News

In a move to enhance transparency in the workplace, the Ministry of Labour and Social Insurance has implemented a new requirement for employers under the Transparent and Predictable Working Conditions Law of 2023 (Law 25(I)/2023). This change, mandates that all employers in Cyprus must submit the essential terms of employment for their employees through the ERGANI portal. The deadline for compliance is on the 28th of February 2025, with submissions opening from January 2, 2025. Employers who fail to comply risk facing penalties, including significant fines.

Details of the New Requirement

The decree requires employers to provide detailed information about their employees. This includes the employer's business information, the employee’s personal and job details, and specific terms of employment. Employers must also include information about compensation, benefits, and the location of the workplace. In addition, for businesses operating as temporary employment agencies, details regarding the indirect employer must also be submitted.

Key elements such as job roles, working hours, start and end dates of employment contracts (where applicable), and details about probationary periods must be accurately recorded. Employers are also expected to outline salary terms, payment frequencies, leave entitlements, and any additional benefits provided to employees, such as allowances or commissions.

This initiative applies to all sectors and the government’s goal is to ensure employees have access to clear, predictable information about their employment terms, fostering greater transparency and trust between employers and workers.

Compliance Steps for Employers

To comply with these regulations, businesses should begin by reviewing all current employment contracts to ensure they are updated and align with the new requirements. Employers should then gather the necessary information for each employee, including accurate details of job titles, compensation, and working conditions. Registration on the ERGANI portal is required to facilitate the submission process, which should be completed no later than the February deadline.

Failure to meet these obligations could result in penalties.

Supporting Employers Through the Transition

This development underscores the government’s commitment to modernizing employment practices and protecting workers’ rights. While the decree introduces new administrative responsibilities, it also provides an opportunity for businesses to standardize their employment practices and avoid potential disputes over unclear terms.

At our law firm, we are prepared to support employers in navigating these changes. For reviewing and updating contracts, our team of legal experts is here to ensure your business meets its obligations under the law. Compliance not only avoids penalties but also demonstrates a commitment to transparency and fairness, enhancing your reputation as an employer.

Contact us for more information or to discuss how we can assist you.