Cyprus Ratifies ILO Convention 190: Strengthening the Legal Framework Against Workplace Violence and Harassment
Published: December 2024
Cyprus ratified the International Labour Organization’s Convention No. 190 on eliminating violence and harassment in the world of work. Law 17(III)/2024 was published on December 12, 2024.
This legislation represents a comprehensive approach to addressing workplace misconduct and establishing a culture of zero tolerance for violence and harassment.
Understanding the Convention’s Scope
Convention No. 190 recognizes violence and harassment in the workplace as fundamental violations of human rights. The Convention defines these behaviours broadly as any unwanted conduct, practices, or threats – whether occurring as isolated incidents or repeated patterns – that result in or are likely to result in physical, psychological, sexual, or economic harm.
Importantly, the Convention includes specific provisions addressing gender-based violence and sexual harassment, acknowledging the disproportionate impact these issues have on women and other vulnerable groups in the workplace.
Comprehensive Coverage
The protection extends to all workers across both public and private sectors, regardless of their employment relationship or contractual status. This inclusive approach ensures that temporary workers, contractors, interns, and other non-traditional employees receive equal protection under the law.
The Convention’s reach extends beyond the physical workplace to encompass:
- Business-related travel and accommodation
- Work-related social functions and events
- Electronic communications related to work
- Commuting to and from work
- Employer-provided transportation
Key Obligations
The Convention requires Cyprus to implement comprehensive measures across three critical areas:
Prevention: Establish proactive measures to prevent violence and harassment before they occur, including mandatory training programs, regular risk assessments, and clear communication of rights and obligations.
Enforcement: Robust enforcement mechanisms must be put in place, including effective complaint procedures, accessible judicial remedies, and appropriate sanctions for violations.
Support: Comprehensive support systems for victims must be established, ensuring they have access to necessary resources and assistance throughout the complaint and recovery process.
Specific Requirements
The Convention mandates that Cyprus adopt legislation that:
- Explicitly prohibits all forms of violence and harassment in the workplace
- Requires employers to implement preventive measures, including staff training and comprehensive risk assessments
- Establishes effective complaint mechanisms with clear procedures for reporting and investigation
- Ensures access to judicial remedies and alternative dispute resolution procedures
- Implements appropriate sanctions and remedies for violations
- Provides robust protection for whistleblowers and witnesses against retaliation
- Guarantees workers’ right to remove themselves from situations that pose serious risks to their safety, health, or well-being
Employer Responsibilities
- Protect employees from harassment by supervisors, managers, or colleagues
- Ensure that harassment stops immediately upon discovery
- Prevent recurrence of harassing behaviour
- Address the consequences of harassment for affected employees
- Implement proactive measures to prevent harassment
Employers who fail to meet these obligations face joint liability with the actual perpetrators of harassment.
Mandatory Preventive Measures
Employers must implement comprehensive Codes of Conduct that:
- Clearly define prohibited behaviours and potential consequences
- Establish accessible complaint procedures
- Outline specific employer obligations and responsibilities
- Detail investigation processes and implementation procedures
- Provide clear guidance on reporting mechanisms
Expected Improvements
The new legal framework is expected to:
- Expand protection to previously uncovered workers and situations
- Strengthen enforcement mechanisms and penalties
- Enhance support services for victims
- Increase employer accountability and responsibility
- Promote cultural change in workplace attitudes and behaviours
For employers, this new framework represents both a challenge and an opportunity. Organizations that proactively embrace these changes and implement robust prevention and response measures will not only comply with legal requirements but also create more productive, positive work environments that benefit everyone.
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Theodorou Law is a Cyprus law firm with Cyprus lawyers and other legal experts on legal matters involving Cyprus law, EU law and international law. The above should be used as a source of general information only. It is not intended to give a definitive statement of the law.
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