Maternity leave and paternity leave in Cyprus
How to apply separately for maternity and paternity leave and benefits: dates, documents, CY Login, your employer and official support.
Checked: 4 October 2026.
Leave and benefit are arranged separately
When a child is born, an employee in Cyprus must arrange for maternity or paternity leave and submit a separate application for the insurance benefit. A letter to the employer does not replace the application to the Social Insurance Services. Approval of the benefit also does not replace the formalisation of the absence or the verification of the date of return to work.
The total period of maternity benefit is 22 weeks for the first and second child, and 26 weeks for the third and subsequent children; special rules apply in the case of multiple births and if the child is hospitalised. The exact schedule is determined on a case-by-case basis. Maternity leave and insurance payments are governed by related but distinct conditions.
Paternity benefit is paid for two consecutive weeks within a specified period following the birth or adoption of a child. Do not confuse this with parental leave and the corresponding allowance, which are subject to separate procedures. This information applies to the Republic of Cyprus; eligibility for this specific benefit should be checked with the relevant authority.
Preparing for the birth
Gather your contract, details of your insurance history, your expected due date and the terms of your employer’s contribution. Find out who to contact in HR and the procedure for providing written notification. If you have more than one employer or are insured in another country, please inform the service: the assessment may require further information.
Please check when you can start your application and how to verify your CY Login. The official maternity benefit service allows applications to be submitted once you have completed the 25th week of pregnancy. Checking your access in advance helps to avoid delays; however, the mere fact that you can submit the form does not mean that your entitlement has already been confirmed.
Ask your employer to confirm your planned absence in writing and to explain what information they are submitting for the maternity benefit. Keep your employment record separate from your insurance file. If the due date changes, you must ensure that the details are updated; do not simply leave the original calculation unverified.
How to choose a maternity calendar
Enter your expected and actual dates of childbirth, your chosen start date for maternity leave and the number of children. For special cases, including adoption and surrogacy, please refer to the relevant section of the current guidance. The standard calendar for normal births does not cover all grounds and eligible dates.
In the case of multiple births, the official guidelines provide for additional weeks’ maternity leave, whilst in the event of a newborn’s hospitalisation, a special extension is granted provided certain conditions are met. Obtain the necessary medical certificates and a calculation of your entitlement. Do not add weeks yourself without checking the grounds and the prescribed limits.
Check the calendar with HR, particularly when maternity leave is combined with annual leave or subsequent parental leave. Each period must have its own basis and an agreed start date. An error at the point where two types of absence overlap could affect payroll, the employer’s records and the claim for the next payment.
Applying for maternity benefit
The official website states that you must submit your claim within 21 days of the date for which the benefit is claimed. Check the starting date applicable to your situation and submit your claim in good time. The period should not automatically start from the date of the birth if the period for which the benefit is claimed began earlier or if a special procedure applies.
To submit your application online, you will need a verified CY Login; the medical certificate, birth or adoption certificate, and employer details required will depend on the stage of your application. Please use the current list of forms. If you submit additional documents, please make a note of the case number and confirm which application they relate to.
A dispatch notification confirms receipt of the form, but does not constitute a decision on entitlement. Monitor requests for information from Social Insurance Services and keep a record of the replies. If there is a delay, please refer to your case number; do not submit multiple identical applications without instructions from the relevant service, as this may complicate the process of matching documents.
Paternity leave and paternity pay
Under current legislation, paternity benefit covers two consecutive weeks within the period ranging from the week of the child’s birth or adoption up to two weeks after the end of maternity leave. Select the eligible period and submit a notification to your employer in accordance with the current procedure. These days cannot be carried over as part of your annual leave.
Entitlement to the benefit is subject to insurance conditions; the official website also covers birth, adoption and statutory surrogacy. Do not treat the mother’s application as a joint application for payments to both parents. The father must submit his own application via the relevant service.
An application for paternity benefit must be submitted within 21 days of the date for which the payment is claimed. The department may request the employer’s declaration directly. Keep a record of the dates you have selected, the HR confirmation and the application form; if you are employed by several employers, check in advance that the details match up.
Pay levels and employment protection
Insurance benefit should not automatically be regarded as the full current salary. It is calculated in accordance with the applicable insurance terms and conditions and the income for the relevant period; any supplementary payment from the employer is assessed separately. Ask for an explanation of how the state benefit and payroll interact under your contract.
The law provides for maternity protection and related employment rights. If you face the threat of dismissal, a deterioration in working conditions or a refusal to grant leave, keep any notifications and seek an individual assessment. Do not assume that protection is either non-existent without a note from HR, or an absolute guarantee in all circumstances.
You should check your right to return to work, arrangements for breastfeeding and any potential subsequent family leave before the end of your maternity leave, particularly if there are changes to your role or working hours. Ask your employer to describe the expected work in writing. A separate agreement on flexibility should not replace checking your statutory rights.
Documents and official assistance
Create a calendar with separate entries for employment leave, claims, supporting documents and actual payments. Keep medical certificates, declarations, letters from your employer and decisions from the relevant department in a folder. This helps to spot any discrepancies in dates before they affect your return to work or a new period of absence.
For enquiries regarding insurance payments, please contact Social Insurance Services; the number 1450 is listed on their official website. The Department of Labour and the Department of Labour Relations are responsible for matters relating to maternity protection and working conditions. In the event of a dispute regarding termination of employment or discrimination, seek legal advice without delay.
Before returning to work, check the end date of your agreed leave, any outstanding requests and your payslip, then confirm your return date. If the leave is extended, update the documents for both procedures. This procedure streamlines the paperwork, but the extent of the entitlement and the validity of any disputed decision are determined by the specific facts and applicable regulations.
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