Last updated 2025-08-22
Quick overview
Cyprus does not currently impose mandatory gender pay gap reporting on private employers. This will change with the EU Pay Transparency Directive, which all EU Member States, including Cyprus, must adopt by June 7, 2026. Employers will then face new reporting, transparency, and equal pay obligations, phased in depending on company size.
Reporting requirements
Which companies must report?
At present, no private-sector employer in Cyprus is required to publish or file gender pay gap reports.
What information needs to be reported?
N/A
When and where to send the data?
N/A
Who can see the results?
N/A
Equal pay laws
The Cypriot Labor Act prohibits discrimination in employment, including on the basis of gender, and guarantees equal pay for equal work. Any contractual or collective agreement clause that violates this principle is void.
However, these laws do not currently mandate employer reporting or public transparency. Compliance is enforced only through individual complaints and litigation.
Employee rights
Employees in Cyprus already have the right to equal treatment and to challenge discriminatory pay practices. Under existing rules, they may file claims with the Labor Inspectorate or seek remedies through the courts.
What is missing is a system of proactive employer obligations to disclose, monitor, and explain pay gaps — which the EU Directive will introduce.
Risks of non-compliance
Today, the risks are limited to litigation or complaints under the general principle of equal pay.
After transposition of the Directive, risks will expand to include:
Reversal of the burden of proof in discrimination cases
Administrative penalties for non-compliance
Compensation and damages for affected employees
Increased scrutiny from labor inspectors and equality bodies
What will change by 2026
New EU-wide rules
By June 7, 2026, Cyprus must adopt the EU Pay Transparency Directive, which includes:
Gender pay gap reporting for employers with 100+ staff
Pay range disclosures in job postings or before interviews
Ban on asking candidates about salary history
Use of gender-neutral job descriptions and titles
Joint Pay Assessments when significant pay gaps persist
Public and employee-facing transparency obligations
How Cyprus is likely to apply them
As of August 2025, Cyprus has not published draft legislation. Based on the Directive, Cyprus is expected to:
Assign responsibility for reporting and enforcement to the Ministry of Labor or the Office for Gender Equality
Create a digital platform for employer filings
Align penalties with EU minimum standards, including fines and rights to compensation
Increase the enforcement role of labor inspectors in monitoring compliance
FAQ
Does Cyprus currently require gender pay gap reporting?
No. There are no mandatory requirements in force for private employers.
When will reporting obligations start?
From 2027 for employers with 150+ staff. From 2031 for those with 100–149 staff.
What happens if a pay gap of 5 percent or more is found?
Employers must conduct a Joint Pay Assessment with worker representatives if the gap cannot be objectively justified and persists for six months.
Will job postings need to include pay ranges?
Yes. Employers will need to provide pay information either in postings or before interviews.
Can employers still ask for salary history in recruitment?
No. The Directive bans salary history questions.
Helpful resources
Cyprus Ministry of Labor and Social Insurance
Office of the Commissioner for Gender Equality
European Commission – Pay Transparency Directive resources
