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> GOBERNANZA - página de entrada > EPLex: una base de datos sobre la legislación de protección del empleo > Chipre

Chipre - Requisitos de fondo para el despido


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Obligación de motivar el despido : No
Remarks:
  • Only for collective dismissals is justification explicitly requested in the legislation.
    (sec. 21 TEA (notification to the labour administration) and sec.4-5 CDA (consultation with the trade union representatives).
    No such provision exists with regard to individual dismissals based on the worker's conduct or capacity.


Motivos autorizados (despido justificado) : razones económicas ; conducta del trabajador ; capacidad del trabajador
Remarks:
  • Sec. 5 TEA. As a general rule, dismissal is deemed unfair unless the employer proves the existence of one of the reasons exhaustively listed in the legislation.
    "These are:
    - the employee fails to carry out his or her work in a reasonably efficent manner,
    - the employee becomes redundant,
    - termination is due to an act of god or force majeure,
    - the contract is for a fixed-term and has expired or the employee has reached the normal age of retirement,
    - the employment relationship cannot be expected to continue (the employee is guilty of gross misconduct, a criminal offence or immoral behaviour in the course of his or her duties, the employee repeatedly disregards his or her work and duties)"
    (see European Commission, Termination of Employment Relationship - Legal situation in the following Member States of the European Union: Bulgaria, Cyprus, the Czech Republic, Estonia, Hungary, Latvia, Lithuania, Malta, Poland, Romania, Slovakia and Slovenia, 2007, p. 51.)


Motivos prohibidos : estado civil; embarazo ; licencia de maternidad; presentación de una queja contra el empleador; raza; color; sexo; religión ; opinion política ; origen social ; nacionalidad ; afiliación sindical y actividades sindicales ; discapacidad ; licencia paternal; participación en una huelga legal
Remarks:
  • Sec. 6 TEA
    See also, European Commission Study, TER, 2007, p.56.


Trabajadores que gozan de una protección particular (fuero): mujeres embarazadas o con licencia de maternidad ; trabajadores con responsabilidades familiares
Remarks:
  • See: Maternity Protection Act (No. 100(I)/97, as amended in 2011), sec. 4:
    Prohibition to give notice for termination to pregnant women after the announcement of pregnancy and up until 3 months after the expiry of the maternity leave and to women on adoption leave. However, this does not apply when the employed woman is found guilty of a serious offence or behaviour justifying termination of the employment relationship, when the undertaking ceases its activities, or when the contract period has come to an end (sec. 4B)


+ show references

Obligación de motivar el despido : No
Remarks:
  • Only for collective dismissals is justification explicitly requested in the legislation.
    (sec. 21 TEA (notification to the labour administration) and sec.4-5 CDA (consultation with the trade union representatives).
    No such provision exists with regard to individual dismissals based on the worker's conduct or capacity.


Motivos autorizados (despido justificado) : razones económicas ; conducta del trabajador ; capacidad del trabajador
Remarks:
  • Sec. 5 TEA. As a general rule, dismissal is deemed unfair unless the employer proves the existence of one of the reasons exhaustively listed in the legislation.
    "These are:
    - the employee fails to carry out his or her work in a reasonably efficent manner,
    - the employee becomes redundant,
    - termination is due to an act of god or force majeure,
    - the contract is for a fixed-term and has expired or the employee has reached the normal age of retirement,
    - the employment relationship cannot be expected to continue (the employee is guilty of gross misconduct, a criminal offence or immoral behaviour in the course of his or her duties, the employee repeatedly disregards his or her work and duties)"
    (see European Commission, Termination of Employment Relationship - Legal situation in the following Member States of the European Union: Bulgaria, Cyprus, the Czech Republic, Estonia, Hungary, Latvia, Lithuania, Malta, Poland, Romania, Slovakia and Slovenia, 2007, p. 51.)


Motivos prohibidos : estado civil; embarazo ; licencia de maternidad; presentación de una queja contra el empleador; raza; color; sexo; religión ; opinion política ; origen social ; nacionalidad ; afiliación sindical y actividades sindicales ; discapacidad ; licencia paternal; participación en una huelga legal
Remarks:
  • Sec. 6 TEA
    See also, European Commission Study, TER, 2007, p.56.


Trabajadores que gozan de una protección particular (fuero): mujeres embarazadas o con licencia de maternidad ; trabajadores con responsabilidades familiares
Remarks:
  • See: Maternity Protection Act (No. 100(I)/97, as amended in 2011), sec. 4:
    Prohibition to give notice for termination to pregnant women after the announcement of pregnancy and up until 3 months after the expiry of the maternity leave and to women on adoption leave. However, this does not apply when the employed woman is found guilty of a serious offence or behaviour justifying termination of the employment relationship, when the undertaking ceases its activities, or when the contract period has come to an end (sec. 4B)


+ show references

Obligación de motivar el despido : No
Remarks:
  • Only for collective dismissals is justification explicitly requested in the legislation.
    (sec. 21 TEA (notification to the labour administration) and sec.4-5 CDA (consultation with the trade union representatives).
    No such provision exists with regard to individual dismissals based on the worker's conduct or capacity.


Motivos autorizados (despido justificado) : razones económicas ; conducta del trabajador ; capacidad del trabajador
Remarks:
  • Sec. 5 TEA. As a general rule, dismissal is deemed unfair unless the employer proves the existence of one of the reasons exhaustively listed in the legislation.
    "These are:
    - the employee fails to carry out his or her work in a reasonably efficent manner,
    - the employee becomes redundant,
    - termination is due to an act of god or force majeure,
    - the contract is for a fixed-term and has expired or the employee has reached the normal age of retirement,
    - the employment relationship cannot be expected to continue (the employee is guilty of gross misconduct, a criminal offence or immoral behaviour in the course of his or her duties, the employee repeatedly disregards his or her work and duties)"
    (see European Commission, Termination of Employment Relationship - Legal situation in the following Member States of the European Union: Bulgaria, Cyprus, the Czech Republic, Estonia, Hungary, Latvia, Lithuania, Malta, Poland, Romania, Slovakia and Slovenia, 2007, p. 51.)


Motivos prohibidos : estado civil; embarazo ; licencia de maternidad; presentación de una queja contra el empleador; raza; color; sexo; religión ; opinion política ; origen social ; nacionalidad ; afiliación sindical y actividades sindicales ; discapacidad ; licencia paternal; participación en una huelga legal
Remarks:
  • Sec. 6 TEA
    See also, European Commission Study, TER, 2007, p.56.


Trabajadores que gozan de una protección particular (fuero): mujeres embarazadas o con licencia de maternidad ; trabajadores con responsabilidades familiares
Remarks:
  • See: Maternity Protection Act (No. 100(I)/97, as amended in 2008), sec. 4:
    Prohibition to give notice for termination to pregnant women after the announcement of pregnancy and up until 3 months after the expiry of the maternity leave and to women on adoption leave. However, this does not apply when the employed woman is found guilty of a serious offence or behaviour justifying termination of the employment relationship, when the undertaking ceases its activities, or when the contract period has come to an end.


+ show references

Obligación de motivar el despido : No
Remarks:
  • Only for collective dismissals is justification explicitly requested in the legislation.
    (sec. 21 TEA (notification to the labour administration) and sec.4-5 CDA (consultation with the trade union representatives).
    No such provision exists with regard to individual dismissals based on the worker's conduct or capacity.


Motivos autorizados (despido justificado) : razones económicas ; conducta del trabajador ; capacidad del trabajador
Remarks:
  • Sec. 5 TEA. As a general rule, dismissal is deemed unfair unless the employer proves the existence of one of the reasons exhaustively listed in the legislation.
    "These are:
    - the employee fails to carry out his or her work in a reasonably efficent manner,
    - the employee becomes redundant,
    - termination is due to an act of god or force majeure,
    - the contract is for a fixed-term and has expired or the employee has reached the normal age of retirement,
    - the employment relationship cannot be expected to continue (the employee is guilty of gross misconduct, a criminal offence or immoral behaviour in the course of his or her duties, the employee repeatedly disregards his or her work and duties)"
    (see European Commission, Termination of Employment Relationship - Legal situation in the following Member States of the European Union: Bulgaria, Cyprus, the Czech Republic, Estonia, Hungary, Latvia, Lithuania, Malta, Poland, Romania, Slovakia and Slovenia, 2007, p. 51.)


Motivos prohibidos : estado civil; embarazo ; licencia de maternidad; presentación de una queja contra el empleador; raza; color; sexo; religión ; opinion política ; origen social ; nacionalidad ; afiliación sindical y actividades sindicales ; discapacidad ; licencia paternal; participación en una huelga legal
Remarks:
  • Sec. 6 TEA
    See also, European Commission Study, TER, 2007, p.56.


Trabajadores que gozan de una protección particular (fuero): mujeres embarazadas o con licencia de maternidad ; trabajadores con responsabilidades familiares
Remarks:
  • See: Maternity Protection Act (No. 100(I)/97, as amended in 2008), sec. 4:
    Prohibition to give notice for termination to pregnant women after the announcement of pregnancy and up until 3 months after the expiry of the maternity leave and to women on adoption leave. However, this does not apply when the employed woman is found guilty of a serious offence or behaviour justifying termination of the employment relationship, when the undertaking ceases its activities, or when the contract period has come to an end.