Pay Transparency in Cyprus:

Not as of 20 October 2026. Cyprus published a draft bill in November 2025 and a revised final version after the consultation closed on 4 December 2025. The e-consultation process is complete and parliamentary adoption is anticipated during 2026. The transposition deadline of 7 June 2026 has passed. Until the law is enacted, the obligations described on this page are expected requirements rather than current law.

Reporting obligations in the draft begin at 100 employees, so you would not be required to report. But most of the Directive’s other obligations are not headcount-based. Pre-hire pay information, the ban on salary history questions, gender-neutral vacancy wording, the employee right to pay information and the requirement for gender-neutral pay structures apply regardless of size. Employers with fewer than 50 employees have a limited exemption from publishing pay progression criteria.

Reporting timelines for larger employers are expected to begin in 2027. Because the enactment date is not yet fixed, confirm the exact date against the final law once passed. The more useful question is whether your data could produce a report at all, which for most organisations takes longer to fix than the reporting itself.

The draft defines it broadly: basic or minimum wage or salary plus any other payment or benefit, in cash or in kind, received directly or indirectly for work, including variable or additional elements provided by law, collective agreement or established practice. Certain items are excluded, including dismissal payments, lump sums in anticipation of retirement, and occupational pension benefits funded by voluntary employee contributions. If your analysis only covers base salary, it is not covering the obligation.

The draft prohibits salary history questions. If that is a standard part of your recruitment or offer process, it needs to change, and so does whatever your pay-setting logic was using that information for.

Where the gap in a worker category reaches 5% and is not justified by objective, gender-neutral criteria, the draft requires remedial measures within six months of data submission, developed with employee representatives. If remediation is not effective within that period, a joint pay assessment becomes mandatory. The practical implication is that finding the gap early, privately, is considerably better than finding it late, formally.

Cyprus law will apply to your Cyprus employees. Group frameworks built to the Directive’s baseline frequently fall short of national requirements, and Cyprus is a case in point given the explicit weighting requirement and the four-year look-back. Alignment work is usually about mapping the group architecture onto the local obligation rather than replacing it.

The draft frames website publication as optional. However, the Monitoring Body is expected to publish comparable employer-level data. Planning on the basis that the figures stay private is not a sound assumption.

You should use it. eValueJobs was built by the Ministry of Labour and Social Insurance with OEB, CCCI, the trade union federations and PwC Cyprus, it is free, and it reflects how the Cyprus authorities think about job value. We are trained on it and we will point you to it.

What a tool does is evaluate jobs. What it does not do is decide which jobs belong in which category, reconcile the answer with the salaries you are actually paying, find and clean four years of pay data, work out which differences have a defensible business reason, or prepare a line manager for the conversation that follows. The tool produces an input. The defence is the work around it.

Job architecture. Not the report. A pay gap figure calculated across categories you cannot defend is a number that creates liability rather than reducing it.