Overview
As of 25 June 2026, employers and operators of certain public venues in Cyprus have new legal obligations in relation to breastfeeding mothers, including the obligation to create or provide a breastfeeding room.
The Promotion and Protection of Breastfeeding (Amendment) Law of 2025 (the “Amendment Law”) has amended the Promotion and Protection of Breastfeeding Law of 2018 (Law 21(I)/2018). Supplementary regulations — Regulations 198/2025 — setting out the minimum specifications for breastfeeding rooms in Cyprus workplaces and public places will take effect from 4 July 2026.
The amendments reflect Cyprus’s continuing commitment to protecting the rights of breastfeeding mothers, both in the workplace and in public spaces. Employers and HR teams should act promptly to assess their compliance position under this new framework.
New Obligations for Employers Under the Cyprus Breastfeeding Law
- Duty to Provide a Breastfeeding Room at the Workplace
Employers operating a workplace in Cyprus with a floor area exceeding 50 square metres must either:
- Create a permanent breastfeeding room, dedicated exclusively to breastfeeding and/or to the expression and storage of breast milk; or
- Designate a space for use as a temporary breastfeeding room.
Where an employer opts for a temporary room, it must be made available to the breastfeeding employee immediately upon her commencement of employment and/or upon her return to work following maternity leave, and must remain available for as long as she continues to breastfeed.
- Duty to Inform Employees
In addition to providing the room itself, employers must keep all staff informed of the location of the breastfeeding room within the workplace, as well as the procedure for accessing and using it. This information must be communicated to female employees immediately upon commencement of employment, and upon return to work following maternity leave.
- Right of the Breastfeeding Employee to Choose
The Amendment Law makes clear that the existence of a designated breastfeeding room does not override or limit a breastfeeding woman’s right to choose where she breastfeeds her child. The availability of a room is an obligation on the employer — it is not a restriction on the employee. This provision reinforces existing protections for breastfeeding mothers in Cyprus and aligns with the broader policy objectives of the Breastfeeding Law.
Obligations for Operators of Public Places
The Amendment Law also introduces a mandatory obligation to create breastfeeding rooms in the following public places in Cyprus:
- Airports and ports
- Shopping malls
- Institutions of higher education
- Libraries
- Museums
- Hotels
- Hospitals
- Cinemas and theatres
- Sports venues where matches or events are held, including indoor and outdoor stadiums, sports centres and sports pools
- Public and broader public sector buildings serving the general public
- Banquet halls
Minimum Room Specifications: Regulations 198/2025
Regulations 198/2025 set out the minimum specifications and requirements that breastfeeding rooms in Cyprus — whether in workplaces or public places — must satisfy. The Regulations enter into force on 4 July 2026, and employers and public venue operators should review them carefully to ensure that any room they designate or create meets the prescribed standards.
Penalties for Non-Compliance with the Cyprus Breastfeeding Law
Any person who violates the provisions of Law 21(I)/2018 (as amended) or the regulations issued thereunder is guilty of a criminal offence and, upon conviction, is liable to:
- A fine of up to €7,000 for a first conviction; and
- A fine of up to €8,000 for any second or subsequent conviction.
Practical Compliance Checklist for Employers and HR Teams
To comply with the new Cyprus breastfeeding law, employers should take the following steps now:
- Assess whether their workplace exceeds 50 square metres and therefore falls within the scope of the Amendment Law.
- Determine whether to create a permanent or temporary breastfeeding room, ensuring it meets the minimum specifications under Regulations 198/2025.
- Prepare and communicate clear internal guidance on the location of the room and the procedure for its use.
- Update onboarding materials and return-to-work processes to ensure the required information is provided to female employees at the relevant points.
- Review any existing breastfeeding or maternity policies to ensure they are consistent with the new legal framework.
Frequently Asked Questions
Does the breastfeeding room obligation apply to all employers in Cyprus? The obligation applies to employers whose workplace has a floor area exceeding 50 square metres. Employers with workplaces at or below this area threshold are not required to provide a breastfeeding room, though the broader protections of the Breastfeeding Law still apply.
Can an employer require a breastfeeding employee to use the designated room? No. The Amendment Law expressly preserves the employee’s right to choose where she breastfeeds her child. Providing the room is a legal obligation on the employer; using it is a choice for the employee.
When do Regulations 198/2025 come into force? Regulations 198/2025, which set out the minimum specifications for breastfeeding rooms, enter into force on 4 July 2026 — ten days after the Amendment Law itself.
What are the penalties for non-compliance? Violations are a criminal offence. Upon conviction, the responsible person faces a fine of up to €7,000 for a first offence and up to €8,000 for any subsequent offence.
Does the law apply to operators of public venues, not just employers? Yes. The Amendment Law extends the obligation to create breastfeeding rooms to a defined list of public places, including airports, hotels, hospitals, shopping malls, and sports venues, among others.
Our Firm is available to provide detailed information and advice to employers and operators of public venues on the implementation of the required compliance measures.
The information contained in this article is provided for informational purposes only and should not be relied upon or construed as legal advice on any matter. The information provided is valid as at the time of publishing and may not reflect the most current legal developments. Should you require legal advice, please contact us directly.
