Common Employment Issues for Hotel Workers
The Hotel Industry Decree (K.D.P. 55/2025) sets minimum wages by role for hotel workers. Being paid below the applicable minimum for your role is a breach of Cyprus law.
Hotel workers frequently go months or entire seasons without receiving payslips, making it impossible to verify wages or Social Insurance contributions.
Sunday and public holiday premium rates for hotel workers are set by hotel employment regulations and collective agreements. If your contract or applicable agreement provides a premium, it must be paid.
Every hotel worker is entitled to written terms of employment within their first month, regardless of whether they are seasonal or permanent.
Seasonal hotel workers who have completed 26 weeks of employment have unfair dismissal protection. End-of-season dismissal does not automatically remove this protection.
Where accommodation is provided, deductions must be agreed in writing and must not reduce take-home pay below the applicable minimum wage for your role.
The hotel sector standard working week is 38 hours. Hours beyond this may attract overtime entitlements under your contract or applicable agreement.
Your Key Employment Rights
Minimum wages for hotel workers are set by role under K.D.P. 55/2025. Your role determines your applicable minimum.
Premium rates for Sundays and public holidays are set by hotel employment regulations and your collective agreement or contract.
4 weeks of paid annual leave per year. Seasonal workers accrue leave pro-rata.
An itemised payslip for every pay period, regardless of whether you are seasonal or permanent.
After 26 weeks of continuous employment, including across seasonal contracts where employment is continuous.
Your employer must register you and make Social Insurance contributions, including for seasonal workers.
Evidence to Gather
- Bank statements — every payment received from your employer throughout your employment.
- Payslips — if received. Request them in writing if not provided.
- Employment contract — confirming your role, pay rate, and any applicable collective agreement.
- WhatsApp or text messages — any communication about pay, role, hours, or dismissal.
- Accommodation agreement — if deductions were made for staff accommodation.
- Witness details — colleagues who can confirm your role, hours, and pay arrangements.
What You Can Do Next
Get instant guidance specific to hotel workers in Cyprus — what your rights are under K.D.P. 55/2025 and your applicable agreement.
WorkerShield analyses your documents and situation, generating a personalised resolution letter for €10.
A professional letter requesting outstanding wages, payslips, and documentation. Many cases resolve at this stage.
Department of Labour Inspection (tel: +357 22 405 600) or Industrial Disputes Tribunal. Time limit: 3 months from the incident.
Frequently Asked Questions
Hotel workers are not covered by the national minimum wage. Instead, minimum wages for hotel workers are set by role under the Hotel Industry Decree (K.D.P. 55/2025). The applicable minimum depends on your specific role and length of service.
Sunday and public holiday premium rates for hotel workers are set by hotel employment regulations and applicable collective agreements, not by the same rules that apply to restaurant workers. Check your contract or consult your union for the rate that applies to you.
Yes. Seasonal hotel workers have the same fundamental rights as permanent workers, including the right to payslips, minimum wages, paid annual leave (pro-rata), and unfair dismissal protection after 26 weeks of employment.
Only if the deduction was agreed in writing and does not reduce your pay below the applicable minimum wage for your role. The deduction must appear on your payslip with the amount and basis stated.
Request your payslips in writing, calculate the shortfall, and write a formal letter to your employer. If unresolved, file a complaint with the Department of Labour Inspection or apply to the Industrial Disputes Tribunal within 3 months.