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> GOUVERNANCE - page d'accueil > EPLex: une base de données sur les législations de protection de l'emploi > Chypre

Chypre - Conditions de fond du licenciement


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Obligation d'informer le travailleur des raisons du licenciement : Non
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.


Motifs autorisés (licenciement justifié) : motifs économiques; conduite du travailleur; capacité du travailleur
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.)


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; race; couleur; sexe; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; affiliation et activités syndicales ; handicap; congé parental; participation à une grève légale
Remarks:
  • Sec. 6 TEA
    See also, European Commission Study, TER, 2007, p.56.


Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales
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

Obligation d'informer le travailleur des raisons du licenciement : Non
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.


Motifs autorisés (licenciement justifié) : motifs économiques; conduite du travailleur; capacité du travailleur
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.)


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; race; couleur; sexe; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; affiliation et activités syndicales ; handicap; congé parental; participation à une grève légale
Remarks:
  • Sec. 6 TEA
    See also, European Commission Study, TER, 2007, p.56.


Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales
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

Obligation d'informer le travailleur des raisons du licenciement : Non
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.


Motifs autorisés (licenciement justifié) : motifs économiques; conduite du travailleur; capacité du travailleur
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.)


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; race; couleur; sexe; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; affiliation et activités syndicales ; handicap; congé parental; participation à une grève légale
Remarks:
  • Sec. 6 TEA
    See also, European Commission Study, TER, 2007, p.56.


Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales
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

Obligation d'informer le travailleur des raisons du licenciement : Non
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.


Motifs autorisés (licenciement justifié) : motifs économiques; conduite du travailleur; capacité du travailleur
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.)


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; race; couleur; sexe; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; affiliation et activités syndicales ; handicap; congé parental; participation à une grève légale
Remarks:
  • Sec. 6 TEA
    See also, European Commission Study, TER, 2007, p.56.


Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales
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.