1. The largest trade unions in Cyprus

2. The main employer / professional associations in Cyprus

3. Industrial Relations Code

4. Trade Union Registrar & Trade Union Registrations Service

The Trade Union Registrar is the competent authority for the application of and compliance with the Trade Union Laws of 1965 and 1996 and the related Regulations. The Trade Union Registrar is the relevant Director of the Labour Relations Department.

The purpose of the Trade Union Registrar and of the Trade Union Registrations Service in general is the development and efficient operation of the employer association and trade union movement in Cyprus, in order to achieve the Labour Relations Department's objective of a healthy and effective organisation of employer associations and employee trade unions, which form the basis of the voluntary system of labour relations.

Specifically, the responsibilities of the Service include:

• • To supervise compliance with the provisions of the Trade Union Laws of 1965 and 1996 and of the related Regulations.
• • To advise organisations registered on the registry of the Trade Union Registrar with respect to their efficient organisation and functioning.
• • To provide information and advice to the members of the organisations and to the public in general, with respect to their rights and obligations.
• • To examine complaints referring to infringements of the Law, and to take the necessary measures provided for by the Law.
• • To examine and deal with internal trade union problems and provide advice for resolving them.
• • To collect and analyse statistical information relating to organisations registered on the registry of the Registrar.
• • To keep an archive/registry of registered employer and employee organisations based on the provisions of the Trade Union Laws.
• • To apply the 2012 law on the Recognition of the Trade Union Organisation and on the Right to Provide Trade Union Facilities for Recognition Purposes.
• • To apply the (Ratifying) Laws of 1995 and 2012 on the Employee Representatives Agreement.

5. Employees: Rules on staff representation

Information provided below relates to the Laws regarding the Establishment of a General Framework for Informing and Consulting Employees (Law 78(I)/2005 and Law 160(I)/2018) (Directive 2002/14/EC of the European Parliament and of the Council of 11 March 2002 establishing a general framework for informing and consulting employees in the European Community)

- Company size thresholds required for staff representation

Τhe Laws regarding the Establishment of a General Framework for Informing and Consulting Employees (Law 78(I)/2005 and Law 160(I)/2018) apply to all businesses with more than 30 employees.

- Under what circumstances can employees organise staff representation

There are no requirements beyond the threshold regarding the size of the business.

- What requirements should an employee fulfil in order to become a representative

There are no general requirements for becoming an employee representative. Company-specific conditions may exist and they are regulated by the practice/agreements and/or the legislation that applies to the specific employer.

- What duties can be fulfilled by staff representatives

The duties that the employees' representatives can fulfil are those of representing the employees at company level, being informed about all matters covered by the Establishment of a General Framework for Informing and Consulting Employees Laws (Law 78(I)/2005 and Law 160(I)/2018) 2018) and informing the rest of the employees about these matters.

- What are the rights and obligations, protections and guaranteed related to staff representation

The Laws regarding the Establishment of a General Framework for Informing and Consulting Employees (Law 78(I)/2005 and Law 160(I)/2018) provide for the following rights and obligations of employees' representatives:


(a) information from the employer regarding recent and possible developments on the activities and the financial situation of the employer’s business;

(b) information and consultation with the employer about the situation, structure and possible changes regarding employment in the company, as well as any preventive measures planned in the event of declining employment levels;

(c) information and consultation with the employer on decisions that may lead to substantial changes in the organization of work or employment contracts, including collective redundancies and business transfer issues, including any facilities or parts or facilities;

(d) information from the employer at the appropriate time, manner and content, as well as at the appropriate level of management of the employer so that the employees' representatives can look into the issues risen and, if necessary, prepare for consultation;

(e) expression of opinion regarding information and consultation issues and receipt of reasoned response from the employer on their opinion;

(f) information and consultation with the employer before the latter reaches decisions on issues covered by the Laws;

(g) the obligation not to disclose to employees or other third parties information which has been explicitly classified as confidential so as to protect the legitimate interests of the company.

In the performing their duties, employees’ representatives must have adequate protection and safeguards and they must not be unfavourably treated by their employer's because of the activities as employees' representatives with the purpose to carry out their duties unobstructed.



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