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> GOVERNANCE - home > Employment protection legislation database - EPLex > Cyprus

Cyprus - Procedural requirements for collective dismissals for economic reasons (redundancy, retrenchment)


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Definition of collective dismissal (number of employees concerned):
At least, over a period of 30 days:
1) 10 employees in undertakings with 20 to 99 employees;
2) 10 % of the employees in undertakings with 100 to 299 employees;
3) 30 employees in undertakings with at least 300 employees.

Remarks:
  • Sec. 2 CDA

Prior consultations with trade unions (workers' representatives): Yes

Remarks:
  • Sec. 4 & 5 CDA

Notification to the public administration: Yes

Remarks:
  • Sec. 6 CDA.
    Sec. 21 TEA.

Notification to workers' representatives: Yes

Remarks:
  • Sec. 4 & 5 CDA

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): No

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Remarks:
  • Sec. 4 CDA

Priority rules for re-employment: Yes

Remarks:
  • Sec. 22 TEA (within 8 months following redundancy and subject to the operational needs of the enterprise)

+ show references

Definition of collective dismissal (number of employees concerned):
At least, over a period of 30 days:
1) 10 employees in undertakings with 20 to 99 employees;
2) 10 % of the employees in undertakings with 100 to 299 employees;
3) 30 employees in undertakings with at least 300 employees.

Remarks:
  • Sec. 2 CDA

Prior consultations with trade unions (workers' representatives): Yes

Remarks:
  • Sec. 4 & 5 CDA

Notification to the public administration: Yes

Remarks:
  • Sec. 6 CDA.
    Sec. 21 TEA.

Notification to workers' representatives: Yes

Remarks:
  • Sec. 4 & 5 CDA

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): No

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Remarks:
  • Sec. 4 CDA

Priority rules for re-employment: Yes

Remarks:
  • Sec. 22 TEA (within 8 months following redundancy and subject to the operational needs of the enterprise)

+ show references

Definition of collective dismissal (number of employees concerned):
At least, over a period of 30 days:
1) 10 employees in undertakings with 20 to 99 employees;
2) 10 % of the employees in undertakings with 100 to 299 employees;
3) 30 employees in undertakings with at least 300 employees.

Remarks:
  • Sec. 2 CDA

Prior consultations with trade unions (workers' representatives): Yes

Remarks:
  • Sec. 4 & 5 CDA

Notification to the public administration: Yes

Remarks:
  • Sec. 6 CDA.
    Sec. 21 TEA.

Notification to workers' representatives: Yes

Remarks:
  • Sec. 4 & 5 CDA

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): No

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Remarks:
  • Sec. 4 CDA

Priority rules for re-employment: Yes

Remarks:
  • Sec. 22 TEA (within 8 months following redundancy and subject to the operational needs of the enterprise)

+ show references

Definition of collective dismissal (number of employees concerned):
At least, over a period of 30 days:
1) 10 employees in undertakings with 20 to 99 employees;
2) 10 % of the employees in undertakings with 100 to 299 employees;
3) 30 employees in undertakings with at least 300 employees.

Remarks:
  • Sec. 2 CDA

Prior consultations with trade unions (workers' representatives): Yes

Remarks:
  • Sec. 4 & 5 CDA

Notification to the public administration: Yes

Remarks:
  • Sec. 6 CDA.
    Sec. 21 TEA.

Notification to workers' representatives: Yes

Remarks:
  • Sec. 4 & 5 CDA

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): No

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Remarks:
  • Sec. 4 CDA

Priority rules for re-employment: Yes

Remarks:
  • Sec. 22 TEA (within 8 months following redundancy and subject to the operational needs of the enterprise)