Direct Request (CEACR) - adopted 2023, published 112nd ILC session (2024)

Observation (CEACR) - adopted 2023, published 112nd ILC session (2024)

Direct Request (CEACR) - adopted 2019, published 109th ILC session (2021)

Observation (CEACR) - adopted 2019, published 109th ILC session (2021)

Direct Request (CEACR) - adopted 2015, published 105th ILC session (2016)

Direct Request (CEACR) - adopted 2012, published 102nd ILC session (2013)

Direct Request (CEACR) - adopted 2010, published 100th ILC session (2011)

Legislative developments. Equality between men and women. The Committee notes with interest that with a view to harmonizing its legislation with the Directive 2006/54/EC of the European Parliament and the Council of 5 July 2006 on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation (recast), the Government has further improved its national legislative framework on equality between men and women. It notes in particular Law No. 39(I) of 2009 (Amendment) regarding Equal Treatment between Men and Women in Employment and Vocational Training, Law No. 40(I) of 2009 (Amendment) concerning Equal Treatment of Men and Women with respect to Social Security Professional Schemes, and Regulation No. 176/2009 concerning Independent Assistance to victims of Discrimination. The new legislation enhances the protection afforded to victims of discrimination, provides for out-of-court protection of victims of sex discrimination, independent aid for victims of discrimination by the Gender Equality Committee on Employment and Vocational Training and includes provisions regarding the shifting of the burden of proof to the respondent. The Committee asks the Government to provide information on the practical application of the legislative framework providing for equality of opportunity and treatment between men and women in employment and occupation, including judicial and administrative decisions, and complaints dealt with by the labour inspector services and the Equality Authority, as well as the conclusions reached.

Prohibited grounds of discrimination – Social origin. With respect to the prohibited ground of social origin, which is not covered by the equality legislation, the Committee notes the Government’s indication that protection against discrimination based on social origin is enshrined in the Constitution. The Government adds that the ground of social origin was not considered in the context of legislative developments because no complaints have been submitted to date to the competent authorities. Recalling that under the Convention, measures must be taken to address all the grounds listed in Article 1(1)(a), the Committee trusts that due consideration will be given to including in its equality legislation provisions specifically prohibiting discrimination on the ground of social origin, and requests the Government to provide information on any practical measures taken or envisaged to address any discrimination that may occur on the basis of social origin.

Sexual harassment. The Committee notes the Government’s confirmation that the equality legislation and code of practice cover both quid pro quo and hostile environment sexual harassment. It also notes the information on the sexual harassment claims handled by the Equality Authority, as well as its involvement in training activities in this area. The Ministry of Labour and Social Insurance has also undertaken particular action, including training of its labour inspectors, to combat sexual harassment. Please continue to provide information on the number and outcomes of sexual harassment cases dealt with by the competent authorities, as well as on practical measures taken to prevent and eliminate sexual harassment in the workplace, including through training and awareness raising.

Inherent job requirements. The Committee notes that no cases have been submitted regarding the practical application of section 4(2) of the Law on Equal Treatment of Men and Women in Employment and Vocational Training, as amended, excluding certain occupations (listed in a schedule to the Law) from the Law’s provisions concerning access to employment, vocational training and self-employment. With respect to paragraph 4 of the schedule, the Committee notes the Government’s explanation that the restriction on the ground of sex for a profession relating to the provision of personal services to elderly and disabled persons can be objectively justified. The Committee also notes the Government’s assurance that the Ministry of Labour and Social Insurance will give serious consideration to the Committee’s comments on this matter and will hold discussions with the social partners, including on whether there is a need to amend the legislation. With respect to paragraph 7 of the schedule (prohibition of women in underground work) the Committee notes the Government’s indication that, while the Equality Authority has pointed out that this provision should be repealed, for the national legislation to be amended, Cyprus first has to denounce the Underground Work (Women) Convention, 1935 (No. 45). The Committee refers the Government in this regard to its direct request of 2005 on Convention No. 45. The Committee asks the Government to continue to provide information regarding the outcome of the review by the Labour Advisory Board of the schedule relating to section 4(2) of the Law on Equal Treatment of Men and Women in Employment and Vocational Training, and in particular paragraph 4 of the schedule. Please also continue to provide information on the practical application of section 4(2) of the Law, including information on the facts and outcomes of any related cases dealt with by the competent authorities.

Promotion of gender equality in the labour market. The Committee recalls the low participation rate of women (54.3 per cent in 2006) in the labour market as compared to men (73.4 per cent in 2006), their concentration in certain occupational groups, and their low participation rate in initial training programmes offered by the Human Resources Development Authority (HRDA). The Committee notes from the most recent figures on the women’s participation rate in training programmes that the participation rate of women in training programmes offered by the HRDA is increasing (34 per cent in 2008), but that men continue to represent the majority of the participants. The Committee also notes the information on the implementation of the Flexible Forms of Employment Project and on the number of women that have benefited from the schemes for the promotion of training and employability of economically inactive women and the unemployed during the period 2007–08. Similar schemes will be implemented during the programming period 2007–13. The Committee further notes that the HRDA is in the process of redesigning a comprehensive system aimed at evaluating its impact in the economy. The Committee asks the Government to provide the following:

(i)    information on the progress made in the design of the new evaluation system of HRDA and on the manner in which it will assess the effectiveness and impact of training programmes offered in promoting equal opportunities between men and women in employment and occupation;

(ii)   information on the specific measures taken to ensure that women have access to employment in a wider range of occupational groups and posts of responsibility, including through affirmative action measures; and

(iii)  comprehensive and up-to-date statistical information on the position of men and women in the labour market.

Equality of opportunity and treatment irrespective of race, colour or national extraction. The Committee notes the Government’s statement that statistical information regarding ethnic groups in employment cannot be provided, since existing statistics only cover employment of Cypriots, EU nationals and others. The Committee further notes the concluding observations of the United Nations Committee on Economic, Social and Cultural Rights (CESCR) experiencing concern at “the persisting de facto discrimination against third country migrants, Turkish Cypriots and members of national minorities, especially Roma and Pontian Greeks” (E/C.12/CYP/CO/5, 12 June 2009, paragraph 10). The Committee also notes that between 1 August 2007 and 31 July 2009, the Equality Authority addressed a few cases related to discrimination based on the ground of language, nationality or ethnic origin (18 out of 151), and that no cases relating to discrimination based on race, national extraction or colour have been submitted to the Supreme Court. The Committee asks the Government to take more proactive measures to analyse the situation of the different groups in the labour market, in particular third-country migrants, Turkish Cypriots and members of national minorities, especially Roma and Pontian Greeks, with a view to eliminating any discrimination against them on the grounds of race, national extraction and colour. It also requests the Government to provide information on any action taken, in cooperation with the social partners and the Equality Authority, to improve knowledge and awareness among ethnic and national minorities about the anti-discrimination and equality legislation, existing mechanisms and procedures for complaints, and assistance to victims of discrimination. The Committee reiterates its requests to the Government to supply information on the specific measures taken to promote equality of opportunity and treatment in employment and occupation of ethnic groups that are disadvantaged in the labour market.

Judicial and administrative decisions. Please continue to provide information on any cases involving discrimination in employment and occupation dealt with by the courts or the labour inspectorate, including cases applying section 5(3)(b) of the Laws of 2002 to 2009 on Equal Treatment in Employment and Occupation (differences in treatment with respect to measures which are necessary for the security, maintenance of public order, prevention of criminal offences, protection of health and the rights and freedoms of others). With regard to such cases, please indicate the facts, rulings and remedies provided or penalties imposed.

Direct Request (CEACR) - adopted 2007, published 97th ILC session (2008)

1. Prohibited grounds of discrimination. Recalling its previous comments concerning the prohibited grounds of discrimination covered by the Combating of Racial and other Discrimination (Commissioner) Law (No. 42(I)/2004) and the Equal Treatment in Occupation and Employment Law (No. 58(I)/2004), the Committee notes from the Government’s report that under Law No. 58(I)/2004 the ground of colour is considered to be covered by the terms “national” or “ethnic origin”, while political opinion is covered by the term “belief”. With regard to social origin, which is not covered by either of the laws, the Committee notes that the Ombudsperson’s Office would welcome amendments to the legislation adding social origin as a prohibited ground of discrimination. The Committee encourages the Government to include social origin as a prohibited ground of discrimination in the legislation and requests it to provide information on any measures taken or envisaged in this regard.

2. Sexual harassment. With regard to the Committee’s previous comments concerning the scope of the definition of sexual harassment contained in the Equal Treatment of Men and Women in Employment and Vocational Training Law (No. 205(I)/(2002), the Committee notes that the Equal Treatment of Men and Women in Employment and Vocational Training (Amending) Law (No. 40(I)/2006) brought the definition of sexual harassment in line with European Directive 2002/73/EC. The Committee notes that in February 2007, the Equality Authority published a code of conduct on sexual harassment in the workplace and promoted its application through a series of activities. The Committee requests the Government to indicate whether the legislation and the code of practice prohibit quid pro quo harassment, to forward a copy of the code of practice and to continue to provide information on the measures taken to prevent and eliminate sexual harassment at the workplace, including through training and awareness-raising activities, and to provide information on the number and outcomes of sexual harassment cases dealt with by the competent authorities.

3. Inherent job requirements. The Committee recalls that section 4(2) of the Equal Treatment of Men and Women in Employment and Vocational Training Law (No. 205(I)/2002) provided that certain occupations in relation to which sex constitutes a determining factor due to the context in which they are carried out are excluded from the Law’s application (these occupations are listed in a schedule to the Law). The Committee notes that following the amendments made by the Equal Treatment of Men and Women in Employment and Vocational Training (Amending) Law (No. 40(I)/(2006), these occupations are no longer excluded from the Law’s application as such, but only from the Law’s provisions concerning access to employment, vocational training and self-employment. The Committee requests the Government to provide information on the practical application of section 4(2) of the Law, including information on the facts and outcomes of any related cases dealt with by the competent authorities. The Committee also requests the Government for information on the outcome of the proposed review of the schedule relating to section 4(2). The Committee particularly requests the Government to consider repealing paragraph 4 of the schedule to which it referred in its previous comments.

4. Promotion of gender equality in the labour market. The Committee notes that women’s labour force participation rate rose from 53.3 in 2005 to 54.3 per cent in 2006, compared to 73.4 per cent for men (73.9 in 2005). Women continue to be concentrated in certain occupational groups (e.g. clerks and sales or service workers), and remain particularly under-represented among managers and senior officials. As regards employment status, the Committee notes that women continue to be employers or self-employed workers less often than men. The Committee notes from the report that the majority of participants in initial training programmes offered by the Human Resource Development Authority in 2005 and 2006 were men.

5. The Committee notes that, in 2007, the Government launched a scheme to promote employment of previously economically inactive or unemployed women. Efforts are under way to expand daycare services for children and other dependant family members, such as the elderly or persons with disabilities. The Government has also continued its efforts to encourage and assist women to become entrepreneurs. Under the National Action Plan on Gender Equality for 2007–13, which includes a chapter on the promotion of equality between men and women in employment and vocational training, a number of seminars and workshops have been carried out on issues such as equal pay and work and family. The Committee urges the Government to reinforce its efforts to address the existing inequalities faced by women in employment and occupation and requests the Government to provide the following:

–           detailed information on the implementation of the programmes, schemes and initiative aimed at promoting equality of opportunity and treatment of men and women in employment and occupation, including vocational training, as well as the results achieved;

–           information on the specific measures taken to ensure that women have access to employment in a wider range of occupational groups and to posts of responsibility, including through positive action measures;

–           statistical information on the position of men and women in the labour market (employment, unemployment, labour force participation, occupational category, sector of activity, employment status).

6. Equality of opportunity and treatment irrespective of race, colour or national extraction. The Committee notes the statistical information provided by the Government concerning the persons registered as unemployed from January to April 2006, according to ethnic origin. The Committee also notes that the Equality Authority published information material about the anti-discrimination legislation in Greek, Turkish and English. According to the Government’s report, among the first 259 complaints of discrimination received by the Equality Authority since its establishment in 2004, 72 related to national or ethnic origin and language. The Committee requests the Government to provide more complete statistical information on the participation of the different ethnic groups in employment to enable the Committee to appreciate the situation of the different groups. It also requests the Government to provide information on the specific measures taken to promote equality of opportunity and treatment in employment and occupation of ethnic groups that are disadvantaged in the labour market.

7. Work of the Equality Authority. The Committee notes that the 2005 Annual Report of the Equality Authority includes information on the mandate and activities of the Authority, including summaries of important decisions. The Committee requests the Government to continue to provide detailed information on the work of the Equality Authority, including copies of its annual reports.

8. Judicial or administrative decisions. The Committee requests the Government to provide information on any cases involving discrimination in employment and occupation dealt with by the courts or the labour inspectorate, including cases applying section 5(3)(b) of the Equal Treatment in Employment and Occupation Law No. 58(I)/2004 (see point 7 of the Committee’s previous direct request). With regard to such cases, please indicate the facts, rulings and remedies provided or penalties imposed.

Direct Request (CEACR) - adopted 2006, published 96th ILC session (2007)

1. Article 1(1)(a) of the Convention. Grounds of discrimination. Further to its observation, the Committee notes the adoption of the Equal Treatment of Men and Women in Employment and Vocational Training (Amendment) Law (No. 191(I)/2004) amending Act No. 205(I) of 2002, and the Combating of Racism and other Discrimination (Commissioner) Law (No. 42(I)/2004). It notes that these Acts vest the Commissioner of Administration with special competences and duties for combating discrimination and receiving and investigating complaints in relation to discrimination on the grounds of sex, racial or ethnic origin, religion, political and other convictions, language, colour, age and sexual orientation. The Committee notes that while Act No. 42(I)/2004 covers the grounds of colour and political opinion, these grounds are not included in the Equal Treatment in Employment and Occupation Law (No. 58(I)/2004), covering discrimination based on race, ethnic origin, religion or belief, age and sexual orientation. Furthermore, the ground of social origin is not covered in any of the above legislation. The Committee recalls that when provisions are adopted to give effect to the principle contained in the Convention, they should include all the grounds of discrimination laid down in Article 1(1)(a) of the Convention, that is race, colour, sex, religion, political opinion, national extraction and social origin. Noting the discrepancy between the abovementioned Acts regarding the prohibited grounds of discrimination, the Committee requests the Government to indicate in its next report whether it is considering harmonizing its legislation so as to include all the prohibited grounds of discrimination as set out in Article 1(1)(a) of the Convention.

2. Discrimination on grounds of sex. Sexual harassment. Further to its previous comments, the Committee notes that article 2 of the Equal Treatment of Men and Women in Employment and Vocational Training Law (No. 205(I)/2002) appears to prohibit only sexual harassment with respect to access to jobs or vocational training. Referring to its 2002 general observation on sexual harassment, the Committee recalls that the prohibition of sexual harassment also extends to other aspects of the employment relationship such as terms and conditions of employment and promotion. The Committee further notes the Government’s statement that the implementation of the national legislation is showing positive effects with regard to the elimination of sexual harassment, but that the persistence of stereotypical attitudes about women continues to constitute an obstacle. The Committee therefore asks the Government:

(a)   to confirm whether article 2 of the Equal Treatment Law (No. 205(I)/2004) is meant to cover fully all cases of both quid pro quo and hostile working environment sexual harassment, including with respect to terms and conditions of employment and promotion;

(b)   to provide information on measures taken or envisaged, in collaboration with the social partners, to address and combat the persistence of stereotypical attitudes about the role of men and women, and the results obtained.

3. Article 1(2). Inherent job requirement. Recalling its previous comments on article 4 of the Equal Treatment Law (No. 205(I)/2004) excluding certain branches of activity from its scope of application because sex is a factor of decisive importance for their execution, the Committee notes the Government’s assurance that the professional activities falling under this category were determined in full cooperation with the social partners, are interpreted strictly and will be reviewed in time with due consideration given to the Committee’s comments on this matter. The Government is asked to keep the Committee informed about the application in practice of article 4 as well as on any developments with regard to reviewing the exceptions as set out in paragraph 3 of the Schedule to the Law.

4. Articles 2 and 3. Practical application with respect to race and national extraction. Further to its observation, the Committee notes that the Government has taken measures to increase awareness of non-discrimination practices among government employees and the personnel of both employers’ and workers’ organizations. It also notes the Government’s statement that statistical data on the position of different racial or ethnic minority members in the labour market are not yet available, but that there is no discrimination against these persons in the fields of employment and occupation. Nevertheless, the Committee hopes that the Government will make every effort to collect and analyse relevant information, including statistical data, in order to enable the Committee to evaluate the situation of racial and ethnic minorities in the labour market and to assess the progress made in the application of the Convention, and to provide such information in its next report.

5. Equal access of women to employment and occupation. Recalling its previous comment on female participation in the labour market and on the occupational segregation of women, particularly those with tertiary education, the Committee takes note of the various measures undertaken by the Government to promote and enhance women’s participation in the labour market. It notes in particular the promotion of contemporary and flexible forms of employment to facilitate the reconciliation of working and family responsibilities, the modernization of the public employment services to improve the labour market access of the inactive female labour force and the preparation of ten new programmes of social care to facilitate the entry and retention of women in the labour market. The Committee also takes note of the action plan of the Gender Equality Committee for the years 2004-05. The Committee asks the Government to provide in its next report information on the implementation of the action plan and information illustrating how the abovementioned measures have helped to:

(a)   increase female labour participation;

(b)   address the horizontal and vertical job segregation; and

(c)   diversify the position of women in the labour market, including by facilitating and encouraging access of women to non-traditional sectors and to decision-making positions.

6. National institutions to promote equality. Noting that the National Machinery for Women’s Rights, the Gender Equality Committee and the Commissioner for Administration have the special mandate to promote equality between men and women, the Committee asks the Government to provide information on the activities of these bodies, and particularly on their impact and effectiveness in relation to the promotion of equality in employment and occupation. Noting further the Government’s statement that so far no complaints have been lodged under the Equal Treatment Act (Law No. 205(I)/2002), the Committee asks the Government to continue to provide information on the number, nature and outcome of the cases of alleged discrimination submitted to the Commissioner of Administration and the Gender Equality Committee, as well as any relevant administrative or judicial decisions on equal treatment between men and women.

7. Article 4. Further to its observation, the Committee notes that section 5 of Law No. 58(I)/2004 provides for exceptions to the scope of application of the law. It notes that, while excluding the difference of treatment on the grounds of race and ethnic origin, section 5(3)(b) allows for differences in treatment with respect to measures which are necessary for the security, maintenance of public order, prevention of criminal offences, protection of health and the rights and freedoms of others. The Committee recalls that the Convention allows for certain limitations on the protection from discrimination with respect to the measures intended to safeguard the security of the State. Referring to paragraphs 134-136 of its 1988 General Survey on equality of opportunity and treatment in employment, the Committee hopes that section 5(3)(b) will be applied in accordance with Article 4 of the Convention. It asks the Government to provide information in its next reports on its practical application in order for the Committee to assure itself that the measures adopted in practice do not involve discrimination contrary to the Convention, including discrimination based on religion.

Observation (CEACR) - adopted 2006, published 96th ILC session (2007)

Article 1 of the Convention. Discrimination on the basis of race, colour and national extraction. The Committee notes with interest the adoption of the Equal Treatment in Employment and Occupation Law (No. 58(I)/2004) which transposes Directive 2000/78/EC and Directive 2000/43/EC by prohibiting discrimination in employment and occupation on the grounds of race, ethnic origin, religion or belief, age and sexual orientation. The Law defines and prohibits direct and indirect discrimination and harassment (article 2) of all persons in the public and private sectors with regard to access to employment, vocational training, terms and conditions of employment and membership in workers’ or employers’ organizations (article 4) and allows for affirmative action measures (article 9). Moreover, it sets out protection against victimization (article 10) and gives any person who considers himself or herself affected by a violation of the Law the right to institute civil proceedings, including before the Commissioner for Administration (article 11). The Committee also notes with interest that pursuant to article 16(5) of the Law any collective agreement or employment contract or business regulation which is contrary to the Law, will be cancelled to the extent that it is directly or indirectly discriminatory. The Committee asks the Government to provide information on the practical application of the Equal Treatment in Employment and Occupation Law, including through the competent judicial and administrative bodies, and the Commissioner for Administration.

The Committee is raising other and related points in a request addressed directly to the Government.

Direct Request (CEACR) - adopted 2004, published 93rd ILC session (2005)

1. Article 1 of the Convention. Prohibition of discrimination on the basis of sex- sexual harassment. Further to its 2002 general observation on the issue, the Committee notes that the Equal Treatment of Men and Women in Employment and Vocational Training Act of 2002 prohibits sexual harassment in employment and occupation as a form of sex discrimination. The Act defines sexual harassment as constituting a hostile work environment but does not include the elements of quid pro quo. The scope of protection from sexual harassment is broad, extending from job or training applicants to full-time employees in the domains of vocational training through to terms and conditions of employment. Under section 12 of the Act, employers or their representatives, supervisors or co-workers can be responsible for conduct constituting sexual harassment although no reference is made to either clients or other persons in connection with the performance of work duties. Section 17 provides protection from dismissal or deleterious changes in conditions of work to those reporting abuses of sexual harassment or those rebutting such accusations. The Committee requests the Government to provide information on the application of these provisions on sexual harassment in practice and indications on their contribution to eliminating sexual harassment in the workplace.

2. Article 1(2). Inherent requirements of the job. The Committee notes that section 4 of the Equal Treatment of Men and Women in Employment and Vocational Training Act states that certain professional activities are excluded from the scope of the Act because sex is a factor of decisive importance for their execution. The activities are set in a Schedule to the Act. They include employment in certain positions when the post concerns the provision of services of a personal nature, such as care of the elderly or disabled (paragraph 4 of the Schedule). The Committee also notes that according to section 4(3) of the Act, these exceptions shall be re-examined by the competent authority at least every five years to determine, in the light of social developments, whether they should be maintained. The Committee recalls that the exception allowed for in Article 1(2) of the Convention must be interpreted strictly so as not to result in undue limitation of the protection that the Convention is intended to provide. In order to fall within the scope of the exception the criteria must in a concrete way correspond to the inherent requirements of the job. The evaluation of an individual’s competence for a given task based on stereotypes of the category or group to which the person belongs, rather than on his or her merit or personal competence, is unacceptable. The Committee hopes that the exceptions listed in the Schedule, in particular those in paragraph 3 of the Schedule, will be applied in accordance with the Convention and limited to matters related to the inherent requirements of the job. It invites the Government to provide information on the practical implementation of these provisions including information on judicial cases and labour inspection processes involving section 4 of the Act. The Government is also ask to provide information on the outcome of the upcoming review envisaged under section 4(3) and hopes the Committee’s comments will be taken into consideration in this process.

3. Article 2. Equality of opportunity and treatment of men and women. The Committee notes from the Government’s report that the labour force participation rate of women is still lower than that of men at 59 per cent in 2002 compared to the male employment rate of 78.8 per cent for the same period. It notes, however, the increase of women employed in higher skilled occupations, such as managers, professionals and technicians at 44.3 per cent of all those working in higher skilled occupations in 2002, up from 36.1 per cent in 1992. The Committee also notes the Government’s reports of improvements, according to which women now hold positions such as the General Auditor of the Republic, the Ombudsman of the Republic, Minister of Health and the Law Commissioner which in previous years were positions only held by men. It further notes that the gap between employed men and women with tertiary education decreased between 1992 and 2002 so that 52.1 per cent of all those employed with tertiary education in 2002 were men and 47.9 per cent were women. It notes significant differences however in the occupations of tertiary educated men and women; 18.8 per cent of legislators and managers with tertiary education are women compared to 81.3 per cent of men. On the other hand 75.2 per cent of tertiary educated clerks were women compared with 24.8 per cent of men. The Committee therefore requests information from the Government on the measures taken to increase labour force participation of women and facilitate access of tertiary educated women to positions of legislators and managers. It also requests the Government to review the apparent high concentration of women with tertiary education in clerical occupations and provide information of measures taken to avoid the occupational segregation of women.

4. Equality of opportunity and treatment on the basis of race, colour and national extraction. The Government reports that draft legislation is in progress to harmonize Cypriot law with Directive 2000/43/EC on implementing the principle of equal treatment between persons irrespective of racial or ethnic origin. The Committee requests that the Government keep it informed of progress in this regard. The Committee must also reiterate its request for information on the work and functioning of the current structures to prohibit discrimination in employment against ethnic minorities and foreign workers, as detailed in previous comments, together with information on measures taken to increase the awareness of the public and social partners on non-discrimination practices. It also reiterates its request for statistical information on the position of different racial and ethnic minority members in the labour market.

Observation (CEACR) - adopted 2004, published 93rd ILC session (2005)

Articles 1 and 2. Equality of opportunity and treatment of men and women. The Committee notes with interest that with the Equal Treatment of Men and Women in Employment and Vocational Training Act of 2002, Cyprus has adopted for the first time comprehensive legislation on equality of opportunity and treatment between men and women in employment and occupation. The Act prohibits both direct and indirect discrimination on the grounds of sex, as well as on the basis of pregnancy, childbirth, breastfeeding, maternity or illness due to pregnancy or childbirth. Under section 14 of the Act every person who considers himself or herself affected by a violation of the Act may institute civil proceedings against an offender. Section 22 provides for the establishment of a Gender Equality Committee with promotional functions, but which is also mandated to accept and initiate complaints. The Committee requests the Government to provide information on the application and enforcement of the Act, including through the competent judicial and administrative bodies. Please also indicate the impact of these new legal provisions on the access of women and men to and terms and conditions of employment and various occupations.

The Committee is raising certain other points in a request addressed directly to the Government.

Direct Request (CEACR) - adopted 2003, published 92nd ILC session (2004)

The Committee notes that the Government’s report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which read as follows:

1. Discrimination on the basis of sex. The Committee notes with interest the measures taken by the Government in accordance with the National Action Plan covering the period 1999-2003 and the harmonization process of Cyprus with the European Union Acquis, to promote the more effective implementation of the legislation on equal pay between men and women. The Committee further notes the discussion of a draft law on parental leave and leave on grounds of family needs which is supposed to enter into force this year; the preparation of a draft law on equal treatment for men and women, as regards access to employment, vocational training and promotion and working conditions; the new law on equal remuneration for work of equal value; the preparation of new laws on part-time work and fixed-term employment; and the increasing of the sum for funding the development of childcare services and of day-care services for the elderly and persons with disabilities. The Committee would be grateful if the Government would continue to provide information on the abovementioned measures and their impact on women’s and men’s access to the domestic labour market and on the improvement of the job situation of persons with family responsibilities.

2. The Committee notes that the number of women entering the labour market has been constantly growing. The labour force participation rate of women rose from 54 per cent in 1997 to 58 per cent in 2000 and 60 per cent in 2001. The proportion of women in the total number of government civilian employees increased from 41.2 per cent in 1997 to 42.3 per cent in 1999. Although women’s employment in sectors where they were under-represented increased, it is still lower than the corresponding rate for men. The Committee notes the encouragement of women by the District Labour Offices to attend training courses, which enable them to enter new fields of employment. The further information supplied by the Government indicates that the proportion of employed women in the upper two occupational groups, such as legislators, senior officials, managers and professionals has remained relatively stable from 1995 to 2000 (around 39 per cent). The Committee requests the Government to continue to provide information on the measures taken by the District Labour Offices and on progress made with regard to women’s relative position in the labour market. The Committee asks the Government to provide information on the gender composition of the different occupational categories, such as managerial, professional and technical employment, clerical jobs, service and sales occupations and manual jobs.

3. Noting the substantial gap between employed men and women holding university degrees (men 61.8 per cent and women 38.2 per cent), the Committee asks the Government to provide statistical information on the number of university graduates separated by field of specialization and sex, and on activities taken to promote the integration of women with tertiary education into the labour market.

4. The Committee notes with interest the research study conducted by the Human Resource Development Authority of Cyprus (HRDA) on economically inactive women. The proportion of women trainees that participated in training activities provided by the HRDA increased slightly from 36.5 per cent in 1999 to 37.2 per cent in 2000. Considering that unemployment is higher among women with low specialization skills, the Committee would be grateful if the Government would continue to supply information on measures taken to promote women’s participation in economic activities. The Committee also requests the Government to provide information on the measures taken to realize the proposals set out by the HRDA in its study mentioned above.

5. Discrimination on the basis of national extraction, race, colour, religion, political opinion and social origin. The Committee notes that the Government indicated to the Committee on the Elimination of Racial Discrimination (CERD) of the United Nations (CERD/C/304/Add.56 and A/56/18, paragraphs 256-277) that it has established language programmes for children of immigrant families and minorities. The Committee notes also the appointment of the Presidential Commissioner for Minorities and the establishment of a Complaint Office within the Ministry of Labour and Social Insurance in charge of dealing with complaints made by foreign workers, including domestic workers. The Committee requests the Government to provide detailed information on the work and functioning of these structures to prohibit discrimination in employment against ethnic minorities in accordance with the Convention. Please also provide information on any measures taken to increase awareness of the public and of social partners on non-discrimination practices.

6. The Committee requests the Government to provide detailed information on the promotion of equality related to the other grounds of discrimination, in addition to sex, covered by the Convention and on the position of different racial and ethnic minority members in the labour market.

Direct Request (CEACR) - adopted 2002, published 91st ILC session (2003)

1. Discrimination on the basis of sex. The Committee notes with interest the measures taken by the Government in accordance with the National Action Plan covering the period 1999-2003 and the harmonization process of Cyprus with the European Union Acquis, to promote the more effective implementation of the legislation on equal pay between men and women. The Committee further notes the discussion of a draft law on parental leave and leave on grounds of family needs which is supposed to enter into force this year; the preparation of a draft law on equal treatment for men and women, as regards access to employment, vocational training and promotion and working conditions; the new law on equal remuneration for work of equal value; the preparation of new laws on part-time work and fixed-term employment; and the increasing of the sum for funding the development of childcare services and of day-care services for the elderly and persons with disabilities. The Committee would be grateful if the Government would continue to provide information on the abovementioned measures and their impact on women’s and men’s access to the domestic labour market and on the improvement of the job situation of persons with family responsibilities.

2. The Committee notes that the number of women entering the labour market has been constantly growing. The labour force participation rate of women rose from 54 per cent in 1997 to 58 per cent in 2000 and 60 per cent in 2001. The proportion of women in the total number of government civilian employees increased from 41.2 per cent in 1997 to 42.3 per cent in 1999. Although women’s employment in sectors where they were under-represented increased, it is still lower than the corresponding rate for men. The Committee notes the encouragement of women by the District Labour Offices to attend training courses, which enable them to enter new fields of employment. The further information supplied by the Government indicates that the proportion of employed women in the upper two occupational groups, such as legislators, senior officials, managers and professionals has remained relatively stable from 1995 to 2000 (around 39 per cent). The Committee requests the Government to continue to provide information on the measures taken by the District Labour Offices and on progress made with regard to women’s relative position in the labour market. The Committee asks the Government to provide information on the gender composition of the different occupational categories, such as managerial, professional and technical employment, clerical jobs, service and sales occupations and manual jobs.

3. Noting the substantial gap between employed men and women holding university degrees (men 61.8 per cent and women 38.2 per cent), the Committee asks the Government to provide statistical information on the number of university graduates separated by field of specialization and sex, and on activities taken to promote the integration of women with tertiary education into the labour market.

4. The Committee notes with interest the research study conducted by the Human Resource Development Authority of Cyprus (HRDA) on economically inactive women. The proportion of women trainees that participated in training activities provided by the HRDA increased slightly from 36.5 per cent in 1999 to 37.2 per cent in 2000. Considering that unemployment is higher among women with low specialization skills, the Committee would be grateful if the Government would continue to supply information on measures taken to promote women’s participation in economic activities. The Committee also requests the Government to provide information on the measures taken to realize the proposals set out by the HRDA in its study mentioned above.

5. Discrimination on the basis of national extraction, race, colour, religion, political opinion and social origin. The Committee notes that the Government indicated to the Committee on the Elimination of Racial Discrimination (CERD) of the United Nations (CERD/C/304/Add.56 and A/56/18, paragraphs 256-277) that it has established language programmes for children of immigrant families and minorities. The Committee notes also the appointment of the Presidential Commissioner for Minorities and the establishment of a Complaint Office within the Ministry of Labour and Social Insurance in charge of dealing with complaints made by foreign workers, including domestic workers. The Committee requests the Government to provide detailed information on the work and functioning of these structures to prohibit discrimination in employment against ethnic minorities in accordance with the Convention. Please also provide information on any measures taken to increase awareness of the public and of social partners on non-discrimination practices.

6. The Committee requests the Government to provide detailed information on the promotion of equality related to the other grounds of discrimination, in addition to sex, covered by the Convention and on the position of different racial and ethnic minority members in the labour market.

Direct Request (CEACR) - adopted 2001, published 90th ILC session (2002)

The Committee notes that the Government’s report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which read as follows:

1. The Committee notes the information contained in the Government’s report. It also notes the comments of the Trades Union Congress (TUC) in a letter dated 15 July 1999, alleging that a named individual had been subjected to discrimination on the basis of political opinion over a number of years, in violation of the Convention. In its previous observation, which addressed these allegations, the Committee noted that, as it had not been presented with information specifying the manner in which political opinion may have affected the named individual’s employment, it was not in a position to determine whether the Convention had been violated in that particular case. As the TUC’s recent communication does not provide any additional details in this regard, the Committee remains unable to make any determination with regard to the alleged non-observance of the Convention.

2. The Committee notes with interest the measures taken by the Government, in accordance with its non-discrimination and equal employment opportunity policies, to assist workers in harmonizing their work and family responsibilities, including the provision of funding for an increased number of childcare programmes and facilities, the promotion of measures for more effective implementation of the national equal pay legislation and the promulgation of Act No. 100(I) of 1997, which extends the period of maternity leave from 14 to 16 weeks and extends maternity protections to adoptive mothers. The Committee further notes with interest that a tripartite committee of the Labour Advisory Board is examining the possibility of providing for parental leave. The Committee would be grateful if the Government would continue to provide information on the abovementioned measures and their impact on women’s and men’s access to the domestic labour market.

3. The information supplied by the Government indicates that women’s participation in the total labour force in Cyprus has remained relatively stable from 1992 to 1996, remaining at just over 39 per cent. The Committee notes with interest that the proportion of women employed in upper-level positions in the Cypriot labour market, such as legislators, senior officials, managers and professionals, increased from 33.2 per cent in 1989 to 39.8 per cent in 1995. The Committee would be grateful if the Government would continue to supply information on progress made with regard to women’s relative position in the labour market in both the private and public sectors.

4. The Committee notes the Government’s statement that, while Cyprus has a low overall unemployment rate in general, the unemployment rate for women is higher than the corresponding rate for men. In 1996, the unemployment rate for females (4.3 per cent) was almost double that of men (2.3 per cent) (HRI/CORE/1/Add.28/Rev.1). In its report, the Government states that this situation is due to low growth rates in certain labour-intensive manufacturing sectors that are primarily occupied by women, such as textiles, apparel, footwear and leather goods. In this regard, the Committee asks the Government to indicate whether it has taken or contemplates taking any measures to promote the employment of women in sectors where they are under-represented and, if so, to provide information on any such measures. Additionally, the Committee requests the Government to continue to supply information on the training courses provided by the Industrial Training Authority, including the distribution of men and women in those courses and any measures taken to promote women’s participation.

5. The Committee notes with interest that the proportion of women college and university graduates that obtain employment increased from 41.2 per cent in 1992 to 44.5 per cent in 1996. With regard to basic education, however, the information supplied by the Government indicates that, in 1996, women were twice as likely as men to have received no schooling. Of those receiving primary and secondary education in 1996, one-third were women. The Committee requests the Government to continue to provide statistical information on the distribution of men and women at different educational levels in its next report and to indicate what steps it has taken or envisages taking to facilitate greater access to primary and secondary education for girls and women.

6. The Committee draws the attention of the Government to the existence of grounds, in addition to sex, upon which equality is to be promoted under the Convention. In this respect, it notes information submitted to the United Nations on efforts undertaken to promote the participation of ethnic minorities in education in Cyprus. The Committee requests the Government to provide information on any measures taken to promote equal access to employment of ethnic minorities in accordance with the Convention.

Direct Request (CEACR) - adopted 1999, published 88th ILC session (2000)

1. The Committee notes the information contained in the Government's report. It also notes the comments of the Trades Union Congress (TUC) in a letter dated 15 July 1999, alleging that a named individual had been subjected to discrimination on the basis of political opinion over a number of years, in violation of the Convention. In its previous observation, which addressed these allegations, the Committee noted that, as it had not been presented with information specifying the manner in which political opinion may have affected the named individual's employment, it was not in a position to determine whether the Convention had been violated in that particular case. As the TUC's recent communication does not provide any additional details in this regard, the Committee remains unable to make any determination with regard to the alleged non-observance of the Convention.

2. The Committee notes with interest the measures taken by the Government, in accordance with its non-discrimination and equal employment opportunity policies, to assist workers in harmonizing their work and family responsibilities, including the provision of funding for an increased number of childcare programmes and facilities, the promotion of measures for more effective implementation of the national equal pay legislation and the promulgation of Act No. 100(I) of 1997, which extends the period of maternity leave from 14 to 16 weeks and extends maternity protections to adoptive mothers. The Committee further notes with interest that a tripartite committee of the Labour Advisory Board is examining the possibility of providing for parental leave. The Committee would be grateful if the Government would continue to provide information on the abovementioned measures and their impact on women's and men's access to the domestic labour market.

3. The information supplied by the Government indicates that women's participation in the total labour force in Cyprus has remained relatively stable from 1992 to 1996, remaining at just over 39 per cent. The Committee notes with interest that the proportion of women employed in upper-level positions in the Cypriot labour market, such as legislators, senior officials, managers and professionals, increased from 33.2 per cent in 1989 to 39.8 per cent in 1995. The Committee would be grateful if the Government would continue to supply information on progress made with regard to women's relative position in the labour market in both the private and public sectors.

4. The Committee notes the Government's statement that, while Cyprus has a low overall unemployment rate in general, the unemployment rate for women is higher than the corresponding rate for men. In 1996, the unemployment rate for females (4.3 per cent) was almost double that of men (2.3 per cent) (HRI/CORE/1/Add.28/Rev.1). In its report, the Government states that this situation is due to low growth rates in certain labour-intensive manufacturing sectors that are primarily occupied by women, such as textiles, apparel, footwear and leather goods. In this regard, the Committee asks the Government to indicate whether it has taken or contemplates taking any measures to promote the employment of women in sectors where they are under-represented and, if so, to provide information on any such measures. Additionally, the Committee requests the Government to continue to supply information on the training courses provided by the Industrial Training Authority, including the distribution of men and women in those courses and any measures taken to promote women's participation.

5. The Committee notes with interest that the proportion of women college and university graduates that obtain employment increased from 41.2 per cent in 1992 to 44.5 per cent in 1996. With regard to basic education, however, the information supplied by the Government indicates that, in 1996, women were twice as likely as men to have received no schooling. Of those receiving primary and secondary education in 1996, one-third were women. The Committee requests the Government to continue to provide statistical information on the distribution of men and women at different educational levels in its next report and to indicate what steps it has taken or envisages taking to facilitate greater access to primary and secondary education for girls and women.

6. The Committee draws the attention of the Government to the existence of grounds, in addition to sex, upon which equality is to be promoted under the Convention. In this respect, it notes information submitted to the United Nations on efforts undertaken to promote the participation of ethnic minorities in education in Cyprus. The Committee requests the Government to provide information on any measures taken to promote equal access to employment of ethnic minorities in accordance with the Convention.

Direct Request (CEACR) - adopted 1998, published 87th ILC session (1999)

The Committee notes that the Government's report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which read as follows:

1. The Committee notes with interest that, pursuant to research undertaken by the Industrial Training Authority (ITA) to determine the reasons for economic inactivity among women, the Government has taken measures to improve and expand child-care facilities; to encourage women to enter, with suitable training, new fields and occupations; to promote part-time work; to improve transportation facilities in rural areas; and to encourage, through financial and other incentives, the creation of industries in rural areas where there is an adequate potential female labour force. The Committee also notes with interest that the Maternity Protection (Amendment) Act, No. 48(I) of 1994, has extended the minimum period of maternity leave from 12 to 14 weeks as from June 1994 and provides for its extension to 16 weeks, as from January 1997. The Committee would be grateful if the Government would continue to supply information on the effect these various measures have on improving the participation and situation of women in the labour force. It also requests the Government to furnish information on any initiatives taken to assist workers to harmonize their work and family responsibilities, in line with the proposal of the Ministry of Labour and Social Insurance to the Labour Advisory Board.

2. The Committee notes with interest that women comprised more than one-quarter of total trainees undertaking ITA management training courses in 1992 and 1993. This represented increases over the relative number of women trained in those courses in 1991. The Committee hopes that the Government will continue its efforts to encourage women to undertake training, particularly management and development training, and that it will continue to provide information on the results achieved.

3. Referring to its previous requests for data on the participation of women in employment, the Committee notes that, as of 1992, women's labour force participation accounted for 40 per cent of the total employment; and that the latest available statistics disclose an increase in women's employment participation in both private and public sectors, from 40.4 per cent of the total in 1991 to 41.4 per cent in 1992 in the private sector; and from 32.3 per cent in 1991 to 32.8 per cent in 1992 in the public sector. The Committee also notes that although there was a slight decrease in the percentage of women employed in the public sector (excluding manual labour) from 1992 (41 per cent) to 1993 (40.6 per cent), the number of female government employees (excluding the educational services) who hold professional or administrative/managerial posts increased, in absolute terms, from 1,191 in 1992 to 1,288 in 1993. The Committee requests the Government to continue to provide information on the relative gains being made by women in the labour market, particularly at the higher levels of employment in the public and private sectors. It also requests the Government to supply copies of any reports evaluating the status of women in the country, such as material that may have been prepared for the Fourth World Conference on Women, held in Beijing in September 1995.

Observation (CEACR) - adopted 1998, published 87th ILC session (1999)

The Committee notes that the Government's report has not been received. It must therefore repeat its previous observation which read as follows:

1. The Committee notes that by a letter dated 11 April 1997, the Trades Union Congress (TUC) alleged that a named individual who is a member of a union affiliated with the TUC, had suffered discrimination in violation of the Convention on the ground of political opinion, over a period of more than 20 years, by the Cyprus Airways Group in which, according to the TUC, the Government has an 80.46 per cent share. The TUC states that Cyprus Airways and Eurocypria Airlines Ltd. resorted to a variety of measures to avoid extending the individual's fair access to employment as a pilot, despite documentary proof relating to his proficiency as a pilot and the findings of an independent investigation by well-qualified pilots who recommended that he be re-instated by Cyprus Airways. According to the TUC, the record in the Group shows that there is plentiful scope for discrimination in employment and a lack of redress for victims of discrimination which is inconsistent with the requirements of the Convention. Commenting on this communication, the Government supplies a detailed explanation of procedures for the issuing of permits to pilots and stresses that it acted within the framework of the existing legislation, which the Committee has examined with care. The Government adds that the authorities acted in good faith bearing in mind the requirements of the post in question and practice in the industry, and that it did not violate in any way the provisions of Convention No. 111. 2. The Committee notes the information provided by the TUC and by the Government concerning this matter. As the Committee has not been presented with the necessary details on how political opinion may have swayed the decision not to employ the individual in question, it is not in a position to determine whether the Convention has been violated in this particular case.

The Committee hopes that the Government will make very effort to take the necessary action in the very near future.

The Committee is raising other matters in a request addressed directly to the Government.

Direct Request (CEACR) - adopted 1997, published 86th ILC session (1998)

The Committee notes that the Government's report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which read as follows:

1. The Committee notes with interest that, pursuant to research undertaken by the Industrial Training Authority (ITA) to determine the reasons for economic inactivity among women, the Government has taken measures to improve and expand child-care facilities; to encourage women to enter, with suitable training, new fields and occupations; to promote part-time work; to improve transportation facilities in rural areas; and to encourage, through financial and other incentives, the creation of industries in rural areas where there is an adequate potential female labour force. The Committee also notes with interest that the Maternity Protection (Amendment) Act, No. 48(I) of 1994, has extended the minimum period of maternity leave from 12 to 14 weeks as from June 1994 and provides for its extension to 16 weeks, as from January 1997. The Committee would be grateful if the Government would continue to supply information on the effect these various measures have on improving the participation and situation of women in the labour force. It also requests the Government to furnish information on any initiatives taken to assist workers to harmonize their work and family responsibilities, in line with the proposal of the Ministry of Labour and Social Insurance to the Labour Advisory Board.

2. The Committee notes with interest that women comprised more than one-quarter of total trainees undertaking ITA management training courses in 1992 and 1993. This represented increases over the relative number of women trained in those courses in 1991. The Committee hopes that the Government will continue its efforts to encourage women to undertake training, particularly management and development training, and that it will continue to provide information on the results achieved.

3. Referring to its previous requests for data on the participation of women in employment, the Committee notes that, as of 1992, women's labour force participation accounted for 40 per cent of the total employment; and that the latest available statistics disclose an increase in women's employment participation in both private and public sectors, from 40.4 per cent of the total in 1991 to 41.4 per cent in 1992 in the private sector; and from 32.3 per cent in 1991 to 32.8 per cent in 1992 in the public sector. The Committee also notes that although there was a slight decrease in the percentage of women employed in the public sector (excluding manual labour) from 1992 (41 per cent) to 1993 (40.6 per cent), the number of female government employees (excluding the educational services) who hold professional or administrative/managerial posts increased, in absolute terms, from 1,191 in 1992 to 1,288 in 1993. The Committee requests the Government to continue to provide information on the relative gains being made by women in the labour market, particularly at the higher levels of employment in the public and private sectors. It also requests the Government to supply copies of any reports evaluating the status of women in the country, such as material that may have been prepared for the Fourth World Conference on Women, held in Beijing in September 1995.

Observation (CEACR) - adopted 1997, published 86th ILC session (1998)

1. The Committee notes that by a letter dated 11 April 1997, the Trades Union Congress (TUC) alleged that a named individual who is a member of a union affiliated with the TUC, had suffered discrimination in violation of the Convention on the ground of political opinion, over a period of more than 20 years, by the Cyprus Airways Group in which, according to the TUC, the Government has an 80.46 per cent share. The TUC states that Cyprus Airways and Eurocypria Airlines Ltd. resorted to a variety of measures to avoid extending the individual's fair access to employment as a pilot, despite documentary proof relating to his proficiency as a pilot and the findings of an independent investigation by well-qualified pilots who recommended that he be re-instated by Cyprus Airways. According to the TUC, the record in the Group shows that there is plentiful scope for discrimination in employment and a lack of redress for victims of discrimination which is inconsistent with the requirements of the Convention. Commenting on this communication, the Government supplies a detailed explanation of procedures for the issuing of permits to pilots and stresses that it acted within the framework of the existing legislation, which the Committee has examined with care. The Government adds that the authorities acted in good faith bearing in mind the requirements of the post in question and practice in the industry, and that it did not violate in any way the provisions of Convention No. 111.

2. The Committee notes the information provided by the TUC and by the Government concerning this matter. As the Committee has not been presented with the necessary details on how political opinion may have swayed the decision not to employ the individual in question, it is not in a position to determine whether the Convention has been violated in this particular case.

3. The Committee is raising other matters in a request addressed directly to the Government.

Direct Request (CEACR) - adopted 1995, published 83rd ILC session (1996)

1. The Committee notes with interest that, pursuant to research undertaken by the Industrial Training Authority (ITA) to determine the reasons for economic inactivity among women, the Government has taken measures to improve and expand child-care facilities; to encourage women to enter, with suitable training, new fields and occupations; to promote part-time work; to improve transportation facilities in rural areas; and to encourage, through financial and other incentives, the creation of industries in rural areas where there is an adequate potential female labour force. The Committee also notes with interest that the Maternity Protection (Amendment) Act, No. 48(I) of 1994, has extended the minimum period of maternity leave from 12 to 14 weeks as from June 1994 and provides for its extension to 16 weeks, as from January 1997. The Committee would be grateful if the Government would continue to supply information on the effect these various measures have on improving the participation and situation of women in the labour force. It also requests the Government to furnish information on any initiatives taken to assist workers to harmonize their work and family responsibilities, in line with the proposal of the Ministry of Labour and Social Insurance to the Labour Advisory Board.

2. The Committee notes with interest that women comprised more than one-quarter of total trainees undertaking ITA management training courses in 1992 and 1993. This represented increases over the relative number of women trained in those courses in 1991. The Committee hopes that the Government will continue its efforts to encourage women to undertake training, particularly management and development training, and that it will continue to provide information on the results achieved.

3. Referring to its previous requests for data on the participation of women in employment, the Committee notes that, as of 1992, women's labour force participation accounted for 40 per cent of the total employment; and that the latest available statistics disclose an increase in women's employment participation in both private and public sectors, from 40.4 per cent of the total in 1991 to 41.4 per cent in 1992 in the private sector; and from 32.3 per cent in 1991 to 32.8 per cent in 1992 in the public sector. The Committee also notes that although there was a slight decrease in the percentage of women employed in the public sector (excluding manual labour) from 1992 (41 per cent) to 1993 (40.6 per cent), the number of female government employees (excluding the educational services) who hold professional or administrative/managerial posts increased, in absolute terms, from 1,191 in 1992 to 1,288 in 1993. The Committee requests the Government to continue to provide information on the relative gains being made by women in the labour market, particularly at the higher levels of employment in the public and private sectors. It also requests the Government to supply copies of any reports evaluating the status of women in the country, such as material that may have been prepared for the Fourth World Conference on Women, held in Beijing in September 1995.

Direct Request (CEACR) - adopted 1995, published 82nd ILC session (1995)

The Committee notes that the Government's report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which read as follows:

1. The Committee notes with interest the information provided on the measures undertaken in pursuance of a national policy designed to promote equality of opportunity and treatment in employment between men and women, such as the employment orientation programmes conducted by the Industrial Training Authority (ITA), in consultation and cooperation with women's, employers' and workers' organizations, to familiarize unemployed women with the world of work and to accord them an opportunity to discuss and resolve individual problems related to the factors hindering their entry into the labour market. The Committee would be grateful if the Government would continue to supply information on these programmes, including the results achieved, and on any other activities designed to promote equality of opportunity and treatment in employment and occupation for women.

2. The Committee notes from the latest statistics provided that women's participation in ITA training courses has improved. It also notes the Government's indication that the ITA has designated women as a priority target group for management training so as to increase the number of women managers and to enable them to combine their work and family responsibilities. The Committee requests the Government to continue supplying information on all progress achieved with regard to women's participation in ITA courses, particularly management training and development programmes.

3. Further to its previous comments on women in public employment, the Committee notes from the latest data provided that women have continued to improve their situation in the public sector (excluding manual labour). In particular, it notes with interest that the number of women who are either professionals or hold administrative/management posts in government services (excluding education) has continued to increase steadily and that a woman was recently appointed to the senior post of Director of Industry in the Ministry of Commerce. The Committee would be grateful if the Government would continue to supply information, including statistical data, in this respect as well as details on other measures being taken in practice to improve the situation of women's employment at all levels of the public sector.

4. Referring to its previous request for data on the participation of women in the private sector and on any measures being taken or contemplated to promote equality of opportunity and treatment in employment for private sector female employees, and noting the Government's indication that this information will be forwarded separately, the Committee hopes that the data requested will be provided with the next Government report.

Direct Request (CEACR) - adopted 1993, published 80th ILC session (1993)

With reference to its previous direct request, the Committee notes the information, including the statistical data, contained in the Government's report.

1. The Committee notes with interest the information provided on the measures undertaken in pursuance of a national policy designed to promote equality of opportunity and treatment in employment between men and women, such as the employment orientation programmes conducted by the Industrial Training Authority (ITA), in consultation and cooperation with women's, employers' and workers' organizations, to familiarize unemployed women with the world of work and to accord them an opportunity to discuss and resolve individual problems related to the factors hindering their entry into the labour market. The Committee would be grateful if the Government would continue to supply information on these programmes, including the results achieved, and on any other activities designed to promote equality of opportunity and treatment in employment and occupation for women.

2. The Committee notes from the latest statistics provided that women's participation in ITA training courses has improved. It also notes the Government's indication that the ITA has designated women as a priority target group for management training so as to increase the number of women managers and to enable them to combine their work and family responsibilities. The Committee requests the Government to continue supplying information on all progress achieved with regard to women's participation in ITA courses, particularly management training and development programmes.

3. Further to its previous comments on women in public employment, the Committee notes from the latest data provided that women have continued to improve their situation in the public sector (excluding manual labour). In particular, it notes with interest that the number of women who are either professionals or hold administrative/management posts in government services (excluding education) has continued to increase steadily and that a woman was recently appointed to the senior post of Director of Industry in the Ministry of Commerce. The Committee would be grateful if the Government would continue to supply information, including statistical data, in this respect as well as details on other measures being taken in practice to improve the situation of women's employment at all levels of the public sector.

4. Referring to its previous request for data on the participation of women in the private sector and on any measures being taken or contemplated to promote equality of opportunity and treatment in employment for private sector female employees, and noting the Government's indication that this information will be forwarded separately, the Committee hopes that the data requested will be provided with the next Government report.

Direct Request (CEACR) - adopted 1991, published 78th ILC session (1991)

The Committee notes the information contained in the Government's report.

1. Further to its previous comment, the Committee notes with interest that the Maternity Protection Law, 1987 (No. 54) entered into force on 10 April 1987.

2. In its previous comments, the Committee requested the Government to indicate any measures taken or envisaged by the Industrial Training Authority (ITA) to develop and maintain a system for collecting statistics to document, among other things, the participation in vocational training by various groups. The Committee notes with interest that separate statistical data regarding the number of male and female trainees attending courses of the ITA were made available as from 1989. It further notes that for the statistics provided for 1989 and for the first half of 1990, female trainees comprised 33.44 per cent and 34.11 per cent, respectively, of the total number of trainees. The Committee requests the Government to continue to provide information concerning the participation of women in ITA courses, including details on any measures being taken or contemplated to encourage women to enrol in and complete training programmes.

3. As concerns the participation of women in management posts in the public service, the Committee notes with interest that the number of women who are either professionals or hold administrative/management positions in government services (excluding education) is steadily increasing and that in recent years women have started to occupy the most senior positions in the government hierarchy and to participate in the management boards of several governmental and semi-governmental organisations. The Committee would be grateful if the Government would continue to supply statistical information in this respect, as well as details on any measures being taken in practice to improve the situation of women in public employment. Referring to its previous comments, the Committee requests the Government to provide any data concerning the participation of women in the private sector and to indicate any measures being taken or contemplated to promote equality of opportunity and treatment in employment for private sector female employees.

4. The Committee has noted the information provided by the Government concerning the elimination of wage discrimination between men and women in its consideration, at its present session, of the Government's first report on the application of the Equal Remuneration Convention, 1951 (No. 100).

Direct Request (CEACR) - adopted 1990, published 77th ILC session (1990)

1. The Committee notes with interest the adoption of the Maternity Protection Law (No. 54 of 1987) which provides a number of protective provisions for female employees on maternity leave. Please indicate whether this legislation has entered into force and, if so, when.

2. In its previous request, the Committee requested statistical data on the number of male and female students participating in vocational training institutes or courses. It notes the Government's statement that the data requested are not available at present, but that it is hoped that the information will be available and that it will be furnished in the near future. The Committee looks forward to receiving this information in the next report. The Committee also notes the Government's indication that the total number of persons, male and female, who have been trained through training programmes either organised or approved by the Industrial Training Authority of Cyprus was 3,938 for 1983, 12,774 for 1987 and estimated to be 14,000 for 1989. The Committee notes the increase in the importance of training in Cyprus, and asks the Government to indicate in its next report any measures taken or envisaged by the Industrial Training Authority of Cyprus to develop and maintain a system for collecting statistics for the purpose, among others, of documenting participation by various groups in vocational training in the country.

3. The Committee had also requested information on the number of women workers employed in the public and the private sectors, as well as their proportion as compared to that of men. It notes that over the years 1984 to 1987 overall employment in the public sector (excluding manual labour) appears to have varied little in actual numbers, and participation by women has also varied little, remaining between 33.6 and 34 per cent over the four-year period. The Government also indicates that out of 3,134 government employees who are either professionals or hold administrative positions, 735 (23.45 per cent) are women. The Committee notes the Government's statement that appointments to managerial positions in the government service are usually by promotion and that years of service play a decisive role in this respect; women's late entry into the public service, as compared to men, therefore negatively affected their promotion to such positions.

The Committee asks the Government to provide, with its next report, information on any measures taken to encourage women to participate in management of the public service with a view toward overcoming the problem of insufficient seniority mentioned in its report. Also, the Government is asked to continue to provide statistical data in this area, as well as in the private sector, as previously requested.

4. The Committee notes the indication provided by the Government that efforts continue to be made during the process of the renewal of collective agreements so as to iron out any possible discrepancy which might be considered as constituting discrimination. The Committee notes particularly the agreements and mediation proposals sent with the Government's report which show that the percentage increase of women's wages is greater than that of men.

The Committee is obliged to point out that the results of collective agreements and mediation proposals in fact perpetuate separate pay rates for men and women which, it appears, discriminate only on the basis of sex. Even though the percentage increases granted to women may have been larger than that granted to men, for instance in the shoe industry (1988-89) and under the Potato and Carrot Marketing Board Agreement (1987), the Citrus Fruit (Picking and Packing) Agreement (1988-89), the Phassouri Plantation Agreement (1988-89), Frou-Frou Biscuit Factory Agreement (1988-90), and the Doritis Macaroni Factory Agreement (1988-89), in each instance pay rates are listed as being applicable to men in some cases and to women in others, while the average weekly pay rate for women during the base year was lower than that of men working in the same job classifications. At the same time, the real money increase for men and women was the same, thus perpetuating existing discrimination. Moreover, this approach has been taken in proposals of the Conciliation Department of the Ministry of Labour and Social Security in renewal of certain agreements, as seen from information in the Government's report.

The Committee hopes that the Government will be able to indicate in its next report that positive steps have been taken both in collective bargaining and, particularly, in the mediation efforts of the Ministry of Labour and Social Security to integrate the pay levels of men and women and to otherwise promote the cessation of pay systems which discriminate on the basis of sex. The Committee requests the Government to continue sending with future reports copies of significant collective bargaining agreements and mediation proposals.