- Phase
- Collective Dismissals Law of 2001 (Law 28 (I)/2001)
- Native name
- Ν. 28(I)/2001 - Ο περί Ομαδικών Απολύσεων Νόμος του 2001
- Type
- Obligation to consider alternatives to collective dismissals
- Added to database
- 08 May 2015
Article
Articles 4, 6 and 8 of the Collective Dismissals Law of 2001 (Law 28 (I)/2001)
Description
If an employer intends to proceed with collective dismissals (within 30 days, at least 10 dismissals in companies with 21-99 employees, at least 10% of workforce in companies with 100-299 employees or at least 30 dismissals in larger firms), he/she is obliged by Article 4 of the Collective Dismissals Law to enter in good time into consultations with the employees' representatives. The employer must have completed the consultations with the employees' representatives before he/she notifies the relevant authority on the intention to proceed to collective dismissals, since he/she has to provide information to the relevant authority also on the outcome of these consultations (Article 6). Collective dismissals can take effect at the earliest 30 days after the relevant authority has been notified (Article 8). These consultations should cover at least following issues:
- Possible ways and means for avoiding collective dismissals or the reduction of number of employees affected, and
- ways and means for lessening the impact of collective dismissals, by designing social measures, which should, among others, have the target of reemployment or retraining of dismissed employees.
Citation
Eurofound (2015), Cyprus: Obligation to consider alternatives to collective dismissals, Restructuring legislation database, Dublin,
https://apps.eurofound.europa.eu/legislationdb/obligation-to-consider-alternatives-to-collective-dismissals/cyprus