cyprus sexual — Concerns about the inadequacy of Cyprus sexual harassment laws were raised during a House Human Rights Committee hearing on Monday, where parliamentarians discussed the pressing need for better protections for workplace victims.
The hearing was prompted by recent reports from Phileleftheros detailing allegations of sexual harassment involving Education Ministry officials. In this case, a superior was cleared in a disciplinary investigation and subsequently promoted, despite now facing criminal prosecution.
Eleni Kouzoupi from the Law Office highlighted the troubling provisions allowing cases of sexual harassment to be settled out of court, labelling it “absurd”. She argued that such inclusions in legislation are fundamentally flawed and fail to address the complexities of different employment relationships, especially in sectors that often fall into grey areas.
Nasia Dionysiou, representing the Ombudswoman’s office, outlined the existing administrative gaps, stating, “It took us 15 years and a conviction to establish a Code”. However, she noted that the Code lacks the power to enforce responsibilities, serving merely as an informational tool for employers and employees. When a complaint is lodged, minor cases can be resolved internally if the victim consents, but if not, disciplinary proceedings are initiated.
Dionysiou pointed out that sexual harassment was not even acknowledged in public service until her office intervened. In a recent incident, her office recommended disciplinary action after uncovering improper investigation procedures and called witnesses to testify due to concerns about how evidence was initially managed.
Questioning the Education Ministry’s handling of the recent case, Dionysiou remarked, “How do we proceed? The Education Ministry tells us they are awaiting the Law Office’s position. But right now the legislation is being violated and the Ministry is committing an offence.” This highlights the urgency for legislative reform and proper enforcement mechanisms.
Labour Minister Yiannis Panayiotou defended the existing framework, asserting, “If victims remain exposed, then policy has failed”. He expressed confidence in the direction authorities are taking and emphasised the need for collective protection without undermining the criminal and employment laws. Panayiotou noted that 80% of citizens are now employed, a figure bolstered by the integration of women into the workforce, which has reached a participation rate of 75%.
In response to the growing concerns, the Labour Department initiated an investigation into the handling of sexual harassment complaints in workplaces. Labour Department Director Alexandros Alexandrou reported that over the past three years, only ten complaints were received: four in 2022, one in 2023, and five in 2024, all of which were investigated.
Trade union representatives voiced their frustrations regarding the complex and often intimidating procedures faced by victims. A representative from PASYDY described the procedures as “labyrinthine”, while representatives from the Isotita union called for improved protection for employees. Christina Kaili from the Mediterranean Institute of Gender Studies underscored the necessity for modernising procedures and establishing clear protocols to support victims.
Parliamentarians expressed their condemnation of workplace sexual harassment. AKEL MP and committee vice-chairman Giorgos Koukoumas characterised such harassment as a form of gender-based violence and discrimination, citing examples like unwanted touching and harassing messages. MP Alexandra Attalides labelled sexual harassment as the worst form of workplace harassment and stressed the importance of allowing victims to report incidents safely without fear of retaliation. She also noted the vague responses received from the Labour Ministry following parliamentary questions submitted in August 2024.
MP Rita Superman acknowledged the seriousness of the issue, pointing to the discrepancies between legislation and its implementation. She questioned why sexual harassment is not treated as a criminal offence from the outset, calling for urgent legislative reforms to better protect victims in the workplace.
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