Request a consultation 
Lawyer in Cyprus Location 
Feb04
New ERGANI Registration Requirements for Employers in Cyprus
New ERGANI Registration Requirements for Employers in Cyprus
The Cypriot Ministry of Labour and Social Security has mandated a critical update to the ERGANI platform, requiring all employers to register comprehensive employment details by 28 February 2025. This follows Decree Κ.Δ.Π. 455/2024, issued under the Transparent and Predictable Terms of Employment Law of 2023 (Law 25(I)/2023), which implements EU Directive 2019/1152. Below is an expanded overview of the obligations, penalties, and compliance strategies.
Expanded Registration Requirements
Data Submission Scope
Employers must submit the following details for all active employees (including temporary and fixed-term workers):
| Category | Details Required |
|---|---|
| Employer Information | Identification, registered address, business type (retail-specific), and user undertakings (for temp agencies). |
| Employee Information | Full name, ID, job description, specialization, and start/end dates (fixed-term). |
| Workplace Details | Contractual vs. actual workplace location (if different). |
| Compensation | Salary/wages, payment frequency, allowances, commissions, and cost-of-living adjustments. |
| Working Hours | Daily/weekly hours, unpredictable schedules (if applicable). |
| Additional Terms | Probationary period conditions, annual leave allocation method, and training entitlements. |
Critical Compliance Steps
Bulk Uploads for Large Employers
- Employers with fifty or more employees can use Excel/XML templates to streamline data entry.
- Ensure all employees are registered in the Social Insurance system before uploading employment terms.
Penalties for Non-Compliance
- Employers who fail to meet the deadline may face fines of up to €5,500, as outlined in Article 27 of Law 25(I)/2023.
- Additional penalties may apply for failure to maintain accurate employee records, including fines up to €10,000 or imprisonment under Article 27A.
Legal Nuances & Practical Challenges
- The Decree’s wording diverges from the EU Directive and Law 25(I)/2023 in defining “essential terms,” potentially inviting legal challenges.
- Fixed-term contracts require end dates to be specified, while indefinite contracts only require start dates.
- The Ministry’s guidance note is currently available only in Greek, which may complicate compliance for international employers.
Strategic Recommendations
- Audit employment contracts to ensure alignment with Law 25(I)/2023, particularly regarding probation periods and leave policies.
- Leverage professional services from legal experts or consultants specializing in Cypriot labor law to ensure accurate submissions.
- Monitor updates from the ERGANI platform regularly for any changes or clarifications.
The ERGANI overhaul aims to:
- Reduce undeclared work by ensuring digital tracking of employment records.
- Standardize compliance with EU labor transparency benchmarks.
- Empower employees by providing clear and enforceable employment terms.
Employers are encouraged to act promptly to meet the deadline and avoid penalties while contributing to a more transparent labor market in Cyprus. For further assistance, consult legal professionals or visit the ERGANI portal directly.
This publication has been prepared as a general guide and for information purposes only. It is not a substitution for professional advice. One must not rely on it without receiving independent advice based on the particular facts of his/her own case. No responsibility can be accepted by the authors or the publishers for any loss occasioned by acting or refraining from acting on the basis of this publication. This article is for informational purposes only. For further advice, please contact us at the contacts listed on the site.