The Cyprus Employers and Industrialists Federation (OEB) informs all its Members that the Law on the Prevention and Treatment of Violence and Harassment in the Workplace was voted by the House of Representatives and published on Friday, April 11, 2025, in the Official Gazette of the Republic of Cyprus.
The new Law aims to prevent and combat violence and harassment in the workplace through civil and/or criminal law and through the establishment of out-of-court procedures.
More specifically, the Law aims to:
- protecting complainants, victims and witnesses from any victimisation or retaliation
- protecting the privacy of the persons involved and confidentiality, as far as possible, and ensuring that there is no abuse of privacy requirements
- recognising the consequences of domestic violence and, where possible, mitigating its impact on working life.
The provisions of the Law apply to:
- workers, in relation to their employment-related activities and behaviour in the workplace, where this constitutes violence or harassment
- employers, with regard to their acts or behaviour resulting from the submission of complaints or complaints or from resistance to acts of violence or harassment in the workplace
- third parties who have a customer or contractual relationship or provide services at the workplace or to the employer, as well as to the public visiting the workplace or the employer, in relation to acts or behaviour that constitute violence or harassment.
As provided for in this Law, the employer is obliged to protect its employees from any act that constitutes violence or harassment or is related to the submission of a complaint or denunciation of such acts.
It must further implement appropriate preventive measures, draw up and implement a policy against violence and harassment, in cooperation and consultation with workers and their trade unions.
In the event of a relevant incident, the employer shall take immediate and adequate measures to terminate it, to redress the consequences for the victim and to avoid re-victimisation.
Any complaints must be handled by the employer with impartiality, confidentiality and respect for human dignity, through safe and effective investigation mechanisms.
It is mandatory to draw up a Code of Conduct that includes:
– the identification of acts constituting violence or harassment.
– the procedures for submitting and examining complaints.
– the relevant obligations of employers and employees.
– the measures to manage and prevent such acts.
The failure to draw up a Code makes the employer jointly responsible for acts of violence or harassment.
The employer must appoint one or more employees, trained to:
– the observance and application of the Code.
– the receipt and investigation of complaints.
The employer must promote a culture of zero tolerance to violence and harassment, through:
– Information and training of employees.
– monitoring and evaluating relevant risks.
– Supporting victims of domestic violence with flexible working arrangements and protection against dismissal.
Natural persons responsible for acts of violence or harassment in the workplace are considered guilty of a criminal offence and, if convicted, are subject to a prison sentence not exceeding three (3) years or a fine not exceeding ten thousand euros (€10,000) or both, provided that the act is not punished more severely than other applicable legal provisions.
In addition, the Law provides that legal persons are also criminally liable for committing an offence provided for therein, when the offence is committed by a person acting individually or as a member of the legal person and holding a position related to authority:
– representation of the legal entity,
– decision-making on its behalf,
– exercise of control within the legal entity.
The new legislation is attached in its entirety.
For further information, you can contact the Department of Labor Relations and Social Policy of OEB at tel. 22-643000.
