The University of Cyprus (UoC) is currently reviewing its remote work policy as Cyprus prepares to implement a new teleworking framework across the public sector in early 2026. This review comes at a pivotal moment, as the university’s decisions may set a precedent for other public sector entities.
Changing Face of Teleworking
Following the pandemic, teleworking was formally adopted at the UoC under a 2022 regulation, permitting staff to work remotely for up to 40 days per year, which averages to around three days a month. Initially regarded as a progressive measure, this policy is now under scrutiny as university officials and staff representatives evaluate various scenarios.
Proposals Under Consideration
Among the options being discussed are potential adjustments to the annual teleworking allowance. Some proposals suggest increasing the limit to 45 days, while others advocate for a significant reduction to as few as 15 or 22 days. These calls for cuts are driven by concerns from administrators regarding perceived abuses of the teleworking system by some staff members.
Differentiating Staff Categories
Another aspect of the ongoing discussions includes the potential for a tiered teleworking system, which would differentiate entitlements based on staff categories. This approach aims to better reflect the varied roles within the university, such as academic, administrative, and technical positions.
Inclusivity in the Remote Work Framework
A crucial issue on the table is the treatment of employee groups who were excluded from the original teleworking framework established in 2022. Specialist scientists, temporary employees, and those with health conditions are currently required to seek individual exemptions to telework. The university is contemplating revisions to streamline this process, ensuring a more inclusive policy for all staff.
Upcoming Decisions
Proposals from the advisory committee are expected to be presented in early January, followed by a formal decision from the University council in mid-January. As these discussions unfold, the parallel movement in the national Parliament concerning teleworking legislation adds another layer of complexity to the situation.
Public Sector Teleworking Legislation
In November, the House of Representatives passed a law allowing public sector employees to engage in hybrid teleworking arrangements. This law permits civil servants to divide their time between remote work and physical office attendance, contingent upon the nature of their duties and their supervisor’s approval. However, those whose roles necessitate constant physical presence, such as shift workers, are excluded from this arrangement.
The Debate Over Teleworking Limits
A contentious element of the new legislation is the proposed cap of four teleworking days per calendar month for each public sector employee, introduced through an amendment by the ruling Disy party. While supporters argue that this limit would standardise practices and prevent excessive remote work, critics express concern that it could disproportionately affect employees with disabilities or serious health needs, limiting their flexibility.
Legal and Operational Challenges
The constitutional validity of this cap has also been questioned, with opposition MPs arguing that such restrictions infringe upon the executive powers that should rest with the Council of Ministers. Tensions escalated in December when President Nikos Christodoulides referred certain provisions of the teleworking law back to Parliament, citing constitutional concerns.
Future Directions for Teleworking
In response, lawmakers have agreed that the Council of Ministers should establish detailed rules regarding the number of remote days available to civil servants after an initial evaluation of the scheme’s effectiveness. Government officials have indicated that while a limited number of teleworking days will be set initially, adjustments could be made as the system is implemented and assessed.
Ongoing Discussions in the Public Sector
Earlier in 2025, parliamentary committees held discussions regarding health and safety, eligibility, and oversight mechanisms related to teleworking in the public sector. Trade unions expressed concerns about the decision-making process, while officials underscored that the Council of Ministers would ideally consult with stakeholders before finalising the number of remote workdays. Employers’ organisations have also highlighted discrepancies between the proposed public sector framework and existing regulations for the private sector, which impose stricter health and safety obligations on employers.
Looking Ahead
As the University of Cyprus conducts its review of teleworking policies and the Council of Ministers prepares to finalise public sector regulations, the choices made at both levels will play a crucial role in shaping the future landscape of remote work in Cyprus. The new framework is set to take effect in February 2026, marking a significant shift in how teleworking is perceived and administered across the public sector.
