Employment policy pay scale equity

CUT is firmly committed to pay equity and equal remuneration for equal work, in full alignment with national labour legislation and international standards that promote fairness, transparency, and gender equality.

As a public law entity, CUT applies the official Cyprus Public Service salary scales to all staff positions included in its approved budget. This guarantees equal pay for the same position or rank, as determined by the University’s official Budget and national regulations. For example, all Associate Professors, irrespective of gender, are remunerated under the combined scales A14-A15.

CUT also commits to granting employees any general increase or any percentage increase on the basic salary provided by the Government to public servants or employees of public-law organisations, thereby ensuring consistency with national public-sector pay adjustments. The University also adopts the Cost-of-Living Adjustment (COLA) index, as determined periodically by the Government, and adjusts employee remuneration in the same way as for public servants or employees of public-law organisations.

Furthermore, CUT maintains a Pension and Gratuity Scheme for permanent staff, consistent with the framework applied to public-service employees, under the Pensions Law 97(I)/1997 and the Pensions Benefits (General Application Provisions) Law 216(I)/2012. This ensures equity and uniformity in employment benefits and long-term remuneration.

For employment categories not directly covered by the public salary structure, CUT has established internal regulations that uphold the same principles of fairness, transparency, and equal treatment. These include structured pay frameworks for:

All job vacancy announcements published by CUT clearly specify the applicable salary scale, grade, and employment conditions, ensuring full transparency, objectivity, and meritocracy in recruitment and remuneration decisions. Salary placement is based strictly on prior professional experience and qualifications, applied equally to all candidates regardless of gender, nationality, or personal characteristics.

Further information on recruitment and remuneration is available on the official CUT website.

Examples of 2024 vacancy announcements

Academic Staff (Faculty Members and Special Teaching Staff)

Administrative Staff

The institutional framework for pay equity is reinforced through the CUT Equality Plan 2022- 2024 (pp. 9, 12, 15, 20, 22), which promotes equal opportunities and treatment in recruitment, promotion, and remuneration. The Diversity and Inclusion Office, in collaboration with the Human Resources Services and the Equality Committee, monitors pay structures and gender-balance indicators, ensuring sustained fairness and transparency in pay practices.

In parallel, CUT’s participation in the Human Resources Strategy for Researchers (HRS4R) aligns the University’s employment and remuneration practices with the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers, guaranteeing gender-equitable pay, merit-based progression, and transparent processes across all research-related positions.

In conclusion, through the application of national public-sector pay scales, transparent internal remuneration frameworks, and the implementation of the Equality Plan and HRS4R Strategy, the Cyprus University of Technology ensures pay equity, gender neutrality, and fairness across all employment categories, reaffirming its institutional commitment to equal opportunity and social sustainability.