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06 December 2017
Protection of Paternity Law
Social Insurance (Amendment) Law
Protection of Maternity (Amendment) Law
Social Insurance Law
Termination of Employment (Redundancy Fund) Regulations
Health Protection (Control of Smoking) Law
A number of new employment-related laws have been adopted in 2017, including the long-awaited Protection of Paternity Law (117(I)/2017) and the Protection of Maternity (Amendment) Law (116(I)/2017), which introduced the concept of surrogacy. Amendments to existing laws regarding redundancy and smoking in the workplace have also been made. The main changes are summarised below.
The Protection of Paternity Law:
The Social Insurance (Amendment) Law (115(I)/2017) introduced a paternity benefit equal to 72% of the employee's weekly salary, which can be paid for:
The Protection of Maternity (Amendment) Law introduced the concept of surrogacy. A 'surrogate mother' is defined as a woman who is employed by a couple who are unable to have children to become pregnant and give birth following in vitro fertilisation and the transfer of embryos, in accordance with the Medically Assisted Human Reproduction Law 2015.
Both female employees who use a surrogate mother and surrogate mothers are entitled to maternity leave under the law. Protection against dismissal is also provided.
The Social Insurance Law (Law 59(I)/2010) provides maternity benefits to women who have used a surrogate mother to have a child, provided that they satisfy the relevant social insurance requirements. In the case of a female employee who has had a child through a surrogate mother, a maternity benefit is paid for 18 consecutive weeks from two weeks before the week of expected childbirth or the week of the actual childbirth, whichever she chooses. In the case of a surrogate mother, a maternity benefit is paid for 14 consecutive weeks and may start two weeks before the expected childbirth.
According to the latest amendments to the Termination of Employment (Redundancy Fund) Regulations 1977 to 1996, where the applicant for a redundancy payment proves that there was a reasonable cause for failing to submit his or her application on time, the submission deadline is extended for as long as this cause exists, but no longer than 24 months.
Τhe Health Protection (Control of Smoking) Law (24(I)/2017) was published in the Official Gazette on March 13 2017 and abolished the Health Protection (Control of Smoking) Law 2002.
In addition to important obligations placed on tobacco products and manufacturers and sellers in relation to packaging, advertising and licensing, the new law explicitly prohibits workers from smoking on work premises.
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