From day one he helped with everything: incorporating our company, yellow slips, social insurance, even finding an apartment. Four years later he still helps when issues pop up. That long-term support is rare.
Employer of Record
Hire in Cyprus Without a Local Entity
Grow your Cyprus team compliantly with our Employer of Record service. We hire on your behalf, no company setup needed.
Overview
Your Team in Cyprus, Without the Setup
An Employer of Record lets you employ people in Cyprus without setting up your own legal entity. We become the legal employer, while your team works for you.
We handle payroll, contracts, social insurance and compliance, so you can grow your Cyprus presence quickly and safely.
The split is worth being precise about. On paper we are the employer: the employment contract is with us, the registrations with the Cyprus authorities are in our name, and the obligations that come with being an employer here sit on our side. In practice nothing about the working relationship changes. Your people do your work, report to you, and sit in your team calls.
What that removes is the entity question. Incorporating in order to hire one or two people means a company, a registered office, a secretary, annual filings, an audit and the running costs that come with all of it, before the first salary is paid. An EOR skips that layer entirely, which is why it usually makes sense for a first hire, a pilot market, or a team you are not yet sure will grow.
It also removes a risk that is easy to underestimate. Employing someone in a country you do not operate in means getting contracts, notice periods, leave entitlement, social insurance and payroll filings right under rules written in a language you may not read. Getting them wrong is not a paperwork problem, it is a liability. With an EOR that exposure sits with us.
There is a point where the maths turns around. Past a certain headcount, or once you want your own presence in Cyprus for other reasons, your own entity becomes the cheaper and cleaner answer. We will say so when we see it coming rather than quietly keeping you on a service you have outgrown.
What's included
What the Service Covers
Everything needed to employ in Cyprus, handled for you, from the contract your hire signs to the filing nobody thinks about until it is late.
Compliant employment
We are the legal employer of record, working to Cyprus labour law on contract terms, notice periods, working hours and leave entitlement. When the rules change, adjusting to them is our job, not a memo you have to act on.
Payroll & social insurance
Salary, tax deductions, social insurance and healthcare contributions calculated and filed every month, with payslips your employee can actually read. Deadlines here are fixed and penalties are automatic, so this runs on a schedule rather than on reminders.
Contracts & onboarding
Employment contracts drafted to local requirements, in English as well as Greek, plus every registration a new hire needs before their first day. Your candidate signs one document rather than being sent through three offices.
Employee registrations
Registration with the social insurance authorities and the tax department, and the paperwork that lets your employee access the national healthcare system. These are the steps people discover too late, usually when a payment bounces or a benefit is refused.
A local contact for your team
Your employees have someone in their own time zone for payroll questions, documents and the small things. Without that, every one of those questions eventually lands on your desk instead.
Reporting you can hand to finance
Monthly cost breakdowns showing gross, employer contributions and total cost per person, so budgeting a Cyprus hire is not guesswork and your accountant is not reconstructing figures at year end.
No entity needed
Skip company formation and start employing in Cyprus right away. No registered office, no company secretary, no annual return, no audit, none of the running costs that come with an entity you opened to hire one person.
How it works
How We Work Together
From first call to a fully managed Cyprus team, with you in control of the work and us carrying the employment risk.
1
Book your consultation
We discuss who you want to hire, the roles and your timeline, and confirm that an EOR is genuinely the right route for you rather than your own entity.
2
Your solution and agreement
We design the setup around your roles and responsibilities, then put a service agreement in place that spells out the scope and the terms. No moving targets.
3
Onboarding and registration
We issue compliant employment contracts and complete every registration your new hire needs under Cypriot law, so they can start work with everything in order.
4
Payroll and benefits
We run the payroll: salaries, tax deductions, social contributions, payslips and benefits. Your team gets paid correctly and on time, every month.
5
HR support
Your employees have a real point of contact in Cyprus for their questions and issues, so day-to-day HR does not land back on your desk.
6
Reporting and updates
You get regular reporting on payroll and compliance status, plus a heads-up when Cypriot employment law changes in a way that affects your team.
7
Ongoing adjustments
As your team grows or your plans shift, we review the setup with you and adjust. If it starts making sense to run your own entity instead, we will tell you.
Why Cyprus
Why Use an EOR in Cyprus
- Employ in Cyprus without your own entity
- Full compliance with local labour law, with the risk on our side
- Fast onboarding for new hires, with registrations run in parallel
- One partner for payroll, contracts and HR
- Access to the local talent pool without opening a subsidiary
- Test the market before committing to your own presence
- Predictable monthly cost per employee, reported in full
- A local point of contact for your team, in their time zone
Questions
Employer of Record FAQ
The practical questions before you hire in Cyprus.
We become the legal employer of your people in Cyprus. That means the contracts, payroll, tax, social insurance and compliance sit with us, while your team does your work and reports to you. You get the people without the legal entity.
No. That is the whole point of an EOR. You can employ people in Cyprus without incorporating, which saves you the setup, the running costs and the compliance overhead of your own entity.
We work to the local rules on contracts, minimum wage, working hours, social insurance and benefits, and we track changes as they come. The compliance risk sits with us, not with you.
It depends on the role and how quickly the paperwork comes back, but it is generally quick because we do the registrations in parallel. We give you a realistic date at the consultation rather than an optimistic one.
Pricing depends on how many people you employ and what the roles involve, so we quote it for your case. You get the full breakdown during the consultation, with no hidden fees layered on afterwards.
Yes. Salary processing, tax deductions, social contributions, payslips and benefits administration are all part of the service, along with reporting so you can see exactly where the money goes.
They have a local contact for payroll questions, documentation and anything else that comes up. It matters: your team is in Cyprus, and they should not have to route every small question through you.
You do, entirely. We are the employer on paper and carry the obligations that come with that, but the work, the priorities, the reviews and the day to day management stay with you. The distinction matters legally, and it is one of the first things we walk through so there is no confusion later about who decides what.
Usually when the team grows past a handful of people, or when you want a Cyprus presence for reasons beyond employment, such as invoicing locally or holding assets here. Past that point your own entity is generally cheaper and gives you more control. We would rather flag that moment than keep billing you for a service you have outgrown.
Often, but it depends on their nationality and their right to work here. EU citizens are straightforward. Non-EU candidates need a permit, and which route applies changes the timeline considerably. Tell us who you want to hire and where they are today, and we will tell you what is realistic before you make an offer.
We handle the termination the way Cyprus law requires: notice period, final payroll, outstanding leave, deregistration with the authorities and the documents the employee is entitled to receive. Endings carry more legal risk than beginnings, which is a large part of why the employer of record model exists.
A contractor invoices you and carries their own obligations. That is simpler until the working relationship starts to look like employment, at which point misclassification becomes your problem and can be assessed retroactively. If someone works set hours for you, on your systems, under your direction, employment is usually the honest description, and an EOR is how you do that without an entity.
The practical reasons come up more often than the tax ones. Business here runs in English, which removes the translation layer from contracts, banking and day to day management. It is inside the EU, so an EU candidate can start without a permit. The time zone works for teams spread between Europe and the Middle East. And salaries sit below Western European levels while the professional talent pool, particularly in finance, shipping and technology, is deeper than the size of the island suggests.
Very little at first: who you want to hire, what the role involves, the salary you have in mind and when you want them to start. From that we can tell you the total employer cost, the realistic start date and whether an EOR or your own entity fits your case better. The paperwork only begins once you have decided.
Ready to Hire in Cyprus?
Book a consultation and start building your Cyprus team.