Many employers, whether intentionally or unintentionally, engage in psychological violence or workplace harassment against their employees. This form of mistreatment often stems from the employer’s position of power and control, creating an imbalanced work environment. Employees frequently feel compelled to tolerate such behavior due to financial dependence and the fear of losing their income, which exacerbates the problem of workplace harassment and bullying.
On April 11, 2025, House or Representatives enacted Cyprus Law against Workplace Harassment (Law 42(I)/2025), marking a pivotal advancement in workplace protection laws. This new legislation aligns with the International Labour Organization’s Violence and Harassment Convention (No. 190, 2019) and seeks to promote safer, more inclusive work environments throughout the country.
With the enforcement of Law 42(I)/2025, Cyprus’ legal framework now firmly upholds every worker’s right to operate in a workplace free from any form of harassment or violence. The law makes it clear that such behaviors are unacceptable and subject to strict prohibition and sanctions.
Key Aims of the New Workplace Harassment Legislation in Cyprus
Filling a critical legislative gap in Cyprus, the new law seeks to prevent and address violence and harassment in the workplace through a combination of civil and criminal penalties, as well as by introducing extrajudicial mechanisms for resolution.
The primary objectives of the law include:
- Protecting complainants, victims, and witnesses from any form of retaliation or victimisation, ensuring they can come forward without fear of adverse consequences;
- Safeguarding the privacy and confidentiality of all parties involved to the greatest extent possible, while preventing the misuse of confidentiality provisions;
These protections aim to create a safer, fairer work environment and reinforce the rights of individuals facing workplace harassment or violence in Cyprus.
Scope and Applicability of Law 42(I)/2025
The provisions of the new Law apply to a broad range of individuals and entities involved in the workplace, ensuring comprehensive protection against violence and harassment. Specifically, the Law covers:
- Employees, in relation to their work activities and behavior within the workplace that may constitute violence or harassment under the Law’s definitions;
- Employers, regarding any actions or conduct in response to complaints, reports, or efforts to prevent or address violence and harassment in the workplace;
- Third parties, including customers, contractors, service providers, or members of the public who interact with the workplace or employer, concerning any violent or harassing conduct.
Importantly, the term “employer” is broadly defined to include public institutions such as the Public Service, Judicial Service, Public Educational Service, Armed Forces, Security Forces, Local Government Authorities, as well as any natural or legal person or organization—public or private—that employs workers. This definition also extends to any individual exercising employer responsibilities and authority.
Definitions and Analysis under Law 42(I)/2025
Law 42(I)/2025 adopts a modern and comprehensive approach in defining key terms related to workplace harassment protection, reflecting the evolving nature of work in Cyprus.
The term “workplace” is broadly defined to include not only the employer’s physical premises but also any location where work is performed or related activities occur, such as surrounding public or private spaces, rest and meal areas, employer-provided accommodation, vocational training sites, and even digital communication channels. This inclusive definition recognizes that harassment can happen beyond traditional settings, especially with the rise of telework and flexible work arrangements.
The concept of “employer” is also extensive, encompassing not only private sector businesses but public entities such as the Public Service, Judicial Service, Armed Forces, and Local Government Authorities, as well as any individual or organization exercising employer authority, thus ensuring wide-ranging accountability.
Lastly, the definition of “employee” goes beyond conventional employment relationships to cover full-time, part-time, fixed-term, and open-ended contracts, including apprentices, teleworkers, individuals in vocational training, and even those engaged in undeclared work. Crucially, the law extends protection to individuals during recruitment and negotiation stages, before formal employment begins, highlighting a progressive stance on early safeguarding against harassment and violence. Together, these expansive definitions demonstrate Cyprus’ commitment to protecting all workers in diverse employment and workplace contexts, adapting legal protections to contemporary realities and fostering safer work environments.
What Constitutes Harassment in the Workplace?
Law 42(I)/2025 introduces a notably broad and inclusive definition of violence and harassment in the workplace, reflecting a strong legislative intent to offer robust protection to employees in Cyprus.
Unlike some laws that focus only on repeated incidents or severe cases, this legislation recognises that even a single act whether verbal, physical, psychological, sexual, or economic, can inflict serious harm and is therefore prohibited. The law covers any behaviour, action, policy, or threat that causes or is likely to cause harm within a professional context. Specifically, harassment is defined as any unwanted conduct in the workplace that aims to, or results in, the violation of a person’s dignity or the creation of an intimidating, hostile, humiliating, or offensive work environment.
These expansive definitions acknowledge the diverse and complex nature of unacceptable conduct in modern workplaces, ensuring that a wide range of harmful behaviours are addressed and prevented under Cyprus’ new legal framework.
Common Types of Workplace Harassment and Their Impact
Workplace harassment often occurs subtly and quietly, making it a challenging issue to identify and confront. It encompasses a variety of harmful behaviors that can severely affect an employee’s mental and emotional well-being. Understanding the different forms of harassment is essential because each type may require different legal responses and protective measures.
Psychological Abuse and Intimidation
This form involves ongoing actions that damage an employee’s sense of self-worth and create a hostile work atmosphere. It includes behaviors such as persistent belittling, unprovoked threats, unwarranted negative evaluations, and spreading damaging gossip that undermines the employee’s reputation.
Social Exclusion and Isolation
Sometimes harassment takes the form of deliberately cutting an employee off from communication or participation in workplace activities. This can mean leaving them out of important meetings, ignoring their input, withholding critical information, or excluding them from social events, thereby fostering a sense of alienation.
Verbal Abuse
Repeated use of harsh language, yelling, sarcastic remarks, or personal insults fall under this category. Although a single incident might not constitute harassment, a consistent pattern of verbal mistreatment can create an intimidating environment that affects the victim’s performance and morale.
Work-Related Sabotage
This involves intentional actions aimed at making the employee’s job more difficult or impossible to perform well. Examples include assigning pointless tasks, imposing unrealistic deadlines, overloading with excessive work, deliberately confusing instructions, or withholding essential resources and recognition.
Online and Remote Harassment
With increased digital communication and remote work, harassment now also happens through electronic means. This includes sending offensive emails or messages, publicly embarrassing employees via digital channels, creating hostile online groups, and bullying through telework platforms.
Harassment Based on Personal Characteristics
Discrimination-related harassment targets individuals because of their race, gender, age, disability, or other protected traits. Such harassment may be systematic and involve bullying or exclusion, significantly impacting the victim’s sense of safety and dignity at work.
Sexual Misconduct
Sexual harassment includes unwanted sexual advances, comments, or behavior that contribute to an unsafe and degrading workplace. It may be part of broader psychological harassment campaigns or occur independently but always creates a toxic environment for the victim.
Mandatory Employer Actions to Ensure a Harassment-Free Workplace
Required Workplace Violence and Harassment Policy
Law 42(I)/2025 places a clear responsibility on employers to take active steps to protect their employees from violence and harassment. Central to this obligation is the development of a detailed workplace policy that outlines unacceptable behaviors and prevention strategies. This policy must be created in collaboration with employees and their representatives, ensuring that it reflects the realities of the workplace and effectively addresses all types of harassment and violence.
Employer Authority to Adjust Harasser’s Work Conditions
The legislation empowers employers to respond decisively when harassment occurs by permitting adjustments to the harasser’s duties or working hours. Importantly, such changes can be implemented without being treated as unilateral modifications to the employment contract. This means the harasser cannot claim unfair dismissal simply due to these corrective measures, giving employers greater flexibility to maintain a safe work environment.
Commitment to Confidential and Impartial Complaint Handling
Handling complaints with fairness and discretion is a cornerstone of the new law. Employers are required to investigate all reports of harassment neutrally and protect the confidentiality of those involved. Establishing trustworthy and effective procedures for complaint management is essential to uphold the rights and dignity of employees while ensuring a thorough review of each case.
Safeguards for Complainants and Supporters
The law also provides robust protections for individuals who report harassment or support complainants. It strictly forbids any retaliatory actions such as dismissal or unfavorable changes to working conditions that occur because of the complaint. These protections apply not only to the person who files the complaint but also to anyone who assists them, ensuring a safe environment for raising concerns without fear of reprisal.
Penalties, Legal Remedies, and Key Case Law under Cyprus Law 42(I)/2025 on Workplace Harassment
Criminal Penalties
The introduction of Law 42(I)/2025 in Cyprus has established strict criminal sanctions against those involved in workplace harassment and violence. Individuals who knowingly engage in such prohibited conduct may face severe consequences, including imprisonment for up to three years, fines reaching €10,000, or both. Additionally, anyone who attempts to obstruct complaint procedures or retaliate against individuals who report harassment risks penalties of up to two years in prison, a €5,000 fine, or a combination of these punishments.
Legal entities such as companies and organizations are equally accountable. If an offense is committed by a person exercising control or acting on behalf of a legal person, the organization can be held liable. Even when acts are perpetrated by subordinates, failure by those in authority to prevent or respond appropriately may lead to corporate penalties of up to €20,000. It is important to note that holding a company liable does not absolve individual perpetrators, who can face separate criminal prosecution.
Beyond criminal sanctions, legal entities may also be subject to civil liability for damages resulting from harassment or violence in the workplace.
Judicial Remedies and Protection
Individuals affected by violations under this law have the right to seek judicial redress independently of any criminal proceedings. This includes the ability to file civil claims for compensation, even if the employment relationship has ended. Crucially, the rights granted by this legislation cannot be waived or limited by prior agreements, policies, or arbitration clauses, ensuring that victims retain full access to legal protections.
Relevant Case Law
United Kingdom: Majrowski v Guy’s and St Thomas’ NHS Trust (2006)
This landmark ruling clarified that employers could be held vicariously liable for harassment committed by their employees under the Protection from Harassment Act 1997. Although initially a criminal statute, the Act was interpreted to provide civil remedies for workplace harassment, enabling victims of persistent bullying or mobbing to claim damages even when labor laws might not fully apply.
European Union Court of Justice: C-303/06 Coleman v Attridge Law and Steve Law (2008)
This significant European case broadened anti-discrimination protections, holding that harassment related to an employee’s association with a disabled person is unlawful under EU equal treatment directives. The Court confirmed that harassment creating a hostile or humiliating work environment including indirect forms of mobbing falls within the scope of EU law, aligning with modern interpretations of workplace bullying.
How to Start the Process
When faced with workplace harassment or violence, it’s wise to begin by formally reporting the issue through the appropriate channels. This not only helps ensure your concerns are officially documented but also sets in motion the procedures that can lead to protection and possible legal remedies.
Employees who experience workplace harassment or violence have the option to file complaints either openly or anonymously via the official website of the Department of Labor Relations under the Ministry of Labor and Social Insurance. These complaints are then reviewed and investigated by designated officials. Such formal investigations can be crucial, as the findings may significantly influence both civil claims for compensation and any criminal actions pursued against the employer or responsible parties.
Initiating a Criminal Process
It is important to note that any criminal proceedings related to workplace violence or harassment can only commence following the filing of a formal police report. This step is essential to trigger a criminal investigation by the relevant law enforcement authorities. The police will examine the facts and evidence, and if sufficient grounds exist, criminal charges may be brought against the alleged perpetrator. Without a police report, criminal prosecution cannot proceed
Pursuing Compensation Through Civil Courts
Separately from criminal actions, victims of workplace harassment or violence have the right to seek financial compensation for the harm suffered through civil legal proceedings. This involves filing a lawsuit before the civil courts, where the claimant must prove that the unlawful conduct caused them damage whether emotional, psychological, or financial. Civil claims can cover a range of damages, including loss of income, pain and suffering, and reputational harm. The civil procedure operates independently from any criminal case and may proceed regardless of its outcome.
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