On 12 December 2024, Cyprus ratified the International Labour Organization’s (ILO) Convention No. 190 concerning Violence and Harassment in the Workplace.
On 11 April 2025, the Law on the Prevention and Combatting of Violence and Harassment in the Workplace (Law 42(I)/2025) came into force, aligning Cyprus with the standards set by ILO Convention No. 190.
Objectives of the Law
Law 42(I)/2025 aims to: (a) Prevent and combat violence and harassment in the workplace; (b) Protect complainants, victims, and witnesses from victimisation or retaliation; (c) Safeguard the confidentiality and privacy of those involved, ensuring it is not misused; (d) Recognise and mitigate, where reasonably possible, the effects of domestic violence on work.
Definitions
- Violence: An act, omission, practice, or behaviour—including threats—that may cause physical, sexual, psychological, or economic harm or injury to the victim, whether as a single incident or repeated.
- Harassment: Unwanted conduct that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.
Scope
The Law applies to employees, employers, and third parties. It criminalises both violence and harassment in any place where work is performed or related to work, including public and private spaces surrounding the workplace, rest areas, commuting, work-related travel and events, employer-provided accommodation, and digital communications.
Responsibilities of Employers
Employers are required to adopt a zero-tolerance approach and take proactive steps to prevent and address workplace violence and harassment.
Obligations include:
1. Implementing a workplace policy in consultation with employees and their representatives.
2. Taking immediate action upon awareness of incidents, including changing roles, hours, or work location where feasible.
3. Handling complaints impartially, confidentially, and respectfully.
4. Maintaining effective complaint mechanisms.
5. Drafting a Code of Conduct, in consultation with employee representatives, which includes:
- Scope and application;
- Identification and definition of prohibited acts;
- Complaint procedures and responsible authorities;
- Obligations of employers and employees;
- Disciplinary measures and follow-up procedures.
6. Appointing trained employees to ensure code compliance and handle complaints.
7. Promoting awareness and training; integrating violence and harassment risks into workplace safety assessments.
8. Taking steps to mitigate the impact of domestic violence, including flexible work arrangements.
Protection Against Retaliation
Dismissals or adverse changes in employment conditions due to complaints, resistance, or cooperation in violence/harassment cases are deemed null and void unless proven unrelated. This applies to both complainants and supporting individuals.
Employers should:
1. Review and revise current workplace policies and practices to ensure compliance.
2. Introduce a Code of Conduct incorporating all statutory requirements.
3. Appoint trained personnel to manage implementation and complaints.
4. Train employees and raise awareness of the new standards.
Our firm routinely answers queries from individuals and corporate clients on employment law matters. If you have a query or wish to receive further information, please contact us using [email protected]. For additional information on our firm, please visit our website at www.ntlaw.com.cy
How can we help?
We provide advice on all aspects of Cyprus employment law matters, including termination of employment, protection of maternity, discrimination at work, health and safety, policy manuals and employment dispute resolution (mediation and litigation at the Industrial Disputes Court).
Theodorou Law is a Cyprus law firm with Cyprus lawyers and other legal experts on legal matters involving Cyprus law, EU law and international law. The above should be used as a source of general information only. It is not intended to give a definitive statement of the law.
If you have a query or wish to receive further information, please contact us using [email protected]
