Cyprus Leave Laws and Holidays

Compassionate leave duration varies but typically includes a few days off for family emergencies, bereavements, or other significant personal issues.

Notice for compassionate leave should be given as soon as possible, with an understanding of the urgent nature of the circumstances.

Compassionate leave generally requires immediate supervisor approval, given the unplanned nature of such leave.

Additional compassionate leave may be granted at the employer's discretion, depending on the situation and company policy.

Compassionate leave does not accrue and is granted on an as-needed basis.

There is no carry over for compassionate leave as it is intended for immediate, unforeseen circumstances.

Compassionate leave is not subject to payout on termination, as it does not accrue and is used specifically for emergencies.

There is no end-of-year payout for compassionate leave, as it is granted on an as-needed basis and does not accumulate.

Compassionate leave is intended to address immediate personal emergencies, such as a death in the family or similar crises, and requires flexibility in its application.

Employees are entitled to sick leave of up to 30 days per year with partial pay, provided they present a medical certificate.

Employees should notify their employer as soon as possible of their inability to work due to illness.

Sick leave needs to be substantiated with medical certification from a qualified health professional to be considered valid.

Additional sick leave can be granted based on specific medical certifications and employer policies, potentially at a reduced pay rate.

Sick leave entitlement is not based on accrual but on the statutory rights per annum.

Sick leave cannot be carried over to the next year; it resets each year.

Unused sick leave does not get paid out upon termination of employment.

There is no payout at the end of the year for unused sick leave.

Employees may be eligible for additional benefits through the Social Security Administration (SSA) depending on the nature and duration of the illness.

Employees are entitled to a minimum of 20 working days of paid annual leave per year, which increases to 24 days after completing 5 years of service.

Annual leave dates should be scheduled in mutual agreement between the employer and the employee, ideally at the beginning of each calendar year.

Annual leave requires prior approval from the employer, and the scheduling depends on work requirements.

Additional leave beyond the statutory quota is not mandated by law but can be negotiated individually with the employer.

Annual leave accrues monthly but is often calculated on an annual basis from the date of employment.

Carrying over of leave days is subject to employer's policy, typically only a few days are allowed to be carried over to the next year and must be used within a specific timeframe.

Unused annual leave is paid out upon termination of employment.

There is usually no payout at the end of the year for unused annual leave; it must be used or carried over according to company policy.

Public holidays occurring during annual leave do not count as annual leave days.

Fathers are entitled to 2 weeks of paternity leave, which can be taken within a period of 16 weeks from the date of childbirth.

The employer should be notified of the intention to take paternity leave as soon as the childbirth is foreseeable or immediately after the birth.

Paternity leave generally requires approval from the employer, particularly regarding the timing of the leave.

There is no provision in the law for additional paternity leave beyond the stipulated 2 weeks.

Paternity leave does not accrue and is available as a one-time entitlement per childbirth.

Paternity leave cannot be carried over beyond the 16 week period following the childbirth.

Paternity leave is not subject to payout on termination, as it is specifically intended for use around the time of childbirth.

There is no end-of-year payout for unused paternity leave, as it must be used within the designated period.

Paternity leave is specifically intended to provide support to the mother and new child and must be taken in relation to the childbirth.

Parental leave is available for up to 18 weeks per parent, per child, until the child reaches the age of 8. This leave is unpaid.

Employers must be notified of the intention to take parental leave at least one month in advance.

Parental leave requires approval from the employer, particularly regarding the timing and duration of the leave.

The quota for parental leave is fixed and cannot be extended beyond the 18 weeks per child.

Parental leave is a one-time entitlement and does not accrue over time. It must be used before the child turns 8 years old.

Parental leave cannot be carried over once the child reaches the age of 8.

There is no payout for unused parental leave upon termination, as it is unpaid and tied to the age of the child.

There is no end-of-year payout for parental leave as it is unpaid.

Parental leave is unpaid and is intended to provide time for childrearing outside of the provisions for maternity or paternity leave.

Pregnant employees are entitled to 18 weeks of maternity leave, which can be started a few weeks before the expected date of childbirth.

The employer must be notified of the pregnancy and the expected date of childbirth at least 10 weeks in advance.

Maternity leave approval is subject to presentation of medical documentation related to pregnancy and childbirth.

Additional maternity leave may be granted in certain medical circumstances, as dictated by law or additional medical needs.

Maternity leave entitlement is not based on accrual but is a statutory right provided to pregnant employees.

Maternity leave cannot be carried over; it is tied specifically to the period around childbirth.

Maternity leave is not subject to payout upon termination, as it must be taken around the childbirth period.

There is no end of year payout for maternity leave as it does not accrue nor carry over.

The law protects against dismissal during pregnancy and maternity leave except under exceptional circumstances not related to pregnancy or childbirth.