Employer of Record · Cyprus
Your Cyprus hires, employed properly — with a partner that scales with you.
OneJar provides Employer of Record (EOR) services for international companies hiring in Cyprus without a local entity. We handle employment, payroll and compliance under Cyprus law — and when you're ready to set up your own Cyprus entity, we help you transition cleanly into running it yourself.
The model
What Employer of Record actually means
EOR is a model where a third party legally employs your Cyprus-based team on your behalf — letting you hire in Cyprus without setting up a Cyprus entity.
No entity required
OneJar is the legal employer of record. Your team have Cyprus employment contracts with us; we handle payroll, statutory contributions, contracts and compliance under Cyprus law.
You direct the work
The employment relationship is structural — OneJar is the employer of record only. Your team report to you, work on your projects, use your tools, attend your meetings.
One invoice, monthly
Salary + statutory contributions + OneJar's service fee, invoiced as a single line item per team member. Predictable, all-in.
When EOR is the right fit
Your first one or two Cyprus hires; testing Cyprus as a market; converting a Cyprus contractor into a compliant employee; or wanting a Cyprus-deep partner who grows with you.
Global platform vs local partner
Why use a Cyprus-based EOR
Most international companies evaluating EOR in Cyprus weigh two paths: a global platform (Cyprus as one of many countries) or a Cyprus-based provider (Cyprus as the core capability).
If you're hiring across many countries at once and want one platform, a global EOR delivers real value, with Cyprus handled to a serviceable standard. But if Cyprus is meaningful — a strategic market, a regional hub, your first European hire, a sensitive employment situation — depth starts to matter more than breadth.
Cyprus has specifics that templates handle poorly: a Termination of Employment Law amended dozens of times since 1967, EU directives with local implementation, a Department of Labour Relations that resolves disputes on documentation, tax-residency rules affecting packaging, and 13th-salary norms that aren't statutory but are expected. Global platforms manage these through partner networks; OneJar handles them directly.
How we run it
How OneJar handles EOR
EOR is a service where execution discipline matters more than feature lists. Pricing is one monthly invoice per team member covering salary, employer-side statutory contributions (~15.4% of gross) and OneJar's service fee — with a transparent walkthrough on the first call.
Continuity of relationship
Each engagement is run by a named HR partner — the same person from onboarding onward. Your team know who to call; you know who to escalate to. No starting from scratch with whoever picks up the ticket.
Full lifecycle ownership
Cyprus-compliant contracts, proper onboarding, monthly payroll, all statutory contributions, statutory leave and end-of-employment processes — a managed employment relationship, not a templated checklist.
Future-proof partnership
When your operation grows past a hire or two, the math for your own entity changes. We support that transition — entity-setup coordination, employee transfer, payroll handover — and continue your HR under our HR Outsourcing service once you're running your own entity.
FAQ
How quickly can OneJar onboard our first Cyprus employee?+
Once we have the candidate's details and your engagement is agreed, standard EOR onboarding takes 5–10 working days — Cyprus contract drafting, tax and Social Insurance registration, payroll setup and onboarding documentation. We can compress for urgent cases where the candidate is ready and the regulatory steps allow, and we'll tell you upfront what's realistic.
Can OneJar convert an existing Cyprus-based contractor into a compliant employee?+
Yes — one of our most common EOR entry points. Many companies work with Cyprus contractors who, under Cyprus law, should be classified as employees. We handle the conversion: a compliant contract, the proper statutory contributions, a clean transition and, where applicable, addressing historic misclassification exposure with appropriate documentation.
What about benefits, leave, and 13th salary?+
Cyprus norms may differ from your home jurisdiction. Statutory annual leave is typically 4 weeks; sick, maternity, paternity and parental leave each have separate frameworks. The 13th-month salary isn't statutory but is widely expected in many sectors — we advise what's competitive for the role. Private medical and pension are negotiable benefits. OneJar coordinates all of it.
What if we eventually want to set up our own Cyprus entity?+
Most EOR clients transition to their own entity around 3–5 employees. We support it: coordination with corporate lawyers and accountants on setup, employee transfer with clean continuity, payroll handover, and continued HR support under our HR Outsourcing service once your entity is operational. The same partner across both phases.
What happens if we need to end an employment relationship?+
Cyprus has specific procedural requirements — notice periods that scale with tenure, statutory severance formulas, documented steps, and narrower grounds for dismissal than many EU jurisdictions. OneJar handles the process under Cyprus law on your behalf, including notice, severance calculation, documentation and any Department of Labour Relations interactions, advising on specifics before any termination is initiated.