**NICOSIA, CYPRUS** – The Cypriot public service is on the cusp of a significant transformation, with the Council of Ministers poised to usher in a raft of modernised working practices beginning in early 2026. These comprehensive reforms, spearheaded by the Department of Public Administration and Personnel (DPAP) under the Ministry of Finance, aim to fundamentally reshape the daily working lives of public servants, fostering greater flexibility and adaptability in line with contemporary professional demands.
At the core of these proposed changes lies the widespread implementation of teleworking, alongside an expansion of flexible working hours. The intention is to move away from a rigid, one-size-fits-all approach towards a more dynamic and accommodating employment framework. This initiative is driven by a clear imperative to modernise the public sector’s operational ethos and embrace the technological advancements that have revolutionised working methodologies across various industries. By adapting to these new paradigms, Cyprus seeks to enhance the efficiency and attractiveness of public service employment.
Key to the forthcoming adjustments is the introduction of teleworking, a modality that will permit eligible public servants to perform their duties remotely. The DPAP is diligently preparing for a seamless rollout, which includes ensuring that all necessary technological provisions, such as government-issued laptops, are available to employees. A detailed circular outlining the specific guidelines and requirements for teleworking is anticipated, potentially supplemented by comprehensive training seminars to equip staff with the skills needed for effective remote operation.
To qualify for teleworking, public servants must demonstrate that their roles are conducive to remote execution and possess the requisite technological infrastructure, including a stable and secure internet connection. A prerequisite for eligibility is at least one year of service in the individual's current position. Prospective teleworkers will be required to formally request this arrangement from their respective service heads, with approval contingent upon operational needs and departmental capacity. It is important to note that roles necessitating a physical presence, such as those on a shift system, will be excluded from teleworking provisions, with further categories potentially subject to exclusion by the Council of Ministers.
Complementing the advent of teleworking, the existing framework for flexible start times is set to undergo substantial enhancement. The current 90-minute window for commencing work will be broadened to a more generous two-hour period. This adjustment means employees will have the flexibility to arrive between 7:00 AM and 9:00 AM, consequently adjusting their departure times to fall between 2:30 PM and 4:30 PM. This increased leeway is designed to offer public servants greater autonomy in managing their daily schedules, potentially leading to improved work-life integration.
Furthermore, a more ambitious proposal is under consideration, contemplating a reduction of the daily working time by up to two hours for specific categories of employees. This measure, slated for potential implementation after February 2026, allows ample time for departments to align their operational procedures and install any necessary monitoring systems to ensure continued productivity and service delivery. The overarching objective is to cultivate a more responsive and employee-centric public service, capable of attracting and retaining talent while delivering efficient services to the citizenry. The successful integration of these reforms will undoubtedly necessitate careful planning and robust communication across all levels of the public administration.