Employee relations
A difficult employee? Handle it properly under Cyprus law.
Underperformance, conduct, or a decision to let someone go. In Cyprus, how you handle it matters as much as why.
Why procedure matters
Most cases are lost on procedure, not on the facts.
Cyprus disputes are typically resolved on documentation. Most wrongful-dismissal cases come from procedural errors, not malice. The Termination of Employment Law (24/1967) sets notice periods that scale with tenure, statutory severance formulas, and narrower grounds for dismissal than many EU jurisdictions.
The steps
Do it in this order
Raise it early, in writing
Raise the issue as soon as you see it, and put it in writing.
Give written warnings
Every warning in writing, so there is a record of what was said and when.
Document everything
Meetings, warnings and the employee’s responses. In a dispute, the documents are what get tested.
Follow your disciplinary procedure
The procedure in your handbook, step by step, with no shortcuts.
If it ends in dismissal
You need a valid reason, and notice that scales with tenure under the Termination of Employment Law (24/1967). Notice periods: 1 week after 26–51 weeks of service, 2 weeks after 52–103, 4 weeks after 104–155, 5 weeks after 156–207, 6 weeks after 208–259, 7 weeks after 260–311, and 8 weeks after 312 weeks or more. You can pay in lieu of notice. In the first 26 weeks no statutory notice is required.
Notice periods from Article 9 of the Termination of Employment Law (24/1967). General information, not legal advice.
What we do
We run the process with you.
From the first conversation to a clean exit, documented to Cyprus standards.
Talk to us before you act.
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