Cyprus transposed the EU Directive 2019/1152 on transparent and predictable working conditions ( "EU Directive") into national law. The EU Directive's aim is to improve employment conditions by enforcing more transparent and predictable employment conditions and increasing flexibility in the labour market. The national legislation that transposes the EU Directive, is namely the Transparent and Predictable Working Conditions Law of 2023 N.25(I)/2023 (the "Working Conditions Law"), which is enforceable with effect from 13 April 2023. The EU Directive and the Working Conditions Law introduces new employee rights and amends employers' obligations. In this article, the key provisions will be outlined.

The main areas that have undergone a change are as set out below:

• New rules are now imposed on employers with regard to employees' responsibilities;
• Probationary period;
• Rules on having a parallel job;
• Rules on the training of employees.

Maximum Duration of Probationary Period

• Before the transposition of the EU Directive into national law, the already existing legal framework provided that the probationary period could be up to 104 weeks (i.e. 2 years) subject to an agreement in writing between the employer and the employee at the time of commencement of the employment relationship.
• With the new framework and further to the transposition of the relevant provisions of the EU Directive into national law, the probation period cannot exceed 6 (six) months, irrespective of any...

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