Parental leave in Cyprus is a right for both parents. In practice, however, the data show that it continues to be used mainly by mothers. The response of the Ministry of Labour to the House, following a question by MP Giorgos Koukoumas, opens a window onto a reality that many families already know: that childcare remains, to a large extent, a female responsibility. The figures show that access to parental rights is not determined only by their legislative recognition. It is also shaped by awareness, insurance conditions, bureaucracy, workplace culture and, ultimately, by who is considered 'naturally' responsible for care.
From December 2022 to December 2025, a total of 33,133 parental leave benefit cases were recorded. Of these, 26,299 concerned women and just 6,834 men. In other words, around eight in ten cases involve mothers.
Also in the public sector
The picture does not change significantly when the data are broken down by employment sector. In the private sector, which according to the ministry also includes employees in the semi‑public sector, 23,473 parental leave benefit cases were recorded. Of these, 18,360 concerned women and 5,113 men.
In the public sector, meaning public administration, defence and compulsory social insurance, 9,660 cases were recorded, of which 7,939 concerned women and 1,721 men. The data show that the issue is not limited to the private sector nor can it be attributed solely to employer pressure. The gap between mothers and fathers is evident even in the public sector, where working conditions are theoretically more stable and rights easier to exercise. This points to something deeper: social expectations around the roles of mothers and fathers. For many mothers, time off work for caregiving is almost self‑evident. For many fathers, it is still treated as an exception. Thus, a right that institutionally belongs to both parents in practice ends up being used mainly by women.
Outside the benefit
The ministry’s response does not focus only on parental leave. It also includes data on maternity and paternity benefits, as well as rejected applications. From 2021 to 2025, maternity benefit applications remained relatively stable: 7,503 in 2021, 7,653 in 2022, 8,016 in 2023, 7,835 in 2024 and 7,306 in 2025.
During the same period, however, a total of 5,478 maternity benefit applications were rejected. The main reasons for rejection were “other provision,” with 2,406 cases, and insufficient insurance contributions, with 2,011 cases. The second factor is particularly significant, as it suggests that workers with weaker insurance records, fragmented employment or lower earnings may struggle to access the protection offered by the benefit.
Returning to work earlier
Another element that sheds light on the picture concerns mothers who received maternity benefit for fewer weeks than the total period provided by legislation. According to ministry data, 6,151 such cases were recorded between 2021 and 2025. Specifically, there were 1,323 in 2021, 878 in 2022, 1,313 in 2023, 1,291 in 2024 and 1,346 in 2025. This suggests that a significant number of mothers do not make full use of the leave period provided by law. Behind these cases may lie different realities, ranging from personal choice to the need to return to work or financial and employment pressures.
Fewer fathers
Paternity benefit applications are significantly fewer than those for maternity benefit. There were 3,945 applications in 2021, 3,837 in 2022, 3,984 in 2023, 3,703 in 2024 and 3,790 in 2025. During the same period, a total of 4,321 applications were rejected. The most common reason for rejection was receipt of full pay during the paternity leave period, with 1,668 cases, followed by failure to submit or provide the necessary documents, with 1,033 cases.
The parliamentary question was submitted in January 2024 and answered in May 2026, with the ministry noting that it had “not been answered due to oversight”. The delay has its own significance, as these figures are not simply numbers in tables. They are a way of assessing whether parental rights function in practice or remain, for many, rights on paper.
