Termination of Employment in Cyprus

The Employment Law (100(1)/2000) in Cyprus includes both statute and case law. Specifically, Cyprus statute law contains issues related to the termination of employment, paid leave, annual social insurance, maternity leave, equal treatment at work e.t.c. The Labour Disputes Courts deals with issues related to the rights of employees and employers.

The Employment Law applies to every employee who has a contract or employment relationship in the private, public and semi-governmental sector.

The Employment Law does NOT apply to:

· employees whose total period of employment is less than one month;

· employees whose total hours of employment is less than eight hours in a given week;

· employees whose employment is of a casual nature and/or particular nature under the condition that in these cases the non-application of the Law is justified by objective reasons;

In this article, our employment lawyers will present the primary aspects of termination of employment in Cyprus, i.e. notice period, unlawful termination of employment and redundancy.

Under the Termination of Employment Law (24/1967), an employer intending to dismiss an employee, who has completed at least 26 weeks of continuous employment, is obliged to give the employee a minimum period of notice based on the length of his/her service, as illustrated below:


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When to Hire an Unemployment Attorney

Losing your job is hard enough. Your missing income hurts not just your pride, but also your bottom line. While it might feel counterintuitive to pay an unemployment attorney when you’re already short on cash, it could, in fact, be a great decision.

Unemployment paperwork might seem very simple and straightforward. In some states, you can even do the paperwork online. While each state requires differing information, all states require basic information like name, date of birth, and work history. You also have to give a reason for your unemployment. If you have been unemployed through no fault of your own, the state will quickly process the form, and you should begin receiving your benefits within a few weeks. However, there are several reasons why you might want to contact an unemployment attorney in order to gain access to your benefits.

Your Benefits Are Improperly Denied

If you have already been denied benefits, you have the right to appeal the decision. You have to file the appeal in writing and then attend a hearing. You may be able to phone into the hearing, but your presence is still the only way for the state to hear your side of it. A lawyer can

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Is At-Will Employment A Myth?

California law provides for at-will employment unless there is an agreement to the contrary. As a result, an employer may believe it is free to terminate an employee at any time and for any reason or no reason.

The reality is far more complicated. A variety of limitations and exceptions to at-will employment have built up over time. An employer who decides to fire a worker should not have a false sense of security that the at-will doctrine will protect it against a wrongful termination lawsuit.

Implied Agreement

At-will employment can be negated by an implied agreement to not discharge an employee without good cause. Written or verbal representations by the employer of continued employment, other statements by the employer that create an expectation of job security, or the establishment of a progressive disciplinary policy can create such an implied agreement.


An employer may not dismiss an employee because of his or her race, gender, age, religion, ethnicity, national origin, disability, or sexual orientation. Because the protected characteristics are so numerous, one or more of them are likely to apply to most employees. Thus, an employee frequently will be in a position to at least claim that a termination is based on illegal discrimination.


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How to Preserve At-Will Employment

California has at-will employment, meaning that either the employer or the employee can terminate the employment relationship at any time, with or without cause, reasons, or notice.

But the at-will presumption can be negated by express or implied agreements to the contrary. In addition, an employer may not dismiss an employee for discriminatory or retaliatory reasons. As a result of these exceptions, employers often find themselves subject to claims by terminated employees.

An employer can adopt various strategies to maintain at-will treatment and protect itself against wrongful termination lawsuits. Following are some key do’s and don’ts:

DO Include Repeated At-Will Statements

Job applications, offer letters, employee manuals, performance evaluations, and other employment-related materials all should clearly and prominently state the at-will policy. The policy should be restated next to any provisions that might be interpreted as conflicting with an at-will arrangement. For example, any list of reasons in an employee manual as to why an employee may be discharged should be accompanied by a disclaimer that the list is not exclusive and that the employment always remains at-will. It is hard to repeat the at-will policy too many times.

DON’T Give Assurances of Job Security

An employer should train its managers to not unwittingly make verbal

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Common US Employment Law Violations

There are many people in the United States that have excellent, fair employers – yet there are also those whose workers’ rights are violated each and every year in regards to underpayment, overtime and rest break violations. For this reason, it is important to know your rights and find a great employment law attorney.

There are several employment law violations that are more common that others in the US, and the first one of these is lack of overtime payment. The particular law that applies will depend on the state, but in some cases, employees can be told that they are not entitled to overtime payment when they actually are.

In all cases, workers are entitled to overtime payment if they do not meet all the of a particular overtime exemption’s requirements. Furthermore, some people may be compensated for overtime, but this sum may be far lower than the amount that they are legally entitled to. In this case, finding a good unpaid overtime lawyer is an ideal solution.

In addition to the lack of overtime payment or the miscalculation of overtime payment that disadvantages the employee, there are other common employment law violations which employees need to be vigilant of. One of

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Are You A Mandatory Reporter In New South Wales?

In New South Wales, Australia, the Department of Family and Community Services (the Department) is responsible for statutory child protection, which includes maintaining a system to receive reports about children who have been harmed or who are at risk of being harmed. Under the Children and Young Persons (Care and Protection) Act 1998 (NSW), a mandatory reporter includes a person who delivers services to children, or who has a management role in relation to the delivery of services to children. The full definition can be seen at section 27(1) of the Act. This is a very wide definition that includes most medical doctors, dentists, child psychologists and psychiatrists, counsellors who work with children, child protection caseworkers, police officers, hospital workers, school teachers and early childhood care workers, and other employees of schools and pre-school institutions. Providers of residential services to children are also in scope. In addition, the managers of institutions that provide any of these kinds of services are likely to be mandatory reporters, as are some non-practitioner employees who come into contact with children when providing support to professional colleagues or services to children directly. If you are uncertain about whether you are a mandatory reporter, you should take

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Social Media In Pre-Employment Screening: When Did Personal Judgemental Prejudices Replace Validity?

It is clearly evident that social media is woven into our everyday lives and technology enables immediacy in terms of sharing personal information on line. Our everyday social activities are in the public arena, warts and all, and consequently open to scrutiny. However, how pervasive is this scrutiny in organisational recruitment? Legislation is in place to guard against discriminatory practices, however, it is perhaps inevitable that recruiters would be tempted to examine the digital lives being led by potential recruits to their organisations. It is an easy opportunity to attempt to get an insight into the character of the individual who has applied for a post; an attempt at enhancing cultural fit decision-making. However, this approach can be highly problematic. From a Business Psychology perspective it can be argued that recruitment is about ‘accounting for performance,’ that is when we measure potential performance, either via interview, psychometrics or live observational centres we are accounting for how any given individual will perform in a role. We may account for 17% at interview through to 65% with assessment centres. Whatever strategy is used there is always the possibility that the baby will be thrown out with the bath water. If we have hiring

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