphasized the absolute prohibition of less favorable treatment due to pregnancy/maternity, as affirmed by EU Court decisions (e.g., Evelyne Thibault, Nikoloudis v. OTE), and explained criteria for indirect discrimination.
Sexual harassment is defined as any unwanted behaviour of a sexual nature that affects a person’s dignity or creates a hostile work or training environment. The law mandates prevention and suppression, with employer obligations to implement codes of conduct, take preventive measures and prohibit retaliation against reporters. Non‑compliance carries criminal and civil penalties.
Lastly, she covered protection mechanisms under Law 205(I)/2002: Equality Inspectors in the Labour Department, the Ombudsperson, the Gender Equality Committee in Employment & Vocational Training, and the Labour Court. She also noted that in cases of sexual harassment, police reporting may be necessary.
Xenios Mamas: wage protection and transparent contracts
Senior Labour Relations Officer Xenios Mamas presented two key labor laws: the amended Wage Protection Law (N.221(I)/2022) and the Transparent and Predictable Employment Terms Law (N.25(I)/2023).
Wage protection: payment, deductions and audits
The new law requires salary to be paid via bank account, payment account or bank cheque in the worker’s name. Cash payments are allowed only in special cases, such as waiting for an account to open or weekly payment under a collective agreement.
Employers must issue a payslip within five working days. Deductions must be provided by collective agreements or with written employee consent via form. Records of gross and net pay must be kept for six years. In audits, employers have 15 days to submit requested documents. Criminal liability also applies to individuals in company management if complicit.
New framework for transparency in work relations
Law 25(I)/2023 mandates precise written information to be provided to employees before or within seven days of starting work (basic info) and within one month thereafter for supplementary details, including training rights, leave and termination procedures.
For workers outside Cyprus or on secondment, additional information is required regarding pay, benefits, expenses and repatriation. Changes to contracts must be communicated in time; terms contrary to law are void. After six months employment, workers have the right to shift to safer employment forms.
The law prohibits adverse treatment due to multiple employment unless justified by security or conflict of interest.
Compliance mechanisms and worker protection
The Ministry can issue compliance notices to employers in case of violations. Employees who file complaints or exercise rights are protected from dismissal. Violations are heard by the Labour Disputes Court with fines up to €5,500. The law does not override more favorable terms under other legislation or collective agreements.
Panos Dimitriou: corporate social responsibility and sustainable work
Panos Dimitriou, Head of Corporate Social Responsibility at Together Cyprus and specialist in ESG, CSRD and sustainability, emphasized linking workplace equality with the broader EU regulatory framework. He said CSR complements legislative regulations by promoting a culture of equal treatment and fostering safe and inclusive workplaces.
He noted that work isn’t only a livelihood—it’s a source of dignity and social inclusion. “Equality is not a luxury but a prerequisite for resilient businesses and a sustainable future,” he stated.
He referenced the UN 17 Sustainable Development Goals—especially SDG 5 (Gender Equality), SDG 8 (Decent Work), SDG 10 (Reduced Inequalities), SDG 16 (Strong Institutions), and SDG 17 (Partnerships). Cyprus ranked 58th globally in the 2024 Sustainable Development Goals, with a score of 72.9/100; gender indices placed it 39th.
He presented CSR best practices aligned with these goals, such as establishing equality committees, staff training programs, and pay equity policies. He also highlighted EU directives CSRD and CSDDD, which require large companies to publish gender, environmental and social performance indicators, including supply chain transparency.
The event concluded by stressing that integrating sustainability and equality principles is a strategic priority—not just a moral obligation—to build a fair and resilient workplace for all.
Alexandra Theodorou / Women’s entrepreneurship: equality goal by 2040
Alexandra Theodorou, Chair of ICPAC’s CSR Committee, spoke about the entrepreneurship gap. Globally, there is strong recovery and ambition among women entrepreneurs: 87% view adaptability as the most important factor of business resilience, 84% expect growth in the next three years, 74% prioritize workforce retention and training, and 77% believe gender balance on boards can be achieved within 15 years.
Challenges include inflation, economic recession, difficulty finding skilled staff, and political instability. Meanwhile, 90% recognize increasing complexity in work demands, but 74% see new career opportunities even in crisis. In the digital transformation sphere, 59% don’t aim to be “pioneers,” but 76% acknowledge the need for faster decisions and technology investments. Nearly half (47%) expect ESG factors to positively impact their business.
The National Gender Equality Strategy remains the central policy tool, featuring 14 thematic areas and 64 targeted actions across employment, health, justice, education, foreign affairs, culture, environment, energy, climate change, defense, sports, shipping and decision-making participation.
Takeaways from the conference
The conference underscored the need for collaboration among state, employers and society to embed fair, safe and sustainable labor conditions in Cyprus. Audience engagement was high, with numerous questions about policy implementation, monitoring processes and employer obligations. Organizers pledged to hold similar informative events in other Cypriot cities to further enhance awareness and implementation of labor reforms.