Equal Remuneration Convention, 1951 (No. 100) - Cyprus (Ratification: 1987)

Direct Request (CEACR) - adopted 2025, published 114th ILC session (2026)

Convention No. 100 – Principle of equal remuneration between men and women for work of equal value

Articles 1 and 2. Assessing and addressing the gender pay gap. The Committee notes that the unadjusted gender pay gap remains significant, standing at 12.2 per cent overall (2023 Structure of Earnings Survey) and reaching 21.6 per cent in the private sector (EUROSTAT, 2023). According to the 2024 Average Gross Monthly Earnings by Branch of Economic Activity survey, substantial sectoral disparities persist, for example in education (€3,214 for men v. €1,954 for women); human health and social work (€2,833 for men v. €1,888 for women); and financial and insurance activities (€5,602 for men v. €3,879 for women). Despite women’s higher participation in education and training, they continue to be under-represented in managerial roles and remain concentrated in lower-paid occupational groups. The Committee welcomes the Cyprus National Strategy for Gender Equality (2024–26), particularly Actions 2.2 and 2.3 under the “Gender and Work” pillar, which aim to analyse the structural causes of pay inequality. The Committee requests information on the Government efforts to address occupational segregation and gender stereotypes actively, such as: (i) concrete measures taken under the National Strategy and other frameworks to reduce the gender pay gap; (ii) the follow-up given to the findings of the studies realized under Actions 2.2 and 2.3, and of any other research on the factors driving women’s continued concentration in lower-level jobs despite higher educational attainment; and (iii) updated, disaggregated earnings data for men and women in both the public and private sectors.

Measures to promote equal remuneration. Pay transparency. The Committee notes that, in order to be ready by 7 June 2026 to implement (EU) Directive 2023/970 to strengthen the application of the principle of equal pay for equal work or work of equal value between men and women through pay transparency and enforcement mechanisms, the Government declares in its report that a tripartite technical committee is drafting pay-transparency legislation to be adopted by 2026. The legislation will require employers to publish gender pay-gap statistics, apply gender-neutral job evaluation in pay structures and carry out pay audits. The Committee notes preparatory measures, including the 2025–27 “Support measures for pay transparency” project, which will create a web-based system for employers to submit and publish pay-gap indicators and provide guidance for gender-neutral pay. structures. The Committee asks the Government to provide information on progress made in transposing the EU Directive and on the consultation of employers’ and workers’ organizations in that regard. Please also report on the application of the Directive.

Article 2(2)(a). Minimum wages. The Committee recalls that domestic workers and workers in the shipping, farming and livestock handling sectors, are excluded from the scope of the Minimum Wage Order No. 350/2022. The Government indicates that these exclusions will be examined during negotiations for harmonization with EU Directive 2022/2041 on adequate minimum wages, in the context of the establishment of the national minimum wage. The Government further states that statistical data on recipients of the national minimum wage are not yet available but should soon be generated through the “Ergani” electronic census system. The Committee wishes to recall that the setting of minimum wages is an important means by which the Convention is applied, as women predominate in low-wage employment and minimum wage system helps to raise the earnings of the lowest paid. The Committee asks the Government to report on the results of the negotiation for harmonization of EU Directive 2022/2041 on adequate minimum wages and on the measures taken or envisaged to ensure that the principle of equal remuneration for men and women for work of equal value also applies to these categories of workers.

Articles 2(2)(c) and 4. Collective agreements and cooperation with employers’ and workers’ organizations. The Committee notes the Government’s plans to organize an equal pay conference and to provide additional training to social partners to strengthen their role in promoting equal pay in collective bargaining. It also notes that no examples of collective agreements containing clauses on equal remuneration for men and women for work of equal value were provided. The Committee requests information on any follow-up measures adopted after the equal pay conference and on the results of the training activities organized for employers’ and workers’ organizations. It again asks the Government to submit examples of collective agreements that reflect the application of the principle of equal pay for work of equal value.

Article 3. Objective job evaluation. The Committee notes that, under the “eValueJobs” project, the Government is developing a gender-neutral job evaluation tool, with a manual and guidance materials, to assess jobs based on objective criteria (skills, effort, responsibilities and working conditions). Expected by the end of 2025, the tool will support the implementation of EU Directive 2023/970 on pay transparency and help employers identify and correct unjustified pay differences. The Committee asks the Government to report on progress made in developing the job evaluation tool.

Enforcement. The Committee notes that since 2022, labour inspections have focused on sectors with high gender pay gaps, leading to recommendations and corrective actions for employers. Between 2018 and 2024, only four equal-pay complaints were filed: one case confirmed gender-based pay discrimination but concluded without agreement, while the remaining three found either no gender-related pay difference, no pay difference at all, or that the jobs were not of equal value. The Ombudsman also examined two cases between 2022 and 2025 – a collective complaint from female non-commissioned army officers and a complaint from a female armed-forces employee. Given the very low number of formally registered pay-inequality cases, the Committee requests information on measures taken to raise awareness of the general public on the applicable legal provisions and available procedures and remedies. It also asks the Government to continue providing updated information on the number, nature and outcomes of pay discrimination cases in both the public and private sectors.

Convention No. 111 – National policy to promote equality of opportunity and treatment in respect of employment and occupation

The Committee notes that the Government’s report has not been received. It hopes that the next report will contain full information on the matters raised in its previous comments.

Article 1(1) of the Convention. Prohibited grounds of discrimination. Legislation. With regard to its previous comments in relation to the ground of “social origin”, the Committee takes note of the very general information provided in the Government’s report regarding the jurisdiction and competencies of the Commissioner for Administration and the Protection of Human Rights (Ombudsman) as an Equality Body. However, it notes with regret that the Government still provides no indication on the steps taken to explicitly prohibit direct and indirect discrimination based on social origin in the equality legislation, nor does it explain how it ensures protection against this kind of discrimination in practice. The Committee recalls, once again, that the definition of discrimination in employment and occupation includes all forms of direct and indirect discrimination on at least all the grounds enumerated in Article 1(1)(a) of the Convention, including social origin, and that in order to eliminate effectively all forms of discrimination, it is necessary to address discrimination on all grounds (see General Survey on the fundamental Conventions, 2012, paras 850–55). The Committee therefore reiterates, once again, its request to the Government to take without delay all the necessary measures to ensure that the legislation explicitly prohibits direct and indirect discrimination on at least all the grounds enumerated in Article 1(1)(a) of the Convention, including social origin. It also once again asks the Government to provide information on the steps taken to ensure protection against direct and indirect discrimination based on social origin in practice, and to provide a copy of any relevant administrative or judicial decisions in that respect.

Discrimination based on sex. Sexual harassment. The Committee takes note of the Government’s indication that, in March 2021, the Ombudsman’s Office launched an awareness-raising campaign regarding prevention and elimination of harassment and sexual harassment in the workplace, called “Break the Silence”. It also notes that, according to the Government, during 2020–21 a number of online seminars and workshops were organized by the Ombudsman’s Office and the Cyprus Academy of Public Administration regarding sexual harassment in the public sector, and that an amendment of the public administration legislation is currently being prepared to explicitly include sexual harassment in the disciplinary offences related to indecency or immorality. The Government adds that, in December 2020, the Ombudsman’s Office and the University of Central Lancashire in Cyprus (UCLan Cyprus) published a report on the status of migrant domestic workers, following which dozens of citizens contacted the Ombudsman’s Office to seek guidance on how to submit a complaint regarding sexual harassment (at work and outside the workplace). The Committee observes, however, that, according to the statistical information provided by the Government, the number of complaints alleging sexual harassment in the workplace is still particularly low, with only 24 complaints filed between 2018 and 2020, mainly from domestic workers, 23 of which were withdrawn, unfounded or considered as lacking supporting evidence. It further notes that, according to the above-mentioned report on the status of foreign domestic workers, “the research findings suggest that [they] are generally unwilling to complain about situations which they consider unfair or illegal, even in cases where physical or sexual violence has been used against them, due to their mistrust of Cypriot authorities and concerns that any interaction with them will damage their legal or employment status in the Republic”. Recalling once again the seriousness and gravity of sexual harassment, the Committee asks the Government to continue to provide information on: (i) the measures taken to prevent and address sexual harassment in the workplace, both in the private and public sectors, including through awareness-raising activities and legislative reforms (in this regard, please provide information on the status of the amendment of the public administration legislation on the definition of the disciplinary offences of indecency and immorality); (ii) the number of complaints concerning sexual harassment, especially from domestic workers, dealt with by the competent authorities, specifying the penalties imposed and the compensation awarded; and (iii) the procedures and mechanisms available for victims of sexual harassment, including foreign domestic workers, to seek redress.

Sexual orientation. The Committee notes the Government’s statement that no complaints alleging discrimination based on sexual orientation have been submitted in application of section 6(1) of the Equal Treatment in Employment and Occupation Law No. 58(I)/2004, which prohibits direct and indirect discrimination on the ground of sexual orientation in employment and occupation. It observes, however, that, according to a survey entitled “A long way to go for LGBTI equality”, published in 2020 by the European Union Agency for Fundamental Rights (FRA), LGBTI persons in Cyprus still face difficulties and discrimination in various fields of life, including employment, with 30 per cent of the respondents stating that they feel discriminated against in the workplace. In this regard, the Committee wishes to remind the Government that, where no cases or complaints are being lodged, this may indicate a lack of an appropriate legal framework, lack of awareness of rights, lack of confidence in or absence of practical access to procedures, or fear of reprisals (see General Survey on the fundamental Conventions, 2012, para. 870). The Committee once again asks the Government to: (i) provide information on the specific measures taken or envisaged to raise awareness and combat stereotypes and prejudices, with a view to eliminating discrimination based on sexual orientation in employment and occupation, and their impact on the integration of LGBTI workers in the labour market; and (ii) continue to provide information on the number and nature of cases or complaints regarding discrimination on the basis of sexual orientation dealt with by the Ombudsman’s Office, labour inspectors, or courts, specifying the penalties imposed and the compensation awarded.

Article 1(2). Inherent job requirements. For a number of years, the Committee has been asking the Government to provide information on the revision of the schedule to section 4(2) of Law No. 205(I)/2002 on Equal Treatment of Men and Women in Employment and Vocational Training, which excludes from its scope of application certain occupations, such as artistic activities, personal services, or underground mining operations. The Committee notes the Government’s indication that the Department of Labour of the Ministry of Labour and Social Insurance has prepared an draft amendment law, which will be soon submitted to the House of Representatives for approval, deleting the exclusion of “the employment of women in underground mining operations”. However, it observes with regret that the Government still provides no information on the revision of the other exclusions specified in the schedule to section 4(2) of Law No. 205(I)/2002, and merely states that no revision has been undertaken on this matter by the Labour Advisory Board. The Committee recalls, once again, that systematic application of inherent requirements involving one or more of the grounds of discrimination set out in the Convention is inadmissible, that careful examination of each individual case is required, and that distinctions must be determined on an objective basis and take account of individual capacities (see General Survey on the fundamental Conventions, 2012, paras 827–31). The Committee therefore asks the Government to: (i) take without delay all the necessary measures to ensure the revision of the schedule to section 4(2) of Law No. 205(I)/2002 on Equal Treatment of Men and Women in Employment and Vocational Training; and (ii) provide information on the number, nature and outcome of any cases regarding the application of the exclusions enumerated in the schedule to section 4(2) of Law No. 205(I)/2022 dealt with by courts or any other competent authority.

Articles 1 and 2. Equality of opportunity and treatment irrespective of race, colour or national extraction. Migrant workers and national minorities. The Committee notes the Government’s general statement that recognized refugees and members of national minorities such as Turkish Cypriots have free access to the labour market and the services provided by the Public Employment Service. It also notes the Government’s statement that a great number of integration actions, funded by the Asylum, Migration and Integration Fund (AMIF), have been implemented by local authorities and non-governmental organizations (NGOs), including free language lessons for migrant adults and minors, one-stop shops for all migrants and refugees, and structured activities for the residents of the Open Reception and Accommodation Centre in Kofinou. The Government adds that the Pedagogical Institute of the Ministry of Education, Sport and Youth continues to implement the national strategy on the integration of pupils with a migrant background into the Cypriot education system, offering Greek language lessons and support to the pupils and their families. The Committee also notes the information provided by the Government on the various initiatives undertaken by the Ombudsman’s Office during 2021–22 (public statements, reports, own-initiative interventions, and so on), regarding hate speech incidents promoting racism and xenophobia, racial incidents in football matches and sports events in general, as well as racial assaults against migrant workers in the food delivery industry. In this regard, it notes that, in its 2022 country report on non-discrimination, the European network of legal experts in gender equality and non-discrimination of the European Commission expressed concern about the fact that, following the COVID-19 pandemic, “Government officials repeatedly made xenophobic statements framing third country nationals as a risk to ‘our’ culture and security and exaggerated the number of asylum applications”, and that “[r]acial hate speech became common in the mainstream media and was adopted as the main political discourse by most political parties”. The Committee also notes that the Government provides no information on the concrete measures taken to ensure equality of opportunity and treatment in employment and occupation for migrant workers and members of national minorities. It further observes that, according to the statistical data provided by the Government, the Ombudsman’s Office has only received nine complaints in the last five years regarding cases of discrimination based on race, colour or national extraction in employment and occupation. The Committee therefore once again asks the Government to: (i) provide information on the concrete measures taken to effectively ensure equality of opportunity and treatment in employment and occupation for migrant workers, in particular non-European Union migrant workers, as well as members of national minorities such as Turkish Cypriots, by enhancing their participation in education and vocational training and their access to a wide range of occupations in the labour market, and on the impact of such measures; and (ii) continue to provide statistical information on the number and nature of cases or complaints of discrimination on the grounds of race, colour or national extraction dealt with by the labour inspectors, the Ombudsman, the courts or any other competent authority, the penalties imposed and the remedies granted.

Migrant domestic workers. The Committee notes the Government’s indication that: (1) in 2019, the Ombudsman’s Office issued a report on the legal framework of domestic work, in which a number of improvements were acknowledged, such as the strengthening of the surveillance of private employment agencies involved in the recruitment of domestic workers and the revision of the policy regulating the stay of third-country nationals employed as domestic workers; and (2) the recommendations included in the above-mentioned report on the status of foreign domestic workers are currently under examination. The Committee observes that, according to this last report, migrant domestic workers: (1) work, on average, 58 hours per week, which is significantly longer than the 42 hours per week that they are contractually obligated to work; (2) receive, on average, €337 per month, which is almost three times lower than the current national minimum wage (€940 per month for workers with at least six months of seniority within the company); and (3) often sign employment contracts without being informed or having an understanding of their rights. It further notes from the information available on the Civil Registry and Migration Department website that domestic workers are still not allowed to make more than two changes of employers, unless this is justified by special circumstances (death of employer, transfer of the employer to a nursing home or rehabilitation centre, the new employer is over 75 years of age, and so on). The Committee once again asks the Government to provide information on: (i) the specific measures taken to effectively ensure equality of opportunity and treatment in employment and occupation for migrant domestic workers, especially concerning their terms and conditions of employment; (ii) the concrete steps taken to enhance the access of migrant domestic workers to a wide range of occupations in the labour market, by removing the restrictions related to change of employers and by promoting their participation in education and vocational training; and (iii) the number, nature and outcome of complaints made by migrant domestic workers concerning discrimination in employment and occupation, as well as the sanctions imposed and the remedies granted.

Roma. The Committee takes note of the Government’s indication that, on 13 December 2021, the Council of Ministers approved the Cyprus National Roma Strategic Framework 2021–30. The Government adds that this Strategic Framework – which will be updated every five years to accommodate any new issues that will emerge – refers to the social priorities of the Republic of Cyprus for the period 2021–2030, outlining the relevant public sector programmes and setting the national goals and measures for enhancing equality, inclusion and participation of Roma. The Committee observes, however, that although the Strategic Framework acknowledges that “improving [the] employment situation of [Cypriot] Roma is one of the main pillars towards ensuring their socio-economic inclusion”, it does not contain measures specifically targeting the Roma population. In this regard, it notes that, in its 2022 report on Cyprus, the European Commission against Racism and Intolerance (ECRI) also observed that “the general government policy for the promotion of social inclusion of Roma is not specific to Roma” and that “there is neither an action plan linked to the Strategic Framework, nor a separate budget earmarked for financing policy measures specifically targeting Roma”. Likewise, in its 2022 country report on non-discrimination, the European network of legal experts in gender equality and non-discrimination of the European Commission pointed out that “the general approach of the Government policy is to promote Roma integration through horizontal measures targeting vulnerable groups in general” and doubted “whether any of these measures have any actual impact on the Roma, who continue to live in extreme poverty and exclusion”. The Committee asks the Government to: (i) provide detailed information on the specific measures taken or envisaged, in application of the Cyprus National Roma Strategic Framework 2021–30, in order to enhance the equal access of Roma people to education, training and employment, as well as to ensure that acts of discrimination against Roma people are effectively prevented and addressed, and provide information on the impact of such measures; and (ii) provide statistical data, disaggregated by sex, on the labour market situation of Roma people.

Articles 2 and 3. Equality of opportunity and treatment between women and men. Reconciliation of work and family responsibilities. The Committee notes with interest the adoption of Law No. 216(I)/2022 of 16 December 2022 on Leaves (Paternity, Parental, Carer, Force Majeure) and Flexible Working Arrangements for Work–life Balance, which transposes into Cypriot law the European Union (EU) Directive 2019/1158 of 20 June 2019 on Work–Life Balance for Parents and Carers. The law provides, among others, that: (1) paternity leave of two consecutive weeks is now granted to all working fathers, regardless of their marital status with the mother; (2) starting from 2 August 2024, each working parent will be entitled to receive an allowance during the first eight weeks of his/her parental leave, provided that the parent has completed 12 months of work during the last 24 months; and (3) individuals providing personal care and support to relatives or household members are now entitled to carer’s leave for five working days per year, without pay. The Committee further notes the Government’s statement that it promotes affordable, accessible and quality childcare services, mainly through: (1) the creation, within the framework of the national Recovery and Resilience Plan 2021–2026, of 27 multifunctional centres for children and childcare centres; and (2) the granting of state aid to NGOs and local authorities developing programmes covering childcare needs. While welcoming these developments, the Committee observes from a report entitled “Gender Inequalities in Care and Consequences for the Labour Market”, issued in 2021 by the European Institute for Gender Equality (EIGE), that the gender gap in unpaid care work (including childcare, long-term care and housework) remains one of the highest in the European Union, as employed women spend on average 4.8 hours per day on unpaid care work, while men spend on average 2.5 hours per day. Furthermore, according to the statistical information provided by the Government, although the number of approved applications for the paternity allowance has increased in recent years (2,740 applications in 2021 compared to 1,912 applications in 2017), it remains significantly lower than the number of approved applications for maternity allowance (7,125 in 2021). The Committee asks the Government to provide information on: (i) the application of Law No. 216(I)/2022 of 16 December 2022 in practice, including information of the impact of this law on the reconciliation between work and family life, as well as the prevention and elimination of discrimination against mothers and female carers; (ii) the measures taken to improve childcare services and facilities, with a view to enabling both women and men to reconcile work and family life; and (iii) the awareness-raising activities taken or envisaged, including among workers, employers, and their respective organizations, to address stereotypical assumptions that the main responsibility for care work lies with women. Please communicate up-to-date statistical data, disaggregated by sex, on the number of workers with family responsibilities who have taken maternity or paternity leave, as well as parental leave.

Enforcement. The Committee notes from the statistical information provided by the Government that, between 2018 and 2022, the Ombudsman received 77 complaints related to discrimination in employment and occupation, out of which 50 were based on sex, nine on race and ethnical origin, six on religion and beliefs, six on disability, five on age, and one on language. It also takes note of the various initiatives undertaken by the Ombudsman’s Office to raise awareness of the issue of discrimination, mainly through annual reports, information campaigns, meetings with complainants belonging to vulnerable groups and their representatives, as well as own-initiative investigations of cases of discrimination and human rights violations. However, the Committee observes that, in its above-mentioned report on Cyprus, the ECRI pointed out that the Ombudsman has no right to initiate and participate in court proceedings, and recommended that the institution “be granted the right to initiate and participate ex officio in court proceedings in line with para. 14c of ECRI’s General Policy Recommendation No. 2 on equality bodies to combat racism and intolerance at national level”. More generally, the Committee observes that, according to the 2022 country report on non-discrimination, issued by the European network of legal experts in gender equality and non-discrimination of the European Commission, the Ombudsman’s activities as an Equality Body have been minimized since 2017 and “discrimination complaints are often treated as administrative law matters without addressing the issue of discrimination”. The same report also states that “there is no labour inspectorate to monitor the working conditions of employees in order to identify discrimination on grounds other than gender” and that discrimination cases very rarely make it to the courts, due to “low level of awareness of the anti-discrimination laws among victims and in legal circles; the high cost of litigation and limited access to legal aid; and significant court delays, which render access to justice prohibitive for victims in need of a quick and effective remedy”. The Committee therefore asks the Government to provide information on: (i) the number of cases of discrimination in employment and occupation dealt with by the Ombudsman’s Office, specifying the alleged ground of discrimination (please communicate copies of the decisions issued by the Ombudsman as an Equality Body); (ii) the measures taken or envisaged, to grant the Ombudsman the right to initiate and participate in court proceedings; (iii) the role and competencies of the labour inspectorate in detecting cases of discrimination in employment and occupation based on all grounds covered by the Convention; (iv) the concrete measures taken to inform and raise awareness of the principles of non-discrimination and equality in employment and occupation, particularly among employers, workers and their respective organizations, and the general public; and (v) any capacity-building and training activities provided to workers and employers, judges, labour inspectors and legal practitioners on the detection and treatment of cases of discrimination, the elimination of discrimination and the promotion of equality in employment and occupation.

Direct Request (CEACR) - adopted 2023, published 112nd ILC session (2024)

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Articles 1 and 2 of the Convention. Assessing and addressing the gender pay gap. The Committee notes from the Government’s report that the gender pay gap was 9 per cent in 2020 (compared to 11.2 per cent in 2017). It also notes the Government’s indication that, since 2014, a National Certification Body composed of the Gender Equality Commissioner and representatives of employers’ and employees’ associations grants certifications to companies adopting policies that promote gender equality in the workplace, and especially pay equality. The Government adds that the Ministry of Labour and Social Insurance engages in various activities contributing to raising public awareness of the gender pay gap, such as a recent online campaign and a discussion panel entitled “The gender pay gap between men and women – The current situation and concerns for the future” during the 2022 Equal Pay Day. The Committee observes, however, that Eurostat data show that, despite the slight decrease of the unadjusted gender pay gap from 10.4 per cent in 2018 to 9.7 per cent in 2021, the unadjusted pay gap in the private sector remains very high (19.3 per cent in 2021). It further observes that, according to the “Average Gross Monthly Earnings by Branch of Economic Activity and Sex” survey, issued by the Statistical Service of Cyprus (CYSTAT) in 2021, the gross monthly earnings of men are significantly higher than the earnings of women in female-dominated sectors, such as education (€2,849 for men compared to €1,666 for women) or human health and social work activities (€2,436 for men compared to €1,562 for women). In addition, the gross monthly earnings of men are also much higher than the earnings of women in sectors were men and women are equally represented, such as financial and insurance activities (€4,422 for men compared to €3,060 for women). Noting the decreasing – yet still important – gender pay gap, the Committee encourages the Government to continue its efforts in taking measures to reduce it, including measures to address the occupational gender segregation and awareness-raising measures, and to provide detailed information on the subject. In light of this persistent gender pay gap and gender segregation of the labour market, it asks the Government to provide updated statistical information on the earnings of men and women, both in the public and private sectors, disaggregated by economic activity and occupation, and on the participation of men and women in education and training, as well as in employment and occupation, disaggregated by occupational categories and positions.

Article 2(2)(a). Minimum wages. The Committee notes the Government’s indication that, since 1 January 2020, the Minimum Wage Order No. 6/2020 for the Hotel Industry sets the minimum monthly gross wage for the various categories of workers in the hotel industry between €870 and €1,070. It also notes the adoption of the Minimum Wage Order No. 350/2022, which introduced a national minimum wage taking effect on 1 January 2023. According to this order, the minimum monthly gross wage is set at €885 for all full-time employees, and at €940 for full-time employees with at least 6 months of seniority within the same company (article 5). The Committee observes, however, that the national minimum wage does not apply to certain groups of workers, notably to domestic workers and workers in the shipping, farming and livestock handling sectors (article 3.2). In this regard, it draws the Government’s attention to the fact that the exclusion from the application of the minimum wage of female-dominated groups, and particularly those that are the most vulnerable to wage discrimination, such as domestic and agricultural workers, may constitute an indirect discrimination against women (see General Survey on fundamental Conventions, 2012, paragraph 684). The Committee requests the Government to: (i) provide statistical data on the percentage of men and women receiving the national minimum wage introduced by the Minimum Wage Order No. 350/2022; (ii) indicate the reasons for excluding domestic workers, as well as workers in the shipping, farming and livestock handling sectors, from the national minimum wage; and (iii) provide information on the measures taken or envisaged to ensure that the principle of equal remuneration for men and women for work of equal value also applies to these categories of workers.

Articles 2(2)(c) and 4. Collective agreements and cooperation with employers’ and workers’ organizations. The Committee takes note of the Government’s reiterated indication that training was provided to members of trade unions and employers’ organizations regarding the promotion of equal pay in the collective bargaining process, and that a guide was issued and disseminated involving practical ways of promoting pay equality while engaging in collective bargaining. Recalling the important role that can be played by collective agreements in the application of the principle of equal remuneration for men and women for work of equal value, the Committee once again asks the Government to provide: (i) specific information on the impact of the training delivered to social partners and the guide on the promotion of equal pay in collective bargaining, with respect to the principle of the Convention; (ii) summaries of the provisions included in collective agreements regarding equal remuneration for men and women for work of equal value; and (iii) information on any other specific initiatives undertaken to promote the implementation of the principle of the Convention with the cooperation of the social partners, and on the results of such initiatives.

Article 3. Objective job evaluation. The Committee notes the Government’s general statement that the Department of Labour Relations of the Ministry of Labour and Social Insurance is currently working on objective job evaluation tools and measures, considering good practices from other countries. It observes, however, that in its 2022 Country Report on Gender Equality, the European Network of Legal Experts in Gender Equality and Non-Discrimination of the European Commission underlined that “job evaluation and classification systems are rare in Cyprus” and that “there are no good practices in this area”. The Committee wishes to remind the Government that the effective implementation of the principle of equal remuneration for men and women for work of equal value requires some method of measuring and comparing the relative value of different jobs free from gender bias, on the basis of entirely objective and non-discriminatory criteria such as skills, effort, responsibilities and working conditions. It also recalls that measures for the objective evaluation of jobs can be taken at the enterprise, sectoral or national level, in the context of collective bargaining, as well as through wage-fixing mechanisms (see General Survey on the fundamental Conventions, 2012, paragraph 695). The Committee therefore once again asks the Government to provide information on the specific measures taken to promote, develop and implement practical approaches and methods for the objective evaluation of jobs, both in the public and private sectors, based on criteria that are free from gender bias, such as qualifications and skills, effort, responsibilities and conditions of work, with a view to ensuring the effective implementation of the principle of the Convention.

Enforcement. The Committee takes note of the Government’s indication that, during the period 2010-2021, inspections were carried out on the basis of a target set at 200 to 300 inspections per year. The Government adds that the inspectorate’s role was focused on requesting data aiming at detecting direct pay discrimination, as well as on providing information and guidance to both employers and employees on the provisions of the legislation related to equal pay for men and women. The Committee observes, however, that since 2019 only 4 equal pay complaints have been filed before the Ministry of Labour and Social Insurance, and that no relevant complaints have been investigated by the Ombudsman’s Office. It further notes from the 2022 Country Report on Gender Equality, conducted by the European Network of Legal Experts in Gender Equality and Non-Discrimination of the European Commission, that there is no case law or equality body decisions related to equal pay between men and women. In this regard, the Committee recalls that, were no (or very few) cases or complaints are being lodged in the area of pay discrimination, this may indicate a lack of an appropriate legal framework, lack of awareness of rights, lack of confidence in or absence of practical access to procedures, or fear of reprisals (General Survey on the fundamental Conventions, 2012, paragraph 870). The Committee therefore again asks the Government to continue to provide detailed information on: (i) the activities carried out by the labour inspectorate on equal remuneration, including information on the annual target for inspections on equal pay; (ii) the number, nature and outcome of any cases or complaints concerning inequality of remuneration dealt with by the labour inspectors, the Ombudsman’s Office or the courts, as well as on the sanctions imposed and the remedies granted; and (iii) any initiatives undertaken to raise public awareness of the relevant legislative provisions and the procedures and remedies available, as well as to increase the capacity of women, including migrant women, to better understand and claim their rights.

Direct Request (CEACR) - adopted 2019, published 109th ILC session (2021)

Articles 1 and 2 of the Convention. Assessing and addressing the gender pay gap. The Committee notes from the Government’s report that the gender pay gap was 13.9 per cent in 2016. It notes the Government’s indication, in reply to its previous comments, that the project on “Actions for reducing the gender pay gap” was implemented from 2010 to 2015 by the Ministry of Labour, Welfare and Social Insurance. The Committee welcomes the measures taken within the framework with a view to: (i) addressing gender vertical and horizontal occupational segregation, including through training programmes for careers advice professionals, teachers and parents and exchanging good practices; (ii) strengthening and upgrading of the inspection mechanism for the enforcement of equality in employment and equal pay legislation; (iii) review collective agreements and training social partners on equal pay; and (iv) issuing and disseminating a guide explaining in detail the provisions of Equal Pay, and Protection of Wages Laws to nearly 1,500 companies and associations. The Committee further notes the Government’s indication that, since several of the measures are ongoing or expected to have long-term benefits, and due to the gradual but continuous advancement of women’s position in the labour market, the downward trend of the gender pay gap is expected to continue. However, the Committee notes that Eurostat’s data show that, despite a slight decrease in the unadjusted gender pay gap from 14.2 per cent in 2014 to 13.7 per cent in 2017, the gender pay gap is still very high in the private sector reaching 22.8 per cent in 2017 (compared to 23.5 in 2014). It further notes, from the “Average gross monthly earnings by branch of economic activity and sex” survey published by the Statistical Service of Cyprus (CYSTAT), that in 2017 the gender pay gap remained particularly high in sectors where the majority of workers are women, standing at 42.1 per cent in education and 35.3 per cent in human health and social work activities. Furthermore, according to the survey, the average monthly salary of women remains substantially lower than that of men, even when men and women workers are employed in the same branches of economic activity, except in the public administration. The Committee asks the Government to continue to provide detailed information on the steps taken or envisaged to reduce the gender pay gap, including measures to address the occupational gender segregation and awareness-raising measures. The Committee also asks the Government to provide updated statistical information: (i) on the participation of men and women in education and training, as well as in employment and occupation, disaggregated by occupational categories and positions; and (ii) on the earnings of men and women, disaggregated by economic activity and occupation, both in the public and private sectors.

Article 2(2)(a). Minimum wages. Referring to its previous comments where it noted that although there is no national minimum wage which covers every occupational category, there is a statutory minimum wage which applies to nine occupations among which women are predominantly employed and which are usually low-paid, such as clerks, shop assistants, childcare workers, personal care workers and cleaners, the Committee notes the Government’s repeated indication, in its report, that, since 2012, there has not been any increase of the statutory minimum wage. It notes however that, in its concluding observations, the United Nations (UN) Committee on Economic, Social and Cultural Rights (CESCR) expressed concern at the very low level of coverage (13 per cent) of the workforce by minimum wages and at the insufficient level of the minimum wages, which have been frozen since 2012 (E/C.12/CYP/CO/6, 28 October 2016, paragraphs 23 and 27). In light of the persistent gender pay gap and gender segregation of the labour market, the Committee asks the Government to provide information on the manner in which it is ensured that, in defining minimum wages, rates are fixed on objective criteria, free from gender bias, and, in particular, that sector-specific wages do not result in the undervaluation of jobs predominantly occupied by women in comparison to those occupied by men. It asks the Government to continue to provide information on any future increase in the statutory minimum wage, as well as on any steps taken or envisaged to increase the coverage of the workforce by minimum wage. The Committee asks the Government to provide statistical information on the percentage of women and men who are paid the statutory minimum wage.

Articles 2(2)(c) and 4. Collective agreements and cooperation with employers’ and workers’ organizations. Referring to its previous comments, the Committee notes the Government’s indication that training was provided to members of trade unions and employers’ organizations regarding the promotion of equal pay in the collective bargaining process, and that a guide was issued and disseminated involving practical ways of promoting pay equality while engaging in collective bargaining. Recalling the important role that can be played by collective agreements in the application of the principle of equal remuneration for men and women for work of equal value, the Committee asks the Government to provide information on the impact with respect to the principle of the Convention of the training delivered to social partners and the guide on the promotion of equal pay in collective bargaining. It asks the Government to provide summaries of the provisions on wages determination and equal remuneration for men and women for work of equal value that have been included in collective agreements. The Committee asks the Government to provide information on any concrete steps and actions undertaken to promote the implementation of the principle of the Convention with the cooperation of the social partners, and the results of such initiatives.

Article 3. Objective job evaluation. The Committee previously noted that officers and inspectors from the Department of Labour Relations received training from experts on how to perform objective job evaluations and that it was envisaged that job evaluation procedures would feature extensively in a specialized manual to be created and utilized by employers. It notes the Government’s indication that a guide explaining in detail the provisions of the equal pay legislation, and including in-depth guidance on job evaluation, was issued and disseminated to nearly 1,500 companies and associations. The Committee notes the Government’s statement that as no complaint was filed regarding the equal pay legislation, no job evaluation was carried out. The Committee draws the Government’s attention to the fact that, regardless of any complaint lodged on pay discrimination, the effective implementation of the principle of the Convention requires some method of measuring and comparing the relative value of different jobs held by men and women, through an examination of the respective tasks involved, undertaken on the basis of entirely objective and non-discriminatory criteria, such as skill, effort, responsibilities and working conditions, in order to avoid the assessment being tainted by gender bias. It further recalls that measures for the objective evaluation of jobs can be taken at the enterprise, sectoral or national level, in the context of collective bargaining, as well as through wage-fixing mechanisms (see 2012 General Survey on fundamental Conventions, paragraph 695). Furthermore, the Committee notes that, in its concluding observations, the UN Committee on the Elimination of Discrimination against Women (CEDAW) specifically recommended that the Government adopt further measures to close the gender wage gap, including through gender-neutral analytical job classification and evaluation methods and regular pay surveys (CEDAW/C/CYP/CO/8, 25 July 2018, paragraph 37). The Committee asks the Government to provide information on any measures taken to promote, develop and implement practical approaches and methods for the objective evaluation of jobs, both in the public and private sectors, based on criteria that are free from gender bias, such as qualifications and skills, effort, responsibilities and conditions of work, with a view to ensuring the effective implementation of the principle of equal remuneration for men and women for work of equal value. It asks the Government to provide information on any job evaluation exercise undertaken in the public sector, indicating the criteria used and the measures taken to ensure that men and women receive equal remuneration for work of equal value, as well as on any measures taken to promote the use of objective job evaluation methods and criteria that are free from gender bias in the private sector.

Enforcement. The Committee notes the Government’s indication that an Equal Pay Day is organized annually to raise public awareness on the gender pay gap and its detrimental consequences, as well as on the existing complaint mechanisms, and that an annual target for inspection on equal pay has been set. The Government adds that 148 and 197 inspections were conducted in 2016 and 2017 respectively, but that no violation of the legislation was found and that no complaint was filed regarding the equal pay legislation. The Committee notes that the European Commission recently highlighted that there is no case law on the issue of equal pay but that a complaint lodged with the Ombudsman regarding equal pay was treated under the law on gender equality, and that another complaint lodged was solved between the complainant and the employer (European Commission, Country report on gender equality, 2018, page 18). Furthermore, the Committee notes that, in its concluding observations, CEDAW recommended that the Government strictly enforce the Equal Pay for Men and Women for Equal Work or Work of Equal Value (Amendment) Law, including by imposing sanctions for non-compliance (CEDAW/C/CYP/CO/8, 25 July 2018, paragraph 37). The Committee recalls that where no cases or complaints, or very few, are being lodged in the area of pay discrimination, this does not mean that no problem exists with regard to the practical application of the Convention but is likely to indicate a lack of an appropriate legal framework, lack of awareness of rights, lack of confidence in or absence of practical access to procedures, or fear of reprisals (see 2012 General Survey, paragraph 870). In light of the very low number of cases concerning inequality of remuneration officially registered, the Committee asks the Government to continue to provide information on any activities undertaken to raise public awareness of the relevant legislative provisions, the procedures and remedies available related to the principle of the Convention, as well as to increase the capacity of women, including migrant women, to better understand and claim their rights. It asks the Government to continue to provide information on the activities carried out by the labour inspectorate on equal remuneration, including detailed information on their annual target for inspections on equal pay. The Committee asks the Government to provide detailed information on the number, nature and outcome of any cases or complaints concerning inequality of remuneration dealt with by the labour inspectors, the Ombudsman or the courts, as well as on the sanctions imposed and remedies granted.

Direct Request (CEACR) - adopted 2015, published 105th ILC session (2016)

Addressing the gender remuneration gap. The Committee notes that in its report, the Government refers to the project “Actions for reducing the gender pay gap” which was implemented through a series of measures between 2011 and 2015. The Committee further notes that in its report on the application of the Discrimination (Employment and Occupation) Convention, 1958 (No. 111), the Government indicates that these measures included, among others, a tripartite conference on equal pay, the improvement of inspection mechanisms for equal pay legislation, the establishment of a National Certification Body, measures to eliminate occupational and sectoral segregation, training of teachers and parents to diversify women’s academic and professional choices, specialized training programmes for practitioners and social partners and the examination of collective agreements for the identification of discrimination regarding pay. Despite all these measures, the Committee notes, from the Eurostat statistics on the gender pay gap, that the unadjusted pay gap only went down from 16.4 per cent in 2011 to 16.2 per cent in 2012. It also notes from the Eurostat data that in 2013 the gender pay gap was 24.1 per cent in the private sector and 0.3 per cent in the public sector. The Committee requests the Government to continue to take measures, including within the framework of the project “Actions for reducing the gender pay gap”, to reduce the gender pay gap, to improve inspection mechanisms and eliminate occupational and sectoral segregation, and to provide detailed information on the progress achieved in this regard. Please also provide information on the activities undertaken by the National Certification Body in relation to the promotion of the principle of equal remuneration for men and women for work of equal value. The Government is also requested to explain why, in its opinion, the gender remuneration gap has not decreased further between 2011 and 2012 and why it remains as high as 24 per cent in the private sector, despite the various measures put in place. Finally, the Committee requests the Government to provide up-to-date and detailed statistical data on the gender remuneration gap, disaggregated by sex, sector and level of occupation.

Article 3 of the Convention. Job evaluation systems. The Committee notes the Government’s indication that between December 2014 and May 2015, the National Certification Body has certified 20 businesses for their good practice relating to equal treatment and/or equal pay between men and women. It also notes that officers and inspectors of the Department of Labour Relations of the Ministry of Labour, Welfare and Social Insurance received training from experts to learn how to perform objective job evaluations. Further, in line with the project “Actions for reducing the gender pay gap”, it is envisaged that job evaluation procedures will feature extensively in a specialized manual to be created and utilized by employers. The Committee requests the Government to provide concrete information on the job evaluations carried out and their impact on the achievement of the principle of the Convention. Please also provide a copy of the specialized manual detailing the evaluation procedures to be followed by employers, once it is published.

Article 4. Cooperation with social partners. The Committee recalls the Government’s previous indication that employers’ and workers’ organizations had been invited to examine the compliance of collective agreements with equal pay provisions. In addition, as noted above, one of the measures of the project “Actions for reducing the gender pay gap” was to provide training to members of trade unions and employers’ associations regarding the promotion of equal pay in the collective bargaining process. The Committee requests the Government to provide information on the impact that the training delivered to the social partners had on collective agreements with respect to the principle of the Convention. It also requests the Government to provide information on any progress made in examining and ensuring that collective agreements comply with the equal pay provisions, as well as information on any other awareness-raising activities.

Minimum wages. The Government indicates, in its report on the application of the Discrimination (Employment and Occupation) Convention, 1958 (No. 111), that the statutory minimum wage applies to nine occupations and has not increased since 2012. The Committee requests the Government to continue to provide information on any future increases in the minimum wage rates, particularly in sectors in which women are predominantly employed, and to indicate how it ensures that minimum wage rates are free from any gender bias.

Enforcement. The Committee recalls the low number of complaints filed on equal pay. It also previously noted that a consultant was to be appointed to promote specific measures aimed at raising awareness regarding the existing complaints mechanisms, with a view to eliminating reluctance to file complaints. The Government indicates that, during 2012 and 2013, labour inspectors and officers of the Ombudsman’s office received intensive training on the enforcement of equal pay and that a target of 1,000 inspections on equal pay would be concluded by the end of 2015. The Committee requests the Government to provide detailed information on the inspections carried out by the labour inspectorate as well as on any sanctions and remedies imposed. Noting the absence of any information in this regard, the Committee, once again, requests the Government to provide detailed information on the contents of the awareness raising activities on complaint mechanisms, as well as any measures taken to make the complaint mechanisms more accessible to the general public. Please provide information on the practical application of Act No. 38(I) of 2009 (Amendment) regarding equal remuneration between men and women for the same work and for work of equal value, including complaints concerning violations of the equal remuneration legislation brought before the competent bodies and the courts.

Direct Request (CEACR) - adopted 2012, published 102nd ILC session (2013)

Addressing the gender remuneration gap. The Committee notes that the overall gender remuneration (gross hourly earnings) gap further decreased from 22.8 per cent in 2007 to 21.3 per cent in 2009. It also notes the Government’s indication that the project “Actions for reducing the gender pay gap” was introduced in the National Operational Programme in 2010, and that the implementation of the first action was initiated in 2011. It further notes the Government’s indication that a series of specialized training programmes for the labour inspectors, including the preparation of manuals for the enforcement of legislation will follow, and that guides, manuals and tools will be developed and training activities will be organized for the representatives of employers’ and workers’ organizations in 2013. The Committee asks the Government to continue to provide information on the implementation of the project “Actions for reducing the gender pay gap”, including information on manuals and tools developed, and the results achieved. Recalling the Government’s previous indication that employers’ and workers’ organizations had been invited to examine the compliance of collective agreements with equal pay provisions, the Committee asks the Government to provide information on any progress made in this regard. Please also continue to provide statistical data on the gender remuneration gap in respect of gross hourly earnings, as well as specific information on the earnings of men and women in the private and public sectors.

Job evaluation systems. The Committee notes the Government’s indication that the development of job evaluation tools will be promoted during the second term of 2012 under the project “Actions for reducing the gender pay gap”. The Committee asks the Government to provide information on any progress made to promote and develop tools for objective job evaluation under the project “Actions for reducing the gender pay gap”, as well as on action taken to support the social partners in undertaking objective job evaluation exercises free from gender bias, and the results achieved.

Minimum wages. The Committee notes the Government’s indication that the minimum wages increases in 2011, as well as the expansion of their coverage to cleaners of business buildings in addition to employees with sanitation and caring duties, have contributed to reducing the gender pay gap. Please continue to provide information on any future minimum wages increases, particularly in sectors in which women are predominantly employed, and their impact on the gender pay gap.

Enforcement. The Committee notes the Government’s indication that four complaints concerning equal pay were submitted to the Office of the Ombudsman during the period 2008–11, while no complaints were submitted under the complaints mechanism of the Ministry of Labour and Social Insurance. It also notes the Government’s indication that a consultant to be appointed will promote specific measures aimed at raising awareness regarding the existing complaints mechanisms, with a view to eliminating hesitation in filing complaints. The Committee asks the Government to provide detailed information on the contents of the awareness-raising activities on complaint mechanisms, as well as any measures taken to make the complaint mechanisms more accessible to the general public. Please continue to provide information on the practical application of Act No. 38(I) of 2009 (Amendment) regarding equal remuneration between men and women for the same work and for work of equal value, including complaints concerning violations of the equal remuneration legislation brought before the competent bodies and the courts.

Direct Request (CEACR) - adopted 2010, published 100th ILC session (2011)

Addressing the gender remuneration gap. The Committee notes that the overall gender remuneration gap (gross hourly earnings) further decreased from 25 per cent in 2005 to 22.8 per cent in 2007, but remains relatively high. The Committee notes the findings and proposals made by the “Analysis of the Gender Pay Gap in Cyprus and Practical Suggestions for Reducing the Gap” with respect to the underlying causes of the gender pay gap and the unexplained difference in wages which is presumed to be due to discrimination. The Committee notes that the Ministry of Labour and Social Insurance (MLSI), with inputs from the social partners, developed a project with concrete measures aimed at reducing the gender pay gap to be implemented during 2009–13, and to be co-financed by the European Social Fund. Some of the measures include the establishment of an effective inspection mechanism for the enforcement of equal pay legislation, the preparation of manuals and guides as tools for investigating cases of inequality in employment, training programmes for trade unions and employers’ associations, measures for eliminating occupational and sectoral segregation, interventions promoting the reconciliation of work and family life, and measures for the elimination of gender stereotypes through the educational system. The Committee asks the Government to provide information in the implementation of the project aimed at reducing the gender pay gap, including copies of manuals and tools developed, and the results achieved so far. Please also continue to provide statistical data on the gender remuneration gap in respect of gross hourly earnings, as well as specific information on the earnings of men and women in the private and public sectors.

Collective agreements. The Committee notes that employers’ and workers’ organizations were invited to examine the compliance of the provisions of collective agreements with the equal pay legislation, and that the Government hopes that the training activities and guidelines, manuals and tools to be developed in the context of the abovementioned project will contribute to avoiding and eliminating discriminatory provisions in collective agreements. The Committee asks the Government to provide information on any action undertaken by the social partners to examine the compliance of provisions of collective agreements with the equal pay legislation, and the results achieved.

Job evaluation systems. The Committee notes the Government’s indication that the project aimed at reducing the gender pay gap will include measures aimed at developing and promoting job evaluation tools for managers and human resource professionals. The Government further states that the MLSI would support initiatives of the social partners to evaluate and classify occupations of certain sectors of the economy. The Committee asks the Government to provide information on any measures taken to promote and develop tools for objective job evaluation under the project aimed at reducing the gender pay gap, as well as on action taken to support social partners in undertaking objective job evaluation exercises free from gender bias, and the results achieved.

Minimum wages. The Committee notes the Government’s indication that the minimum wages increases in 2008 and 2009, as well as the expansion of their coverage to security guards and employees with sanitation and caring duties, have contributed to reducing the gender pay gap. Please continue to provide information on any future minimum wages increases, particularly in sectors in which women are predominantly employed, and their impact on the gender wage gap.

Enforcement. The Committee notes that no complaints were submitted regarding violations of the principle of equal remuneration and that the Government attributes the small number of complaints partly to the fact that many private sector employees are covered by collective agreements. Noting the Government’s indication that awareness raising on the existing complaints mechanism and the provisions of the equal pay legislation will be covered by the project aimed at reducing the gender pay gap, the Committee asks the Government to provide information on the implementation of such activities, and their impact. Please continue to provide information on complaints concerning violations of the equal pay legislation brought before the competent bodies and the courts.

Observation (CEACR) - adopted 2010, published 100th ILC session (2011)

Legislative developments. The Committee notes with interest the adoption of Act No. 38(I) of 2009 (Amendment) regarding equal remuneration between men and women for the same work and for work of equal value, amending Act No. 177(I) of 2002 and Act No. 193(I) of 2004 (Basic Acts) concerning equal remuneration between men and women. These laws were adopted with a view to harmonizing the national legislation with the Directive 2006/54/EC of the European Parliament and the Council of 5 July 2006 on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation (recast). The Committee notes that Act No. 38(I) of 2009 strengthens the definitions of direct and indirect discrimination based on sex, and of remuneration, and inserts provisions regarding the promotion of equal remuneration through social dialogue and dialogue with concerned non-governmental organizations. The Act also provides for out-of-court protection of victims of discrimination (complaints can be submitted to the Ombudsman’s Office), enhances the accessibility of legal proceedings and the provision of legal aid by the Gender Equality Committee in Employment and Vocational Training, and clarifies the shifting of the burden of proof to the respondent. The Committee asks the Government to provide information on the practical application of the Acts of 2002 to 2009 concerning equal remuneration between men and women for the same work and for work of equal value, including relevant judicial and administrative decisions, as well as complaints handled by the labour inspection services.

The Committee is raising other points in a request addressed directly to the Government.

Direct Request (CEACR) - adopted 2007, published 97th ILC session (2008)

1. Gender remuneration gap. The Committee notes that the gender remuneration gap (gross hourly earnings) decreased from 33 per cent in 1994 to 25 per cent in 2002. Between 2002 and 2005 the gap remained at the level of 25 per cent, which is the widest gender remuneration gap in the European Union, according to EUROSTAT data. The Committee asks the Government to continue to provide statistical information on the gender remuneration gap in respect of gross hourly earnings, and also information on the earnings of women and men in both the private and the public sectors.

2. The Committee notes that the study on the gender pay gap commissioned by the Ministry of Labour and Social Insurance was finalized in July 2007. The Government indicates that the study suggested policy measures for reducing the gender pay gap, drawing on international experiences. The findings, conclusions and recommendations addressed to the authorities, enterprises and social partners were being disseminated and the Ministry would promote specific policy measures, following consultations with social partners. The Committee asks the Government to provide more detailed information on the findings, conclusions and recommendations set out in the abovementioned study and the outcomes of the tripartite consultation thereon, as well as the specific measures taken to follow up on these recommendations. In this context, the Committee asks the Government to provide information on the measures taken to promote the application of the Convention through the development of objective job evaluation systems, increasing minimum wages, particularly in female‑dominated sectors and through promoting the review of collective agreements, as indicated in the report.

3. Enforcement of the legislation. The Committee notes that the Office of the Ombudsperson has received only one complaint under the Equal Pay Act so far. One complaint by a trade union on equal remuneration in the retail sector was investigated by labour inspectors which led to a settlement by agreement. Noting the Government’s commitment to undertake further awareness raising on the available legal protection against pay discrimination, as well as to enhance the labour inspectorate’s capacity, the Committee asks the Government to indicate the concrete steps taken in this regard. It also asks the Government to continue to provide information on the complaints concerning violations of the principle of equal remuneration for work of equal value brought before the competent administrative bodies and the courts (facts, rulings, remedies provided or sanctions imposed).

Direct Request (CEACR) - adopted 2005, published 95th ILC session (2006)

1. Remuneration gap. The Committee notes from the statistics provided by the Government that the monthly pay differential (mean rate) between men and women stood at 33.7 per cent in 2003. The Government states that the practical enforcement of the country’s equality legislation has contributed to the declining wage gap. The Committee notes, however, that although this gap has been in gradual decline over the past two decades, it nonetheless remains high. The Committee notes the measures indicated by the Government for ensuring that the pay differential between men and women continues to decrease in the coming years - in particular the plan by the Ministry of Labour and Social Insurance to commission a project in 2006 for the purpose of defining the reasons, occupations and sectors responsible for the current wage gap. The Committee asks the Government to continue to provide information on the supervisory and advisory work of the labour inspectorate with regard to equal pay, including any investigations or job evaluations undertaken and the results obtained. It also asks the Government to keep it informed as to the developments and implementation of the Ministry of Labour and Social Insurance project scheduled for 2006 and to send information, when available, on its conclusions, recommendations and follow-up measures. Please continue to provide the latest statistical data on pay differentials between men and women for both the public and private sectors in accordance with the Committee’s 1998 general observation.

2. Article 2(2)(a) of the Convention. National laws or regulations. The Committee notes the Equal Pay (Amendment) Act (Law No. 193 (I)/2004) and the Equal Treatment (Amendment) Act (Law No. 191 (I)/2004), which each establish an ombudsperson to receive and independently examine complaints under their respective Acts. It notes in addition the Government’s statement that, although complaints relating to pay discrimination may be dealt with by a committee under the Equal Pay Act, to date, no complaints have been submitted. Noting that, under the Equal Treatment Act, the Gender Equality Committee is mandated to undertake a number of educational and promotional activities, the Committee asks the Government to indicate whether any similar initiatives are under way or anticipated with respect to the Equal Pay Act to raise awareness about equal remuneration generally among workers and the social partners and, more specifically, to publicize the complaint mechanisms available under the Equal Pay Act. The Committee also asks the Government to provide information on the work of the equal pay and equal treatment ombudspersons, along with the number and outcome of cases submitted to them concerning equal pay.

3. Article 2(2)(c). Collective Agreements. The Committee notes from the Government’s report that the Ministry of Labour and Social Insurance has sent a circular to all social partners requesting the examination and amendment of existing collective agreement provisions found to be contrary to the Equal Pay Act of 2002. Noting that October 2005 was the deadline for the social partners to report to the Ministry, the Committee asks the Government to indicate the number of collective agreements identified in this exercise that contained provisions incompatible with the Equal Pay Act. It also asks the Government to provide information on any processes under way and the amendments adopted, if any, to remedy outstanding discriminatory provisions in collective agreements with respect to equal pay between men and women.

Direct Request (CEACR) - adopted 2003, published 92nd ILC session (2004)

The Committee notes the information in the Government’s report and the attached legislation and documentation.

1. Further to its observation, the Committee notes that according to section 7(4) of the new Equal Pay Act of 2002 collective agreements, individual contracts or internal company regulations that are contrary to the provisions of the Act shall be repealed, and that within three months of its entry into force, the competent authority must invite the social partners to examine the existing provisions of the collective agreements, in order to amend them if found contrary to the law (section 8(1)). The Committee asks the Government to provide information on the practical application of this provision and the results achieved.

2. The Committee notes with interest the adoption of the Act on Equal Treatment for Men and Women in Employment and Vocational Training (Law (205(I)/2002), which came into force in January 2003. It notes that the Act provides for the establishment of a Gender Equality Committee with an advisory role and supervisory role with respect to the implementation of the new Act. Noting also that the Gender Equality Committee can initiate and receive complaints, which it will forward to the chief inspector handling the case, the Committee asks the Government to provide information on the practical application and enforcement of the Act and to indicate the number of cases handled by the Gender Equality Committee concerning equal pay and the results achieved.

3. The Committee notes from the Government’s report that pay differentials in recent years have stabilized and that - with the exception of a widening in 1999 - the long-term trend of pay differentials is expected to continue to reduce. It further notes that while the gap between male and female employment rates is decreasing, women are still concentrated in the services sector (83 per cent) and that 27 per cent of women are employed as managers, professionals and technicians. The Committee notes the various measures taken by the Government to promote equality of opportunity and treatment of women in the labour market, and asks the Government to provide information on their impact on reducing the wage gap between men and women and to continue to provide statistical data on the pay differentials between men and women, in accordance with its general observation of 1998.

Observation (CEACR) - adopted 2003, published 92nd ILC session (2004)

1. The Committee notes with satisfaction the adoption on 2 September 2002 of the Act to Provide Equal Pay Between Men and Women for the Same Work or for Work to which Equal Value is Attributed, the purpose of which is to ensure that the principle of equal pay between men and women for equal work or work of equal value is applied (section 3). It notes in particular that section 2 of the Act defines pay as "including the usual basic contribution and any other additional contributions paid directly or indirectly, either in money or in kind, by the employer to the employee in exchange for the work provided", which is in accordance with Article 1(a) of the Convention. The Act also provides, in line with Article 1(b) of the Convention, that the principle of equality in pay means "the absence of any kind of direct and indirect discrimination based on sex, as regards pay for the same work or for work to which equal value is attributed", and defines work of equal value as "work carried out by men and women which is identical or materially identical in nature or to which equal value is attributed, based on objective criteria".

2. Furthermore, the Committee notes that the Act applies to all employees for all activities related to "employment" (which is given a very broad definition in section 2) and requires that every employer provide equal pay to men and women for the same work and for work to which equal value is attributed, irrespective of the sex of the employee (section 5(1)). Pursuant to section 5(2), professional classification systems should be based on common criteria for male and female employees and designed in such a manner that sex discrimination is excluded. For the purpose of comparison the Act sets out criteria of the nature of the duties, the degree of responsibility, qualifications, skills and seniority, qualifications-related requirements and the conditions under which the work is carried out (section 18).

3. The Act further includes provisions concerning the prohibition of victimization in the case of equal pay complaints and imposing sanctions on employers contravening these provisions. The Committee notes with particular interest that the Act gives a specific supervisory and advisory role to the labour inspectorate on equal pay inspections (sections 10-14) and establishes a special committee for investigation and assessment of work (sections 15-17) to undertake an evaluation of jobs said to be of equal value in the case of complaints.

The Committee is raising other and related points in a request directly addressed to the Government.

Direct Request (CEACR) - adopted 2001, published 90th ILC session (2002)

The Committee notes the information contained in the Government’s report, including the statistical data provided.

1. The Committee notes that the pay gap between men and women has continued to decrease slightly. In 1996 women’s mean monthly rate of pay was 72 per cent of men’s and by 1998 it was 74.33 per cent. Women’s median monthly rate of pay amounted to 70 per cent of men’s in 1996 and in 1998 it had only increased to 71.67 per cent. The Committee asks the Government to provide the "Labour Statistics, 1998" report referred to in its report under the Convention and invites the Government to continue to provide statistical information along the lines of its general observation to this Convention.

2. The Committee notes that the Government is currently considering, in consultation with the social partners within the framework of the Labour Advisory Board, the alignment of the existing legislation with the Community Directive on Equal Pay No. 75/117. It asks the Government to provide information on the relevant legislative developments and hopes that any changes will incorporate the requirement of equal remuneration for work of equal value between men and women. In this regard the Committee emphasizes the importance of using equal value as the basis of comparison.

3. The Committee notes that national level tripartite consultations, chaired by the Minister of Labour and Social Insurance, aiming at a more effective implementation of the principle of equal remuneration, have continued. It also notes that following these consultations a draft law amending the Equal Remuneration Law No. 158 of 1989 and empowering the Council of Ministers to issue regulations for a more effective implementation of the principle of equal remuneration, as well as draft regulations, have been approved by the Council of Ministers and submitted to the House of Representatives. The Committee asks the Government to provide copies of the Act and of the Regulations once adopted and hopes that they will expressly include the principle of equal remuneration for work of equal "value". The Committee also notes that during these tripartite consultations it was decided to draft regulations relating to the composition and terms of reference of the Technical Committee which may be set up under section 7 of Law No. 158 of 1989 with a view to assisting the Industrial Disputes Court in assessing work of equal value. The Committee hopes that information on the follow-up of this decision will be provided with the next report. It also reiterates its hope that the Government will continue to supply information, in its future reports, regarding the practical measures for implementation of the Convention developed through the abovementioned consultations.

4. The Committee asks the Government to supply information, including statistics, on women’s participation in the labour market and on any measures taken or envisaged to ensure that equality of opportunity and treatment between men and women in relation to employment and occupation, which is a precondition for equal pay for work of equal value, is ensured for male and female workers.

5. The Committee invites the Government to continue to provide information on developments concerning the elimination of wage discrimination in industry level collective agreements and reiterates its request for copies of the pay scales and job classifications contained in collective agreements.

Direct Request (CEACR) - adopted 1999, published 88th ILC session (2000)

The Committee notes the information contained in the Government's report, including the statistical data provided.

1. The Committee notes that the national mean and median monthly rates of remuneration set forth in the statistical tables supplied by the Government reflect a continuing reduction in the wage gap between men and women workers in Cyprus. In 1984, women's mean monthly rate of pay was only 60 per cent of men's. By 1996, women's mean monthly rate of pay had increased to 72 per cent of the corresponding rate for men. Similarly, in 1984, women's median monthly rate of pay was 61 per cent of men's. By 1996, that figure had risen to 70 per cent. The Committee notes this progress with interest and hopes that the Government will continue to provide statistical information in its future reports along the lines requested in the Committee's previous general observation on the Convention.

2. In its previous comments, the Committee noted that considerable progress had been made towards the elimination of wage discrimination in collective agreements for the clothing and metal goods industries. The Committee would be grateful if the Government would continue to supply information on developments in the abovementioned sectors, as well as in other sectors, including the footwear, soft drink, construction and woodwork industries where less progress had been reported. The Government is also asked to provide copies of the pay scales and job classifications contained in the collective agreements for these industries.

3. The Committee notes the information supplied by the Government with regard to the consultations held between the social partners and chaired by the Minister of Labour and Social Insurance, concerning the practical measures to be taken to implement the principle of the Convention more effectively. Specifically, the Committee notes with interest the social partners' undertaking to continue their efforts through collective bargaining to eliminate the use of gender-based pay differences in collective agreements as well as the possible establishment of a committee on equality. The Committee also notes with interest the proposed amendments to Act No. 158 of 1989 on Equal Remuneration, which would give the Council of Ministers authority to issue regulations defining the power and duties of inspectors appointed under the Act. The Committee would be grateful if the Government would provide a copy of the amended Act and Regulations, once they are adopted. It hopes that the Government will continue to supply information, in its future reports, regarding the practical measures for implementation of the Convention developed through the abovementioned consultations.

Observation (CEACR) - adopted 1996, published 85th ILC session (1997)

The Committee notes the information contained in the Government's reports.

1. The Committee recalls that, in response to a request of the Government for assistance in implementing the Convention, missions were undertaken in 1991 and in 1992 by officials of the International Labour Office. The Committee notes with satisfaction that the sex-based wage differentials in the collective agreements for the printing industry, the electrical contractors industry and the leather (luggage) industry were eliminated in the 1992-93 bargaining round, and that this equality has been maintained in the 1994-95 round of negotiations. The Committee also notes with interest that considerable progress was made towards eliminating wage discrimination on the basis of sex in the clothing and metal goods industries during the 1995 round of negotiations for the 1995-1997 (three-year) collective agreements concluded for those industries. In both of these industries, workers are now classified by skill and job type and the minimum pay rates and pay increases are specified without reference to the sex of the worker. As concerns other industries (footwear, soft drinks, construction and woodworking industries), the Committee notes with interest from the Government's report that some progress has been made towards eliminating wage discrimination. The Committee is particularly encouraged that progress has been made in spite of increasing economic problems which have caused a relatively low rate of improvement in the conditions of work. It hopes that the Government will continue to provide information on further developments in these sectors.

2. The Committee notes that the Tripartite Labour Advisory Board reviewed, in a general discussion, the recommendations made by the Office following the above-mentioned missions and set up, in February 1994, a tripartite technical committee to study them in detail, as well as the proposals submitted by the employers' and workers' organizations at the Board's general discussion. The Board examined the report of the technical committee in December 1995 and decided that further consultations, chaired by the Minister of Labour and Social Insurance, should take place between the social partners concerning the practical measures to be taken to implement further the Convention. The Committee hopes that the Government will be in a position to furnish details in its next report on the strategies determined through these consultations.

3. The Committee notes from the statistical data supplied that even though the wage differential between men and women is still high, it has been narrowing continuously. Please continue to furnish statistical data illustrating the wage gap in future reports.

Direct Request (CEACR) - adopted 1995, published 82nd ILC session (1995)

The Committee notes with regret that the Government's report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous comments, which read as follows:

1. In its previous observation, the Committee noted with interest that, in response to a request of the Government for assistance in implementing the provisions of the Convention, a mission was undertaken in December 1991 by officials of the International Labour Office who subsequently prepared a report concerning the measures which might be taken by the Government and the social partners to give effect to the principle of equal pay for work of equal value. The Committee had noted that this report was being examined by the relevant governmental authorities and by the workers' and employers' organizations and that the Office would be kept informed as to the outcome of this examination.

The Committee hopes once again that the Government will provide full information in its next report concerning the measures being taken or contemplated in the light of the assistance provided.

2. The Committee has noted with interest that a few renewed collective agreements have included a clause showing an intention to create new wage scales in place of the previous sex-based wage rates. The Committee hopes that, among the measures which might be taken pursuant to the assistance provided by the Office, priority will be given to the removal of the sex-based wage rates applying in a number of collective agreements. It requests the Government to supply full particulars in this regard in its next report.

3. The Committee has also noted with interest from the statistical data supplied in the Government's previous report that the wage differential between women and men continued to narrow. The Committee would be grateful if the Government would continue to provide information in its future reports showing the relative difference in the average earnings of women and men in the economy.

Direct Request (CEACR) - adopted 1995, published 83rd ILC session (1996)

The Committee notes with regret that, for the third consecutive time, the Government's report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous comments, which read as follows:

1. In its previous observation, the Committee noted with interest that, in response to a request of the Government for assistance in implementing the provisions of the Convention, a mission was undertaken in December 1991 by officials of the International Labour Office who subsequently prepared a report concerning the measures which might be taken by the Government and the social partners to give effect to the principle of equal pay for work of equal value. The Committee had noted that this report was being examined by the relevant governmental authorities and by the workers' and employers' organizations and that the Office would be kept informed as to the outcome of this examination.

The Committee hopes once again that the Government will provide full information in its next report concerning the measures being taken or contemplated in the light of the assistance provided.

2. The Committee has noted with interest that a few renewed collective agreements have included a clause showing an intention to create new wage scales in place of the previous sex-based wage rates. The Committee hopes that, among the measures which might be taken pursuant to the assistance provided by the Office, priority will be given to the removal of the sex-based wage rates applying in a number of collective agreements. It requests the Government to supply full particulars in this regard in its next report.

3. The Committee has also noted with interest from the statistical data supplied in the Government's previous report that the wage differential between women and men continued to narrow. The Committee would be grateful if the Government would continue to provide information in its future reports showing the relative difference in the average earnings of women and men in the economy.

Direct Request (CEACR) - adopted 1994, published 81st ILC session (1994)

The Committee notes that the Government's report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous comments, which read as follows:

1. In its previous observation, the Committee noted with interest that, in response to a request of the Government for assistance in implementing the provisions of the Convention, a mission was undertaken in December 1991 by officials of the International Labour Office who subsequently prepared a report concerning the measures which might be taken by the Government and the social partners to give effect to the principle of equal pay for work of equal value. The Committee had noted that this report was being examined by the relevant governmental authorities and by the workers' and employers' organizations and that the Office would be kept informed as to the outcome of this examination.

The Committee hopes once again that the Government will provide full information in its next report concerning the measures being taken or contemplated in the light of the assistance provided.

2. The Committee has noted with interest that a few renewed collective agreements have included a clause showing an intention to create new wage scales in place of the previous sex-based wage rates. The Committee hopes that, among the measures which might be taken pursuant to the assistance provided by the Office, priority will be given to the removal of the sex-based wage rates applying in a number of collective agreements. It requests the Government to supply full particulars in this regard in its next report.

3. The Committee has also noted with interest from the statistical data supplied in the Government's previous report that the wage differential between women and men continued to narrow. The Committee would be grateful if the Government would continue to provide information in its future reports showing the relative difference in the average earnings of women and men in the economy.

Direct Request (CEACR) - adopted 1992, published 79th ILC session (1992)

The Committee has noted the information provided in the report of the Government.

1. The Committee has noted with interest that a few renewed collective agreements have included a clause showing an intention to create new wage scales in place of the previous sex-based wage rates. The Committee hopes that, among the measures which might be taken pursuant to the assistance provided by the Office, priority will be given to the removal of the sex-based wage rates applying in a number of collective agreements; and requests the Government to supply full particulars in this regard in its next report.

2. The Committee has also noted with interest from the statistical data supplied in the Government's report that the wage differential between women and men continued to narrow. The Committee would be grateful if the Government would continue to provide information in its future reports showing the relative difference in the average earnings of women and men in the economy.

Observation (CEACR) - adopted 1992, published 79th ILC session (1992)

The Committee has noted with interest that, in response to a request of the Government for assistance in implementing the provisions of the Convention, a mission was undertaken in December 1991 by officials of the International Labour Office who subsequently prepared a report concerning the measures which might be taken by the Government and the social partners to give effect to the principle of equal pay for work of equal value. The Committee has noted that this report is being examined by the relevant governmental authorities and by the workers' and employers' organisations and that the Office will be kept informed as to the outcome of this examination.

The Committee hopes that the Government will provide full information in its next report concerning the measures being taken or contemplated in the light of the assistance provided.

Direct Request (CEACR) - adopted 1991, published 78th ILC session (1991)

The Committee notes with interest the information given in the Government's first report, including the text of newly enacted legislation to extend the application of the principle of equal remuneration to all sectors of the economy (Equal Remuneration to Men and Women for Work of Equal Value Law, 1989).

1. The Committee notes the statement in the report that in a number of collective agreements (notably in the food, beverage, construction, clothing, woodworking and metal goods industries) minimum pay rates differ by sex. On this matter, the Committee refers to its previous comments made under Convention No. 111 where it observed that in recently concluded collective agreements or mediation proposals, pay scales were differentiated on the basis of sex not only at the base level but also as concerned prescribed weekly increases. Referring with interest to the Government's policy to reduce wage differentials and to the commitment of the social partners to ensure adherence to ratified ILO Conventions (Part E of the Industrial Relations Code, 1977), the Committee hopes that the Government will be able to indicate in its next report that positive steps have been taken both to abolish all differences in pay rates based on sex and to integrate the job categories specifically reserved for male or female workers in collective agreements. The Committee has also noted the statement of the Government in its report for 1989-90 under Convention No. 111, where it indicated that the equal remuneration legislation and a new tripartite policy was expected to have a positive effect on the elimination of sex-based pay rates in collective bargaining. In this, the Committee would draw the Government's attention to the importance of using new job classification methods based on objective criteria which have no connection with the present distinctions based on sex so as to ensure that sex-related discrimination is not continued under a different denomination.

2. Pending entry into force of the 1989 legislation, the Committee requests the Government to indicate whether women employed under particular collective agreements could invoke the grievance procedures provided for under the Industrial Relations Code, 1977, to amend discriminatory provisions in those agreements. The Committee also requests the Government to indicate whether it would be possible for women employed under the terms of a collective agreement to enforce collectively their right to equal remuneration under the legislation once it enters into force, since it would appear that sections 4 and 8 of the Act concern the rights of individual women to amend their individual contracts of employment.

3. Referring to the statement in the report that no dependent spouse is recognised for women workers in most industrial medical funds, the Committee requests the Government to indicate what measures have been taken or are contemplated to ensure the elimination of discrimination based on sex from social security schemes financed by particular undertakings or industries. In this respect, the Committee recalls the explanations given in paragraphs 17 and 88 of its 1986 General Survey on Equal Remuneration.

4. While noting that the 1989 equal remuneration legislation will not enter into force until October 1992, the Committee would be grateful if the Government would provide information on the manner in which it is envisaged that the law will apply in practice, since the reference to work of a like or substantially like nature in the Act's definition of work of equal value may be interpreted as requiring a more restrictive comparison of jobs than is contemplated by the Convention. Noting that no special methods have yet been adopted to promote an objective appraisal of jobs, the Committee would be grateful if the Government would indicate the criteria to be used under the legislation to determine the value of jobs to be compared and the scope of comparison envisaged. In addition, the Committee requests the Government to indicate the measures to be taken to ensure that the criteria used to compare jobs will not undervalue the work usually performed by women.

5. The Committee would be grateful if the Government would continue providing information on the practical measures taken pursuant to its policy to ensure equal treatment of men and women in employment and in particular on its efforts to reduce the wage differential between men and women. In this respect, the Committee requests the Government to indicate whether measures to raise the lowest rates of daily wages (e.g. as in article 2 of the 1987 proposal of the Conciliation Department of the Ministry of Labour and Social Security to resolve the dispute between the Association of Shoe Industries and the SEK and the PEO) have been taken with a specific view of reducing the wage differential between men and women. If so, the Committee would be grateful if the Government would provide any other examples of similar action. It also requests the Government to furnish with its next report copies of collective agreements for industries employing significant numbers of women (as appears to be the case, for example, in the food, tourist, hotel and banking industries).

6. Noting with interest that the implementation of the Convention has been the subject of close co-operation between the Government and the employers' and workers' organisations, the Committee requests the Government to provide specific information on any such co-operative measures taken or contemplated to ensure and promote the application of the principle of equal remuneration.