Employment practice living wage

CUT guarantees that all employees and faculty members receive at least the national living wage, ensuring fair pay and compliance with Cyprus labour legislation and the national public-sector payroll framework. As a public law entity, CUT applies the official Cyprus Public Service salary scales to all staff, maintaining consistency with national standards of decent work and equitable remuneration. In 2024, the lowest CUT hourly rate (€9.17) exceeded the national minimum rate (€7.29) by approximately 26%, confirming that all staff are paid above the living wage threshold. By maintaining salaries at or above this level, CUT upholds transparency, fairness, and social sustainability, reinforcing its institutional commitment to decent work, fair compensation, and employee wellbeing.

Employment practice unions

CUT fully recognises and safeguards employees’ rights to freedom of association and collective bargaining, in line with national labour legislation and ILO Convention No. 87. These rights are upheld through active trade unions representing academic and administrative staff, ensuring inclusive participation for all, including women, non-permanent, and international employees. A formal Collective Agreement establishes the framework for consultation and labour relations, implemented through the Joint Staff Committee, which meets regularly to address employment, welfare, and workplace issues. Union representatives also participate in the Personnel, Recruitment and Promotions & Regulations Committee (ΕΠΠΠΚΚ), ensuring that employees’ voices are included in decision-making. Through these mechanisms, CUT maintains transparent, equitable, and participatory employment practices, reinforcing its commitment to social dialogue, fair representation, and decent work.

Employment policy on discrimination

CUT maintains a workplace free from discrimination and harassment, ensuring equal opportunity, diversity, and inclusion across all employment practices. CUT’s Equality Plan 2022 2024 provides the strategic framework for gender equality, diversity, and non-discrimination in recruitment, promotion, and leadership. Complementary policies- including the Equal Opportunity Policy, the Equality, Diversity and Inclusion Statement, the Equal Access Plan for Persons with Disabilities, and the Code of Practice for Preventing and Combating Harassment and Sexual Harassment- establish clear, transparent procedures that protect all employees, regardless of gender, ethnicity, age, disability, or sexual orientation. The Diversity and Inclusion Office, Human Resources Services, and Equality Committee jointly oversee implementation, training, and accountability. Through this framework, CUT fosters a safe, respectful, and equitable work environment for all.

Employment policy modern slavery

CUT upholds a zero-tolerance policy toward modern slavery, forced labour, human trafficking, and child labour, as set out in its officially approved Employment Policy Against Modern Slavery. The Policy applies to all academic, administrative, research, and contract staff, as well as to suppliers and external partners, ensuring ethical recruitment, fair working conditions, and full compliance with national labour law and human-rights standards. It establishes clear mechanisms for reporting, accountability, and enforcement, including the right to terminate any partnership or employment where violations occur. Through this framework, CUT reinforces its institutional commitment to ethical governance, human dignity, social responsibility, and the promotion of fair and decent work across all operations and collaborations.

Employment practice equivalent rights outsourcing

CUT promotes equivalent rights and fair working conditions for workers involved in outsourced activities by requiring all contractors, suppliers, and service providers to respect labour standards, human rights, and ethical employment practices, in accordance with national and EU legislation. Through its Employment Policy Against Modern Slavery and compliance with the Cyprus Public Procurement Law [Law 73(I)/2016], CUT ensures that tender documents and contracts explicitly prohibit forced labour, human trafficking, and child labour, and require adherence to social and labour law obligations. Although CUT does not directly manage outsourced workers, it promotes ethical conduct through procurement oversight and reserves the right to terminate contracts in case of violations, reinforcing its commitment to social responsibility, human rights, and decent work across all external partnerships.

Employment policy pay scale equity

CUT guarantees pay equity and equal remuneration for equal work, in full alignment with national labour legislation, public-sector salary scales, and international standards promoting fairness, transparency, and gender equality. All staff positions follow the official Cyprus Public Service pay structure, ensuring equal pay for the same rank (e.g., all Associate Professors under scales A14-A15). CUT also applies the Cost-of-Living Adjustment (COLA) and national pay increases granted to public servants. For categories outside the public scales (e.g., Research Associates, Teaching Assistants, Special Scientists), structured internal frameworks uphold equal treatment. Pay equity is further reinforced through the CUT Equality Plan 2022-2024 and participation in the Human Resources Strategy for Researchers (HRS4R), ensuring gender-neutral, merit-based, and transparent remuneration across all employment categories.

Tracking pay scale for gender equity

CUT systematically monitors pay scale equity to ensure gender-neutral remuneration and equal opportunities for all staff, in full compliance with Cypriot and EU equal pay legislation. As a public law entity, CUT applies the Cyprus Public Service salary scales, ensuring equal pay for men and women in the same position and transparent, merit-based progression. Annual analyses confirm no significant gender pay gap, with balanced advancement rates across academic ranks. The Equality Plan 2022-2024 provides the institutional framework for tracking gender-sensitive pay indicators, coordinated by the Diversity and Inclusion Office, Equality Committee, and HR Services. Results are reported annually to the University Senate, reinforcing transparency and accountability. Through this framework and participation in the HRS4R initiative, CUT ensures equal pay, fair progression, and social sustainability across all employment categories.

Employment practice appeal process

CUT provides all employees with a formal, transparent, and confidential appeal process to address issues related to employment rights, working conditions, or pay. Through the Appeal Submission Procedure, available electronically via the Human Resources Service portal, staff may submit complaints concerning fair remuneration, leave entitlements, collective bargaining, or harassment. Appeals are reviewed by the Head of Human Resources and, when necessary, referred to the Personnel, Recruitment and Promotions & Regulations Committee (ΕΠΠΠΚΚ) for impartial examination under clearly defined terms ensuring due process and equal treatment. Employees may also submit appeals via their trade unions, guaranteeing inclusive participation and fair representation. This structured process reflects CUT’s commitment to fairness, accountability, human rights, and the continuous improvement of staff welfare and good governance.

Employment practice labour rights

CUT ensures the protection of labour rights for all employees, promoting equal rights, non-discrimination and inclusive participation across academic, administrative, permanent, non-permanent, and international staff. The University upholds the freedom of association and collective bargaining through an active Collective Agreement and recognised trade unions whose statutes guarantee equal access and representation regardless of gender or nationality. In 2024, CUT unions included 53% women and 12% international staff, reflecting strong gender balance and inclusion. Staff representatives participate in governance committees, ensuring fair involvement in decision- making. Employees also have access to a transparent internal appeal process to address employment concerns. CUT’s framework aligns with national and international labour standards, reinforcing fair, transparent, and participatory employment relations and supporting the University’s commitment to reduced inequalities.