A negative change due to the transfer is not eligible. The purchaser must maintain the terms of a collective agreement for the remainder and a minimum of one year after the transfer. « Worker separation agreements » are also called mutual redundancy contracts, termination contracts, the release of labour rights and severance agreements. Employers have the right to lay off only for the following reasons: (a) unsatisfactory benefit (except for temporary incapacity to work due to illness, injury and birth); b) redundancy; (c) force majeure, act of war, civil agitation or the act of God; (d) denunciation at the end of a specified period of time; (e) behaviour in which the worker is subject to summary dismissal; (f) conduct that indicates that the relationship between the employer and the worker cannot reasonably be expected to continue; and (g) the commission of a serious disciplinary or criminal offence, indecent conduct or repeated violation or lack of knowledge of employment rules. The agreement is essentially a document which provides that the employer and the worker have reached a consensual end to the employment relationship and specify the terms of the dismissal. An agreement on the separation of workers may also include post-employment obligations that protect the activities of employers. This includes the fact that, under Cypriot law, workers owe their employer a duty of loyalty and tacit loyalty. Employees should offer their services in a trustworthy and loyal manner. This means that workers are prevented from providing services to their competitors or directly competing with their employer, recruiting customers or/or suppliers, poaching their co-workers and, in general, acting in a manner detrimental to the interests of their employer. In accordance with Section 27 of our Contracts Act – Cape 149 (now called « Cape 149 ») any agreement restricting the freedom to practice a legitimate profession, profession or professional activity is unseeded. Therefore, these agreements may be considered illegal restrictions on the exercise of a legal profession, business activity or business of any kind.
1.3 Should employment contracts be written? If not, should staff receive concrete written information? 5.3 Are there any information and consultation rights on the sale of business? How long does the process generally take and what are the penalties for information and advice? Although there is no legal obligation for the parties to settle their dispute through a transaction, it is customary for employers to propose, by way of a transaction contract, an amount greater than the legal and contractual right to the dismissal of the worker, the worker renouncing all the rights claimed. Law 106 (I) /2011 takes up the content of the directives of the European Works Councils and provides for information and consultation of workers in companies at the Community level established in the Republic of Cyprus and business groups at the Community level whose control enterprise is established in the Republic of Cyprus. The thresholds for defining businesses and business groups at EU level are at least 1,000 workers in the EU and at least 150 employees in at least each of the two Member States. In accordance with Article 8 of Law 106 (I)/2011, a negotiating panel is set up and workers` representatives are elected from existing workers` unions. Where there is no Union, representatives are elected by direct universal suffrage. No, but the law requires employers to inform their employees of their main conditions of employment within one month of the start of employment.