Cyprus Notice Period Calculator
Calculate your minimum statutory notice period under Cyprus employment law
Defaults to today
Termination Type
Optional — only enter if your contract specifies more than the statutory minimum
Optional — used to calculate payment in lieu of notice
Enter your employment start date and resignation date to calculate your notice period.
How to Use the Notice Period Calculator
Follow these steps to calculate your statutory notice period in Cyprus:
- 1
Enter your employment start date
Select the exact date you started working for this employer.
- 2
Enter the resignation or termination date
Defaults to today. This is the date notice is being served from.
- 3
Select the termination type
Cyprus law has different notice tables for employer dismissal and employee resignation. Select the one that applies.
- 4
Add contractual notice (optional)
If your contract specifies a notice period in weeks, enter it. The greater of statutory or contractual will apply.
- 5
Add monthly salary (optional)
If entered, the calculator will also show the payment in lieu of notice amount.
Statutory Notice for Employer Dismissal
Under the Termination of Employment Law (Law 24/1967), when an employer dismisses an employee the following minimum notice periods apply. Employees with less than 26 weeks of service have no statutory notice entitlement.
| Continuous Employment | Minimum Notice |
|---|---|
| Under 26 weeks | None |
| 26–51 weeks (≈1 year) | 1 week |
| 52–103 weeks (1–2 years) | 2 weeks |
| 104–155 weeks (2–3 years) | 4 weeks |
| 156–207 weeks (3–4 years) | 5 weeks |
| 208–259 weeks (4–5 years) | 6 weeks |
| 260–311 weeks (5–6 years) | 7 weeks |
| 312+ weeks (6+ years) | 8 weeks (maximum) |
Statutory Notice for Employee Resignation
When an employee resigns, a shorter notice table applies. Employees with less than 26 weeks of service have no statutory notice obligation.
| Continuous Employment | Minimum Notice |
|---|---|
| Under 26 weeks | None |
| 26–51 weeks (≈1 year) | 1 week |
| 52–259 weeks (1–5 years) | 2 weeks |
| 260+ weeks (5+ years) | 3 weeks (maximum) |
Frequently Asked Questions
- Is there a statutory notice period in the first 26 weeks of employment?
- No. Employees in their first 26 weeks (the statutory probationary period) have no notice entitlement under the Termination of Employment Law. Either party can terminate immediately without giving notice.
- Why is the dismissal notice period longer than the resignation notice period?
- The law recognises that employees are more vulnerable when dismissed. Employers face a maximum notice of 8 weeks while employees need give only up to 3 weeks when resigning.
- Can my employer pay me instead of working the notice period?
- Yes. An employer can make a payment in lieu of notice (PILON) equivalent to the salary that would have been earned during the notice period, rather than requiring you to work it out.
- What if my contract specifies a longer notice period?
- Contractual notice periods are valid as long as they meet or exceed the statutory minimum. If your contract gives more notice than the law requires, the contractual period applies. Contracts cannot reduce notice below the statutory minimum.
- Can notice be waived?
- Yes. Both parties can mutually agree in writing to waive or reduce the notice period.
- Does gross misconduct affect the notice period?
- Yes. If an employee is dismissed for gross misconduct (serious breach of contract), the employer can terminate immediately without any notice or payment in lieu.
Disclaimer
This calculator provides an estimate of the statutory minimum notice period according to the Termination of Employment Law (Law 24/1967 as amended). It does not account for special contracts, collective agreements, probationary arrangements, or misconduct cases. Always consult a legal or HR professional to confirm your exact entitlement.