The Legal Industry Reviews - France edition

We’re delighted to share that our firm has established a partnership with The Legal Industry Reviews as experts in the Labour & Employment field in Cyprus! As a first step, we have shared news from our law firm and contributed an opinion article to the LIR France edition, discussing how artificial intelligence is transforming the EU employment landscape. We look forward to continuing this collaboration and sharing more insights in the future. 

You can read the publication here: https://lnkd.in/eEHwhzmt

Cyprus Chapter to the ICLG Corporate Immigration 2025 Guide

We are proud to announce that 2E Law has contributed to the highly respected International Comparative Legal Guide – Corporate Immigration 2025, published by the Global Legal Group.

Our firm authored the Cyprus chapter, offering a comprehensive overview of the legal framework governing corporate immigration in Cyprus. This includes analysis of key topics and various types of visas such as Non-Sponsored Highly Skilled, Exceptional or Extraordinary Talent Visas, Investment or Establishment Work Permits, Remote Working Visas, Temporary Work Permits, Group or Intra-Company Transfer Work Permits, New Hire Work Permits, Permanent Residence as well as conditions of stay for work permit holders, dependants of visa holders and bars to admission.

Our contribution reflects our firm’s continued commitment to providing clear, up-to-date, and practical guidance to clients navigating complex immigration processes.

We thank the Global Legal Group for the opportunity to contribute and reaffirm our dedication to thought leadership in the field of immigration law in Cyprus.

You can access our full chapter here:

Access our full chapter here: https://iclg.com/practice-areas/corporate-immigration-laws-and-regulations/cyprus or the PDF format

ICLG - Corporate Immigration 2025 Cyprus.pdf

Download PDF • 5.89MB

EU Pay Transparency Directive

Navigating the New EU Pay Transparency Directive

In April 2023, the European Union took a significant step towards promoting equal pay with the publication of the Pay Transparency Directive. Here's a breakdown of the key provisions and what they mean for employers and employees across the EU:

1. Transparency and right to Information:

   • Employees and prospective employees have the right to request and receive information on average pay levels, broken down by sex, for categories of employees doing the same work or work of equal value and the criteria used to determine pay and career progression, which must be objective and gender-neutral.

   • Employers are mandated to inform all workers annually about their right to access this information.

2. Pay transparency in recruitment:

   • During the hiring process, employers must disclose the pay range for the position and are prohibited from asking about the candidate's previous salary, ensuring the process remains free from gender bias.

3. Reporting and pay assessments:

   • Companies with more than 250 employees will be required to report annually on the gender pay gap in their organisation to the relevant national authority.

   • For smaller organisations the reporting obligation will take place every three years. Organisations with less than 100 employees won't have any reporting obligation and will remain voluntary.

   • If reports show a gender pay gap of at least 5% that cannot be justified by objective criteria and remains unaddressed for six months, a joint pay assessment with worker representatives is mandated.

4. Prohibitions and obligations:

   • Contractual clauses that restrict employees from discussing their pay are forbidden, promoting a culture of openness.

   • Employers must establish systems for handling pay information requests efficiently and transparently.

The Directive took effect upon its publication in the EU Official Journal in April 2023, with member states given a three-year period to incorporate it into national law. The deadline for transposition is 7 June 2026. 

Proactive Steps for Compliance:

While we await further details on Cyprus’s approach to transposing the directive, these steps can help your organization prepare for upcoming changes and demonstrate leadership in pay equity.

1. Conduct a detailed review of pay practices to identify any gender-related disparities and rectify them as needed.

2. Update and maintain a job architecture that accurately reflects each role's responsibilities and requirements, based on objective criteria. This will lay the groundwork for a transparent and fair pay system.

3. Review policies related to recruitment, performance management, promotions, and compensation to ensure they are fair and unbiased. Enhancing these policies can promote a culture of equity and attract and retain top talent.

4. Provide training to raise awareness among managers and HR personnel. This training will help ensure that these practices are implemented effectively and contribute to a workplace culture that supports equal opportunities for everyone.

For more detailed guidance on navigating these changes or for legal consultation, do not hesitate to contact us at info@2e-law.com