Harassment During Job Interviews Under Cyprus Law

By Giorgos Kazoleas, LL.M., Lawyer, Managing Partner at Legal Experts Cyprus

Harassment or bullying during a job interview can now legally be considered workplace harassment. This is explicitly provided for in recent Cypriot legislation regarding workplace harassment, which widens the scope of application to include candidates for employment.


The Legal Framework in Cyprus: Law 42(I)/2025

Law 42(I)/2025 (The Prevention and Combating of Violence and Harassment at Work Law), which came into force on April 11, 2025, explicitly extends protection against harassment and violence to the recruitment process and employment negotiations before a contract is signed.

According to the interpretation of terms in Article 2 of the Law, the definition of an "employee" includes, among others, a person:

"Whose employment relationship has not yet begun, in cases where the violation of the provisions of this Law has been committed during the recruitment process or at another stage of negotiation in which they participated as a candidate for employment prior to the conclusion of a contract or the commencement of employment."

Behaviors Constituting Harassment

Under Law 42(I)/2025, the range of behaviors that could be considered workplace harassment and bullying during a job interview is now much broader.

Any unwanted conduct intended to or resulting in violating the dignity of the candidate and creating an intimidating, hostile, degrading, or aggressive environment may fall into this category.

Indicative behaviors include:

1. Sexual Harassment

Sexual harassment may manifest through:

  • Unwanted comments or questions of a sexual nature (e.g., questions about the individual's love life).
  • Comments about appearance with a sexual connotation.
  • Obscene jokes and sexual innuendos.
  • Inappropriate physical contact (unwanted touching, hugging, or kissing).
  • Demands for sexual favors (direct or indirect) implying that hiring depends on them.

2. Bullying / Psychological Violence

Bullying or psychological violence can take the form of humiliating or derogatory comments, such as:

  • Mocking the candidate's answers, appearance, origin, or abilities.
  • Shouting, using an aggressive tone, or making threats that create a climate of fear.
  • Undue pressure: Persistent or incomprehensible questions designed to humiliate or cause anxiety/panic.
  • Manipulation: Pressuring the candidate to give answers they do not wish to give.
  • Public humiliation: If the interview takes place in front of others and the candidate is exposed to degrading behavior.
  • Devaluation: Undermining the candidate's previous experience or qualifications (e.g., diminishing the value of previous service or a master's degree).
  • Lowballing: A job offer with a very low salary that is in obvious mismatch with the candidate's qualifications and current labor market trends can also constitute a form of harassment.

3. Discrimination / Unequal Treatment

Discrimination manifests through questions regarding protected characteristics, which are not directly related to the requirements of the position. These include marital status or intention to have children, sexuality, religion, or national origin and disability or age.

This category also covers clear bias, negative attitudes, or offensive behavior due to the above characteristics, as well as the refusal of an interview or unfair exclusion from the recruitment process based on them.

4. Physical Violence or Threat of Physical Violence

Though rarer, this refers to any physical contact that is not welcome or legitimate, or threats of physical harm.

Important Legal Distinction: The "Single Act" Rule

It is crucial to emphasize that Law 42(I)/2025 recognizes that even a single act—whether verbal, physical, psychological, sexual, or economic—is sufficient to cause serious harm and be considered harassment. Repetitive behavior is not required to substantiate a claim of harassment.

Steps for Candidates

If a job applicant has been subjected to even one of the above behaviors at any time during the recruitment process, it is recommended to keep detailed records of the incident(s) and document specific details: Dates, times, exactly what was said or done, the identity of the person involved, and any witnesses.

This evidence can then be utilized by legal counsel or the competent authorities who may investigate the matter.

*Giorgos Kazoleas is Lawyer, qualified both in Cypriot & Greek Law, Founding Manager at "Legal Experts Cyprus" / email: gkazoleas@legalexpertscy.com / tel: +357 22507666 / www.legalexpertscy.com


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