The Cypriot public service is preparing for a significant overhaul of its working practices, with a comprehensive set of reforms scheduled to commence in early 2026. These initiatives, led by the Department of Public Administration and Personnel (DPAP) within the Ministry of Finance, aim to fundamentally modernise the daily routines of public servants. The overarching goal is to cultivate a more flexible and adaptable workforce, better equipped to meet contemporary professional expectations.
At the heart of these proposed changes lies the extensive adoption of teleworking, alongside an expansion of flexible working hours. This strategic shift seeks to move away from a rigid, uniform approach towards a more dynamic and accommodating employment structure. The imperative driving this modernisation is the need to embrace technological advancements that have reshaped professional methodologies across numerous sectors. By adapting to these new paradigms, Cyprus endeavours to boost the efficiency and appeal of public sector employment.
A cornerstone of the forthcoming adjustments is the introduction of teleworking, a modality that will enable eligible public servants to fulfil their duties remotely. The DPAP is diligently preparing for a smooth implementation, which includes ensuring the provision of essential technological resources like government-issued laptops. A detailed circular outlining specific guidelines and requirements for teleworking is anticipated, potentially supported by comprehensive training seminars. These will equip staff with the necessary skills for effective remote operations.
To qualify for teleworking, public servants must demonstrate that their roles are suitable for remote execution and possess adequate technological infrastructure, including a stable internet connection. A minimum of one year's service in their current position is also a prerequisite for eligibility. Prospective teleworkers will need to submit a formal request to their respective service heads. Approval will depend on operational needs and departmental capacity. Roles requiring a physical presence, such as those on a shift system, will be excluded from these provisions.
Complementing the advent of teleworking, the existing framework for flexible start times will be substantially enhanced. The current 90-minute window for commencing work will be broadened to a more accommodating two-hour period. This means employees can begin their workday between 7:00 AM and 9:00 AM. Consequently, their departure times will shift to fall between 2:30 PM and 4:30 PM. This increased flexibility is designed to grant public servants greater autonomy in managing their daily schedules, potentially improving work-life integration.
Furthermore, a more ambitious proposal is under consideration, which could involve reducing daily working hours by up to two hours for specific employee categories. This measure, potentially implemented after February 2026, allows ample time for departments to adjust their procedures and install monitoring systems. The ultimate objective is to foster a more responsive and employee-centric public service. This initiative aims to attract and retain talent while ensuring efficient service delivery to citizens.