More than 600 Cypriot nationals living abroad have filed applications to return and work in Cyprus under a government talent-repatriation scheme, MPs heard during a House Finance Committee session on 19 January. The programme offers tax breaks and other benefits aimed at reversing brain drain and plugging skills shortages in tech, finance and professional services. (kiprinform.com)
Under the existing Income-Tax Law, individuals who worked abroad for at least three consecutive years enjoy a 20 percent exemption on employment income (capped at €8,550) for seven tax years after relocating. A draft bill now before Parliament would raise the exemption to 25 percent, with an annual ceiling of €25,000, and broaden eligibility to Cypriots who spent seven years abroad (or three years if they hold recognised academic qualifications). (kiprinform.com)
For Cypriots abroad weighing a move back home—or international employers looking to bring talent into the country—VisaHQ can help cut through the red tape. The company’s Cyprus platform (https://www.visahq.com/cyprus/) offers step-by-step guidance on visa requirements, residence permits and document legalisation, ensuring that both assignees and HR teams handle immigration paperwork accurately and on time.
![Government Repatriation Incentives Attract 600+ Cypriot Expatriates to Return Home]()
The Finance Ministry hailed the early interest as evidence that the scheme can lure high-value professionals back to the island. Employers agree: the Cyprus Employers & Industrialists Federation says member companies are struggling to fill some 4,500 specialist roles, ranging from software engineering to fund administration.
From a mobility-policy perspective, the incentives align Cyprus with other EU jurisdictions—such as Portugal’s ‘Non-Habitual Resident’ and Italy’s ‘Impatriate Workers’ regimes—that use targeted tax relief to draw talent. Companies planning intra-EU transfers should weigh Cyprus’s relatively low cost of living and English-speaking environment against the limited availability of international schooling and rising housing rents in Nicosia and Limassol.
MPs aim to vote on the amended bill before the spring recess so that the improved benefits apply to arrivals from 1 April 2026 onward. If adopted, HR teams should incorporate the new thresholds into assignment cost-projections and update shadow-payroll configurations accordingly. (kiprinform.com)
Under the existing Income-Tax Law, individuals who worked abroad for at least three consecutive years enjoy a 20 percent exemption on employment income (capped at €8,550) for seven tax years after relocating. A draft bill now before Parliament would raise the exemption to 25 percent, with an annual ceiling of €25,000, and broaden eligibility to Cypriots who spent seven years abroad (or three years if they hold recognised academic qualifications). (kiprinform.com)
For Cypriots abroad weighing a move back home—or international employers looking to bring talent into the country—VisaHQ can help cut through the red tape. The company’s Cyprus platform (https://www.visahq.com/cyprus/) offers step-by-step guidance on visa requirements, residence permits and document legalisation, ensuring that both assignees and HR teams handle immigration paperwork accurately and on time.
The Finance Ministry hailed the early interest as evidence that the scheme can lure high-value professionals back to the island. Employers agree: the Cyprus Employers & Industrialists Federation says member companies are struggling to fill some 4,500 specialist roles, ranging from software engineering to fund administration.
From a mobility-policy perspective, the incentives align Cyprus with other EU jurisdictions—such as Portugal’s ‘Non-Habitual Resident’ and Italy’s ‘Impatriate Workers’ regimes—that use targeted tax relief to draw talent. Companies planning intra-EU transfers should weigh Cyprus’s relatively low cost of living and English-speaking environment against the limited availability of international schooling and rising housing rents in Nicosia and Limassol.
MPs aim to vote on the amended bill before the spring recess so that the improved benefits apply to arrivals from 1 April 2026 onward. If adopted, HR teams should incorporate the new thresholds into assignment cost-projections and update shadow-payroll configurations accordingly. (kiprinform.com)
