1.1. The competent government authorities in Cyprus responsible for the administration and enforcement of migration-related matters are primarily (i) the Ministry of the Interior, acting through the Civil Registry and Migration Department (the “CRMD”) and the District Immigration Units, (ii) in cooperation with the Labour Department of the Ministry of Labour, Welfare and Social Insurance.

1.2. The CRMD, through its Immigration Sector, exercises powers vested in it by legislation and policies adopted by the Council of Ministers, the Minister of the Interior, and the Ministerial Committee for the Employment of Third Country Nationals. In particular, the Immigration Sector is entrusted with the examination and management of applications and the issuance of residence permits to third-country nationals (i.e. non-EU and non-EEA nationals), whether such applicants are resident in Cyprus or abroad at the time of application. Its remit further extends to the handling of matters relating to irregular migration, judicial applications, sham marriages, and other associated issues.

1.3. The above-mentioned authorities provide their services to the public through the following channels:

1.3.1. Civil Registry and Migration Department (central offices):

Civil Registry: responsible for (a) maintaining and updating the Civil Registry; (b) granting Cypriot citizenship; (c) issuing passports; (d) issuing official documents to refugees; (e) maintaining the central registry of civil marriages; and (f) issuing certificates of marriage, birth, and death, as well as voting booklets.

Migration Department: responsible for (a) issuing residence permits to long-term residents; (b) handling applications for family reunification and granting the relevant permits; (c) issuing work permits for employment purposes, including domestic employment, employment in foreign companies, and general employment; (d) issuing residence permits for the purpose of study in Cyprus; (e) examining applications from persons intending to engage in voluntary work or research; and (f) imposing administrative fines on employers who unlawfully employ third-country nationals, including students without the requisite permit, and on such employees.

1.3.2. Citizens’ “One Stop Shops”;

1.3.3. District Administrations; and

1.3.4. District Aliens and Immigration Units of the Police.

2.1. Sponsor based employment options

2.1.1. In the Republic of Cyprus, third-country nationals (i.e. non-EU/EEA) may lawfully enter into employment only on the basis of sponsorship by a Cypriot employer. The framework is regulated under the Aliens and Immigration Law, Cap. 105, and the relevant Council of Ministers’ decisions governing the employment of third-country nationals.

2.1.2. The principal sponsor-based employment routes are the following:

2.1.2.1. General Employment Permits

Granted to third-country nationals in specific sectors where there is a proven shortage of suitably qualified Cypriot or EU/EEA candidates.

Typical fields include agriculture, farming, manufacturing, and certain low-skilled sectors.

The employer must obtain prior approval from the Department of Labour confirming that no suitable local or EU labour is available.

2.1.2.2. Domestic Workers and Caretakers

A common route in Cyprus, permitting households and care facilities to employ third-country nationals as domestic workers, carers, or nursing support staff.

2.1.2.3. Employment in Foreign Interest Companies (“FICs”)

A highly utilised scheme allowing third-country nationals to be employed by Cyprus-incorporated companies majority-owned by non-EU shareholders, provided such companies maintain fully-fledged offices and demonstrate substance in Cyprus.

Covers directors, middle management, key personnel, and support staff.

This route is particularly attractive due to streamlined procedures and is often used by international groups relocating staff to Cyprus.

2.1.2.4. EU Blue Card Scheme

Cyprus participates in the EU Blue Card scheme, which allows highly qualified third-country nationals to work and reside in the Republic under more favourable conditions. The Blue Card is tied to an employment contract or binding job offer of at least one year, with a salary threshold that must be met (generally higher than average wages). The Blue Card provides additional mobility rights within the EU and is particularly relevant for skilled professionals.

Separate frameworks exist for researchers, intra-corporate transferees, and students undertaking employment in connection with their studies.

2.2. Timelines for Work Permit Processing

2.2.1. The timeframe for securing a work permit will vary depending on the category and completeness of the application, but indicative periods are as follows:

2.2.1.1. Labour Market Test (if required): 4–6 weeks for the Department of Labour to confirm no available Cypriot/EU workers.

2.2.1.2. Submission to the Civil Registry and Migration Department (CRMD): Once the application is lodged, the processing period typically ranges between 2 to 3 months.

2.2.1.3. Fast-Track Categories (e.g. Foreign Interest Companies): Processing is expedited, and residence/work permits are usually issued within 4–6 weeks, provided all documentation is in order.

2.2.2. In practice, therefore, the overall timeline for securing a work permit in Cyprus may range between 6 weeks (fast-track corporate employment) to approximately 3–4 months (general employment with labour market test).

3.1. In the Republic of Cyprus, the migration framework is structured so that the vast majority of employment routes require sponsorship by a Cypriot employer. Accordingly, there are limited pathways for third-country nationals to live and work in Cyprus on an unsponsored basis. The principal options available are the following:

1. Digital Nomad Visa (Remote Work Scheme) – Cyprus operates a “Digital Nomad” scheme, permitting third-country nationals who are self-employed or employed outside Cyprus (working remotely through telecommunications) to reside in the Republic. It should be noted that, Digital Nomads are not permitted to engage in the local labour market, but they may reside and work remotely for non-Cypriot clients or employers.
2. Investment-Based Residence and Work – Third-country nationals may obtain permanent residency by investing a minimum of €300,000 in real estate (other than house or flat), share capital of a Cypriot company, or units in a Cyprus-based investment fund. While this status does not in itself grant the right to employment in the local labour market, it does permit the applicant to be a shareholder of a company registered in Cyprus and to receive dividends. Where the investment is in a Cypriot company, the applicant may also be registered as a director, provided they do not receive a salary.
3. Self-Employment – Self-employment by third-country nationals is generally restricted and subject to prior approval by the Council of Ministers. Permits are granted only in specific cases where the applicant can demonstrate that their proposed business activity contributes to the economy of Cyprus (e.g. agriculture, animal farming, small-scale industry, trade, professions, or science). In practice, such permits are rare and heavily regulated.

4.1. A sponsor is responsible for representing the employee for whom a visa is acquired for the duration of his or her employment with the sponsor.

4.2. A company wishing to become a sponsor and employ third country nationals must have:

4.2.1. Obtained the Ministry of Labour’s permission to do so.
4.2.2. Foreign individuals as a majority of its shareholders.
4.2.3. A strict ownership structure and transparent capital sources.
4.2.4. A fully operative administrative office.
4.2.5. Stable financial growth confirmed by annual financial statements.

4.3. A company wishing to be granted authorisation to sponsor foreign nationals must submit the following documents:
4.3.1. original full set of corporate documents of the company (bearing the seal of the Registrar of Companies);
4.3.2. provide a description of the company’s business and details of its operations;
4.3.3. list of names, full addresses, passport numbers and nationality of the initial shareholders of the applying company (companies whose shares are trading on a recognised stock exchange and international companies which were operating before the change of regime and for which the Central Bank of Cyprus possesses all necessary data are exempted from this requirement);
4.3.4. list of the company’s personnel;
4.3.5. bank account showing a minimum amount of EUR41,006 (applicable for a Cyprus Company with Foreign Interests);
4.3.6. deed title of lease agreement or contract of sale and purchase of the offices of the company in Cyprus; and
4.3.7. proof of a deposited amount of no less than EUR200,000 (that is, banking and other documents showing direct foreign capital investment amounting to at least EUR200.000 and legally brought in Cyprus from abroad (applicable for a Cyprus Company with Foreign Interests)).

4.4. Existing companies must go through an administrative procedure and submit certain documents to the Civil Registry and Migration Department.

4.5. The sponsoring employers have an obligation stemming from the law to ensure compliance with the immigration laws and regulations as amended from time to time. The competent authority (Ministry of Labour) also has a duty to monitor such compliance and is granted wide powers from the law, such as among others, the power to conduct investigations, to impose fines and to revoke the sponsoring employers’ license.

5.1. In Cyprus, applications relating to residence and work permits for third-country nationals are not yet fully digitised. At present, applications are paper-based and must be submitted physically at the Civil Registry and Migration Department (CRMD) in Nicosia or at the District Aliens and Immigration Units of the Police (depending on the type of permit). Original signatures and supporting documentation (translated, notarised and, where applicable, apostilled/legalised) are required.

5.2. Regarding the issuance of any permit, it should be noted that following approval, a physical residence/work permit card (biometric residence permit) is issued. The applicant is required to appear in person for biometrics (photograph, fingerprints, and signature) before the card can be produced. There is no purely electronic approval or e-visa system currently in place for employment-related permits.

5.3. For the sake of clarity is noted that where a national visa or entry permit is required for initial entry, applications are likewise made physically at the Consular Section of the Republic of Cyprus abroad. These too result in a sticker visa affixed to the passport rather than an electronic approval.

6.1. As per 5.2 above

7.1. A dependant of a sponsor in Cyprus may include: (a) the spouse of the foreign national, (b) unmarried children under the age of 18 of the sponsor or of his/her spouse, (c) adopted unmarried children under the age of 18 of the sponsor or of his/her spouse, provided the adoption took place while both spouses resided outside the Republic, and (d) the parents of the sponsor, if they are directly and entirely dependent on the foreign national for their maintenance.

7.2. Spouses and partners of third-country nationals who are admitted as dependants do not automatically have access to the labour market and must apply separately for a permit. Section 18 LD (1) of the Law on the Aliens and Immigration (Cap.105) clearly states that the “members of the sponsor’s family shall be entitled on the same terms and conditions as the sponsor to have access to (a) to education; (b) to paid employment and self-employment; (c) basic and further training and retraining”. However, section 18 LD (2) of the Law on the Aliens and Immigration (Cap.105) provides that the exercise of paid employment or independent professional activity by a dependant shall be subject to the terms and conditions of employment of third-country nationals in the Republic as in force from time to time, as determined under Cap.105 and applicable national policies and procedures. Furthermore, the access of family members to paid employment or independent professional activity shall be limited for a period of up to twelve months for the purpose of exploring the labour market of the Republic, after which the exercise of paid employment or independent professional activity shall be permitted upon application. For the sake of completeness, according to Cyprus laws, the employment of children under the age of 15 is prohibited while the employment of teens between the age of 15–18 may be permitted subject to the terms and conditions set forth in the Cyprus legislation.

7.3. An exception applies to spouses or civil partners of employees at companies of foreign interests (BCS), who have free access to the labour market but are required to register their employment with the Migration Department, subject to exceptions in regulated industries.

7.4. The initial validity duration of the family reunification visa is one year. If the sponsor’s child is 18 years or older, then they must apply for a different visa (although still as a dependant). In these cases, the initial period for which the visa is given varies depending on the case. A dependant who is over the age of 18 years must apply for another type of visa. A person over the age of 18 is considered a dependant if both of the following apply:

7.4.1. They are studying in Cyprus or abroad.
7.4.2. They are not employed or does not have their own source of income.

8.1. The main types of work permit in Cyprus are the following:

8.1.1. Employment permit at an innovative start-up business;
8.1.2. Entry and Temporary Residence and Employment Permit;
8.1.3. Work permits for third-country nationals working in foreign companies;
8.1.4. EU Blue card; and
8.1.5. Cyprus digital nomad visa.

8.2. Employment permit at an innovative start-up business;

Step 1: submission of an application for the establishment of a startup;
Step 2: evaluation of the said application by the Ministry of Finance and issuance of the Notification of Initial Approval;
Step 3: submission of an application for entry permit; and
Step 4: submission of an application for work and residence permit.

8.3. Entry and Temporary Residence and Employment Permit;

Step 1: Third country nationals must proceed for registration at the appropriate District Office of the Aliens and Immigration Unit of the Police, or the Central Offices of the Civil Registry and Migration Department in Nicosia, within 7 days from the date of the arrival. When submitting the application, the physical presence of the third country national is required in order to receive his/her biometric features (fingerprints and photograph) and his/her signature, according to the legislation.

If the application is submitted for an entry permit, after the granting of the entry permit and the arrival of the third country national in the Republic, he/she must register where the application was submitted within seven (7) days of his/her arrival and provide his/her biometric features (photo and fingerprint) and signature, according to the legislation.

8.4. Work permits for third-country nationals working in foreign companies;

8.4.1. Step 1: The application shall be submitted at the Business Facilitation Unit (BFU). A company could be registered at the BFU, among others, with the Registrar of Companies, Social Insurance Services, Tax/ VAT Authorities and Civil Registry and Migration Department, all from a sole point of contact. It should be noted that a company is eligible to be registered at the BFU only if the following are met:

(A) 50% of its shareholding is owned by third country national. It should be noted that exceptions apply to the following sectors:

1. listed companies on any recognised stock exchange;
2. Cypriot Pharmaceutical Companies;
3. Cypriot Shipping Companies;
4. Former offshore companies,;
5. Companies whose UBOs have acquired the Cypriot Citizenship by Investment;
6. Cypriot Companies of high technology / innovation a company which the percentage of the foreign participation in the share capital of the company is equal or below 50% of the total share capital, provided that the percentage of the share capital represents an amount equal to or grater than the amount of Euro 200.000.

(B) Operate from their independent offices in suitable premises.

8.4.2. Pursuant to the recent amendment, an application for a work permit for third-country nationals employed by foreign companies may be rejected if the company fails to comply with the 70%/30% workforce ratio. For the avoidance of doubt, the maximum proportion of third-country nationals that a company may employ is 70% of its total workforce, calculated over a five-year period from the date of joining the BFU. If, upon expiry of this five-year period, the 30% EU/Cypriot employee threshold has not been achieved, the matter shall be assessed by the authorities on a case-by-case basis.

8.5. EU Blue Card

8.5.1. Cyprus officially began accepting EU Blue Card applications on 7 July 2025. The Blue Card is available to highly qualified third-country nationals employed in the following sectors:
8.5.1.1. Information and Communication Technologies (ICT)
8.5.1.2. Pharmaceuticals (research-focused roles only)
8.5.1.3. Shipping (excluding ship captains and crew).

8.5.2. Applicants must submit directly at the Civil Registry and Migration Department headquarters in Nicosia and the Cypriot authorities process applications within up to 90 days from submission.

8.5.3. The Blue Card is typically valid for 24 to 36 months, with the exact duration aligned to the employment contract. During this period, blue card holders can stay in other EU member states (excluding Denmark & Ireland) for up to 90 days within any 180-day period, for professional purposes. After 12 months of legal residence in Cyprus, holders may apply for a Blue Card in another EU country.

8.6. Cyprus digital nomad visa.

Within 3 months of arrival, the applicant should submit the relevant application along with the required documents at the Civil Registry and Migration Department in Nicosia, after arranging an appointment through the online platform, to obtain a temporary residence permit.

9.1. The holder of a business visa can undertake any kind of work for the duration of his or her visa. The maximum stay in Cyprus for any business visitor is 90 days during any 180-day period. here the visa is for a stay of less than 90 days, the holder has the right to extend his or her stay in Cyprus up to a maximum of 90 days.

9.2. If a business visitor wishes to stay more than 90 days, he or she must apply for a work or temporary residence permit, depending on the reason for the visit and extension. Further, the holder of a business visa can apply to the Ministry of Foreign Affairs to cancel the final stamp on the visa and thus extend it for up to 90 days.

10.1. Yes, remote work is permitted in Cyprus, primarily through the Digital Nomad Visa scheme launched in February 2022. Other residence categories do not automatically authorise remote work unless expressly provided.

11.1. No. Business visitors in Cyprus are not permitted to carry out productive or revenue-generating activities without a work permit.

12.1. Cyprus introduced a Digital Nomad Visa Scheme in February 2022, specifically designed for third-country nationals who wish to reside in Cyprus while working remotely for a foreign employer or for their own company registered abroad. The initial residence permit is granted for one year, with the option of renewal for an additional two years. Spouses/partners and minor dependants may accompany the main applicant as dependants (without access to the local labour market). Applicants must demonstrate a stable monthly net income of at least €3,500, plus increments for dependants.

12.2. This scheme reflects the government’s wider strategy to position Cyprus as a hub for international business and technology professionals.

13.1. In Cyprus, the ability to change visa category or employer from within the country is possible but subject to strict limitations and not automatic.

13.1.1. Change of employer/job:
Residence and work permits for third-country nationals are tied to a specific sponsoring employer. A change of employer requires the submission of a fresh application by the new employer.

13.1.2. Change of visa category:
Moving from one status (e.g. visitor, student, employee) to another is not automatically permitted. In most cases, the individual must exit Cyprus and re-enter with the appropriate entry visa issued abroad. Certain transitions are possible internally (e.g. from temporary employment to long-term residence after five years’ continuous lawful stay, or from student to work under strict criteria), but these are exceptions.

13.1.3. Redundancy:
If a sponsored employee is made redundant, their permit effectively lapses with the termination of employment. A short grace period (one month) is granted to allow the individual to regularize their stay on another capacity (e,g, secure a new sponsor, family reunification, investment)

14.1. Employers in Cyprus often face several recurring issues in the context of business immigration.

• Labour market testing: Delays or complications in securing a certificate of unavailability from the Labour Office before hiring third-country nationals, except where exemptions apply (e.g. highly skilled in Companies of Foreign Interests).
• Processing delays: Applications for residence and work permits can be time-consuming, creating uncertainty for both employer and employee.
• Contract approval: Employment contracts for third-country nationals must be stamped by the Labour Office before employment begins, adding administrative complexity.
• Quota restrictions: Certain industries are subject to caps or ratios (e.g. the 70:30 Cypriot/EU to third-country national ratio), which can limit hiring flexibility.
• Compliance obligations: Employers must ensure continuous compliance with social insurance, GESY contributions, and labour law standards.
• Risk of penalties: Employing individuals without the right to work can result in significant administrative fines and criminal liability.
• Dependants’ work rights: Uncertainty can arise regarding whether dependants of foreign employees are entitled to access the labour market.

Yes. Companies of Foreign Interests that register with the Business Facilitation Unit (BFU) may obtain expedited residence and work permits for third-country nationals. Applications under this route are usually processed within 4–6 weeks.

16.1. The very recent introduction of the EU Blue Card allows Cyprus-based companies in ICT, pharma (R&D), and shipping to attract highly skilled professionals with more predictable mobility rights across the EU. This strengthens Cyprus’s position as a regional hub for multinational employers.

16.2. While companies can still use the FIC/BFU fast-track route, the 70% TCN cap and mandatory 30% EU/Cypriot workforce threshold create compliance obligations that HR and legal teams must plan for over a 5-year horizon.

17.1. The COVID-19 pandemic acted as a catalyst for systemic change in Cyprus’s immigration landscape. It accelerated the digital transformation of application and permit processes, embedding online submissions and remote appointments as permanent features of the system. It also legitimised remote work as a formal immigration pathway, culminating in the launch of the Cyprus Digital Nomad Visa in 2021. At the same time, the crisis exposed structural labour market vulnerabilities in sectors heavily reliant on migrant labour, prompting the state to adopt more flexible and targeted recruitment mechanisms in the aftermath.

Yes, Cyprus is implementing several significant changes in its immigration law and policy landscape:

• EU Blue Card transposition (August 2024): Cyprus has amended its Aliens and Immigration Law to incorporate the EU Blue Card Directive. As of July 2025, applications are officially accepted, allowing highly qualified third-country nationals to obtain the Blue Card for up to 3 years, with possibilities for renewal and EU mobility benefits.
• Revised investment-based permanent residence thresholds: Under Regulation 6(2) of the Aliens and Immigration Regulations, permanent residence via investment is now subject to updated criteria: a minimum investment of €300,000, an annual income threshold increased to €50,000, and revised terms for accompanying parents and dependants. Residence permits under this scheme are issued for 10 years.
• Accelerated naturalisation for highly skilled professionals: New provisions allow highly skilled employees of designated companies to apply for faster naturalisation procedures, capped at 8 months, via a fast-track channel involving a €5,000 fee.
• Advance towards Schengen integration: Cyprus is preparing for full membership in the Schengen Area, aiming to complete all technical preparations by 2025, with potential formal inclusion by early 2026. This will simplify immigration and border procedures for both short-stay and long-stay immigration.
• Voluntary repatriation scheme for Syrian nationals: Earlier in 2025, Cyprus launched a humanitarian program enabling Syrians to return voluntarily with financial incentives and a work permit of up to three years for the primary earner in each family.

19.1. Cyprus is already moving towards a digital-first immigration framework, with developments that reflect both current practice and the government’s broader digitalisation strategy.

• The Business Facilitation Unit (BFU) already operates as a one-stop service point for international companies, with digital submissions and fast-track processing for work and residence permits. The Civil Registry and Migration Department (CRMD) has also introduced online applications, appointment booking, and partial electronic communication channels since the pandemic, reducing reliance on physical presence.
• The government’s Digital Strategy 2020-2025 and the Vision 2035 framework explicitly prioritise the full digital transformation of public services, including migration and labour administration. These plans focus on interoperability between ministries, e-ID solutions, and the expansion of e-government platforms.
• Taken together, these trends strongly suggest that Cyprus’s immigration system will evolve into an integrated, digital platform, where employers (particularly those registered with the BFU) will be able to complete all compliance steps online. The use of automation, biometrics, and maybe AI-supported verification is expected to shorten processing times and create a more predictable framework for businesses bringing in foreign talent.

19.2. These developments will reinforce Cyprus’s position as a business-friendly hub, offering both efficiency for employers and security for the state

In Cyprus, Right to Work requirements differ depending on whether the employee is a local/EU national or a third-country national.

• Hiring Cypriot and EU/EEA/Swiss nationals:
  • Draft and provide a written job offer with agreed terms and conditions.
  • Register the employee with the Social Insurance Services and begin paying social insurance and GESY contributions from the first day of employment.
  • Provide a written employment contract, signed by both parties.
  • Ensure full compliance with Cypriot labour laws, including minimum wage, working hours, and health and safety regulations.
• Hiring third-country nationals (non-EU):
  • Obtain approval from the Labour Office by submitting a labour market test to confirm no local/EU candidate is available (subject to exemptions).
  • Apply for a work and residence permit at the Civil Registry and Migration Department and pay the relevant government fees.
  • Conclude an employment contract approved by the Labour Office.
  • Register the employee with the Social Insurance Services once the permit is granted.
  • Ensure the employee passes all required medical examinations and provides a clean criminal background certificate.
  • Employment can only begin after all permits, approvals, and registrations are completed.

Employers in Cyprus who hire individuals without the legal right to work face both criminal and administrative sanctions.

• Criminal penalties:Εmployment of a foreign national without the required permit constitutes an offence punishable by imprisonment of up to five years, or a monetary fine of up to €20,000, or both penalties.  The court may further order the employer to retroactively pay all contributions that would have been paid normally and/or prohibit the employer from employing third-country nationals for a specific period.

Administrative / civil penalties:

• Heavy fines per illegally employed person, imposed by the Labour Department or Migration authorities.
• Possible obligation to pay retroactive social insurance and healthcare (GESY) contributions with surcharges.
• Suspension or withdrawal of work permit quotas for foreign staff.
• Repeat offenders may be barred from employing third-country nationals in the future or excluded from public procurement tenders.

Yes. The key requirement is that no suitable candidates are available in the Cypriot or EU labour market. Employers must notify the Public Employment Service of the vacancy and publish it in the daily press; if no suitable candidate is found, a certificate of unavailability is issued, allowing the work permit application. This requirement does not apply to highly skilled employees of Companies of Foreign Interests registered with the Business Facilitation Unit (BFU).

Yes. Cyprus applies quota restrictions on the number of third-country nationals a company may employ, usually based on sector, company size, and the availability of local/EU workers

• General businesses (Cypriot/EU-owned): Third-country nationals may comprise up to 30% of the workforce on average over the three months preceding the work permit application. For companies with collective bargaining agreements, this can increase to 50%.
• Certain industries (e.g., agriculture, livestock, fish farms, poultry slaughterhouses, waste collection): Quotas can be raised up to 100%, meaning companies in these sectors may fill their entire workforce with third-country nationals in practice.
• Foreign-owned companies registered under the Business Facilitation Unit (BFU): In high-skilled industries, these companies may employ up to 70% third-country nationals over a five-year average, with the remainder being Cypriot, EU, EEA, or Swiss nationals. The 70:30 ratio will again be checked after 2 January 2027, specifically with respect to new hires. If a company does not adhere to the 70:30 ratio, the case will be evaluated on its own merits and submitted to the competent management for an administrative decision

No.

Yes, Cyprus requires medical certificates for most residence and work permit applications, but there are no general vaccination requirements. Third-country nationals applying for a residence or work permit must present medical test results (commonly for tuberculosis, hepatitis B and C, HIV/AIDS, and syphilis) issued by a licensed medical practitioner in Cyprus. These certificates are typically valid for 4 months from the date of issue.

No.

Issuance of an entry permit and a temporary residence and work permit, valid for one–three years: €120.

Issuance or renewal of a residence and work permit, valid for one–three years: €130.

Registration in the aliens’ registry (only in cases of first registration): €70.

Yes, a valid local employment contract is required in Cyprus for the issuance of a work-based visa or permit, and it must be duly lodged with the Department of Labour.

Under Cypriot law, employment contracts submitted for the issuance of a residence and work permit must be in line with the applicable terms and conditions of employment in Cyprus which includes the national minimum wage decrees and any applicable collective agreements. In practice, this means that salaries cannot fall below the statutory minimum levels or sector-specific thresholds.

For highly skilled employees under the Business Facilitation Unit (BFU) scheme, the minimum gross monthly salary is €2,500.

For third-country nationals applying under the EU Blue Card scheme, the offered salary must meet the national threshold, which ranges from 1 to 1.6 times the average gross annual salary in Cyprus. By Decree of the Minister of Labour and Social Insurance, published in the Official Gazette on 20.12.2024, the minimum gross annual salary for highly skilled employment of Blue Card holders has been set at €43,632 (forty-three thousand six hundred and thirty-two euros).

The maximum period of stay for employment-based permits in Cyprus depends on the category of permit.

• General employment / support staff: Permits may be granted for e up to 3 consecutive years, depending on the duration of the employment contract. The maximum permitted stay of third-country nationals for employment purposes is 4 years.
• Highly skilled employees in Companies of Foreign Interests (BFU): Permits may be granted for up to 3 years at a time (following the July 2022 BFU update). There is no overall maximum stay limit, provided the employment relationship and authorisation remain valid. This category covers specialised/high-value positions such as managers, directors, IT specialists, and senior executives.
• EU Blue Card holders: Τhe period of validity of the EU Blue Card should be at least 24 months and does not exceed 36 months. However, where the duration of the employment contract is shorter, the EU Blue Card should be issued for at least the duration of the work contract plus 3 months, subject to a maximum of 24 months.
• Digital Nomad Card holders: The permit is initially valid for 1 year and may be renewed for up to 2 additional years.

Dual citizenship is recognised under the laws of the Republic of Cyprus. Accordingly, a Cypriot national may acquire a foreign nationality without thereby losing Cypriot citizenship. It should, however, be expressly noted that not all jurisdictions permit dual nationality, and in certain cases the acquisition of a second nationality may result in the automatic loss of the original one. For this reason, and as a matter of sound legal practice, it is strongly advised that the nationality laws of the other state concerned are carefully reviewed prior to initiating any relevant application.

31.1. Cyprus distinguishes itself within the global immigration landscape through several notable advantages, the most significant being:

Business Facilitation Unit (BFU): Provides a fast-track route for Companies of Foreign Interests to hire highly skilled third-country nationals, bypassing labour market testing.

EU Blue Card scheme: Recently implemented to attract highly qualified professionals in sectors of high demand (e.g. ICT, pharmaceuticals, shipping), offering mobility rights within the EU.

Digital Nomad Visa: Positions Cyprus as a hub for remote workers, with favourable conditions for residence and family dependants.

Lifestyle and tax benefits: Combined with a high quality of life, Cyprus’s competitive tax regime and strategic EU location make it attractive for skilled migrants and businesses.

N/A

Yes. Cyprus has concrete plans to support the green transition, and these policies have direct implications for immigration.

• The HRDA study on Green Occupations (2024–2030) confirms a structural skills gap in renewable energy, environmental management, sustainable construction, and green technologies. As domestic supply may be insufficient, this creates an increased demand for foreign highly skilled professionals, which is expected to shape work permit allocations and labour market testing exemptions.
• The Recovery & Resilience Plan (RRP 2021–2026) and the Education for Sustainable Development & Green Transition Strategy 2030 aim to retrain the local workforce. However, until reskilling efforts fully mature, Cyprus will rely on immigration channels (e.g. EU Blue Card, Companies of Foreign Interest permits) to meet immediate green skills shortages.
• Employers in the energy, construction, and technology sectors are already encouraged to bring in third-country nationals with expertise in green technologies, as these roles fall under “specialised skills” categories that benefit from streamlined BFU procedures.