Prepared for your firm
This deck walks the labour portal in the order you meet it — the case list, opening a matter, and each of the ten sections of an employment file. Eleven case types, each with its own limitation period, and a compensation calculator built on N. 24/1967.
Product demonstration · sample matter · no client data
Every screen that follows is the product · → to advance · N shows or hides the notes
§01 · The home screen
A sidebar that stays, and a working area beside it.
An unfair dismissal, a wages claim and a workplace injury are not the same file — they do not even have the same limitation period. The portal groups matters by type, and every row carries the clock its type runs on.
WhereSign in → Labour portal
Product demonstration · sample matter · no client data
Unfair Dismissal · 2
Wages / Overtime · 1
Workplace Injury · 1
Redundancy · 1
§02 · Opening a matter
Each with the law it runs under.
The type is chosen first, because it decides everything after it: the statutory basis quoted to the advisor, the compensation formula, and the limitation period that becomes the Tribunal filing deadline on the matter.
WhereSidebar → + → New Labour Case
Product demonstration · sample matter · no client data
Termination without lawful cause under N. 24/1967
Limitation12 months from the event
Redundancy Fund claim under N. 24/1967 s. 16
Limitation12 months from the event
Unpaid wages, overtime, 13th-salary claims
Limitation24 months from the event
Workplace discrimination under N. 58(I)/2004 + N. 205(I)/2002
Limitation12 months from the event
Retaliation for asserting a protected right — N. 205(I)/2002 Art. 12
Limitation12 months from the event
Workmen’s compensation + health & safety claims
Limitation36 months from the event
Maternity protection + parental-leave disputes
Limitation12 months from the event
Cyprus TUPE-equivalent: employee rights on business transfer
Limitation12 months from the event
Group-dismissal notification to Director of Labour Relations
Limitation12 months from the event
Employee resignation forced by employer’s breach
Limitation12 months from the event
Other employment-law matter
Limitation12 months from the event
Termination without lawful cause under N. 24/1967
Redundancy Fund claim under N. 24/1967 s. 16
Unpaid wages, overtime, 13th-salary claims
Workplace discrimination under N. 58(I)/2004 + N. 205(I)/2002
Retaliation for asserting a protected right — N. 205(I)/2002 Art. 12
Workmen’s compensation + health & safety claims
Maternity protection + parental-leave disputes
Cyprus TUPE-equivalent: employee rights on business transfer
Group-dismissal notification to Director of Labour Relations
Employee resignation forced by employer’s breach
Other employment-law matter
§03 · The file
Ten sections, five stages, in the order the work happens.
The portal’s stages run intake, grievance & conciliation, tribunal, decision & appeal and recovery. An employment matter does not end at the award — it ends when the money is recovered, and the portal carries that as a stage.
WhereOpen any matter → the header and tab strip
Product demonstration · sample matter · no client data
Industrial Disputes Tribunal · Statutory Basis: N. 24/1967, ss. 3-5, Schedule 4
Where the matter has got to — the stage stepper
Grievance & Conciliation — internal grievance and Ministry conciliation before the Tribunal.
The work itself — ten sections, in case order
§04 · Intake — Ανάθεση
Record, upload or type. Review before anything runs.
Labour intake uses the same room as every other portal: record the meeting, upload the audio, or type your notes — and the transcript is yours to correct before any analysis is run on it.
WhereCase → Intake
Product demonstration · sample matter · no client data
Recording or uploading requires the client’s consent first (GDPR, Law 125(I)/2018). Typed notes do not.
Suggested documents:
A dismissal asks for the contract and the termination letter. An injury asks for the medical evidence and the accident report instead.
It does not just describe the claim — it says which limitation period the type carries and when it started running.
Read (or show) the following statement to the client before any recording or audio processing.
§05 · Overview — Επισκόπηση
The Tribunal clock, the claim, and the basis.
Overview answers the questions asked about an employment matter more than any others: how long is left, how much is claimed, and which tribunal hears it. The deadline is computed from the event date and the type’s own limitation period.
WhereCase → Overview
Product demonstration · sample matter · no client data
in 41 days
12 months from the event — 14 March 2027
€8,841.07
From the compensation calculator
Industrial Disputes Tribunal at first instance, appeal to the New Supreme Court. The hint travels with the case type, so the answer is on the file rather than in a partner’s memory.
Where the period has already run, the card says Deadline passed rather than showing a negative number. A file that is out of time should look out of time.
§06 · Employment & The Event
Two sections, and the calculator reads both.
Employment holds the contract facts — start date, wage, position. The Event holds what happened and when. The product says it plainly on the screen: “Fields here feed the Compensation Calculator”, and the event date is what the limitation clock runs from.
WhereCase → Employment / The Event
Product demonstration · sample matter · no client data
Fields here feed the Compensation Calculator.
What actually happened according to the client.
Live — type in any fieldStart date and wage drive the calculator. The event date drives the limitation clock, the timeline entry and the Tribunal deadline on the header. Nothing is typed twice.
The Event section is deliberately the client’s version. Where the documents say something different, that difference is the case — and it should be visible, not smoothed over at intake.
§07 · Compensation — Αποζημίωση
Section 9 notice, Schedule 4 severance, 24-month cap.
This is the section a labour practice runs on. Service length and monthly wage in; statutory notice under Section 9 and compensation under Schedule 4 out, tier by tier, with the 24-month cap applied and shown.
WhereCase → Compensation
Product demonstration · sample matter · no client data
Enter the three fields above to see the breakdown.
€3,323.08
8 weeks × €415.38 / week
€5,517.99
13.3 weeks × €415.38 / week
The 24-month cap (€43,200 here) is checked on every calculation and a warning badge appears only when it bites — this claim is under it.
“Weekly wage is monthly × 12 / 52. Notice follows the Section 9 scale of N. 24/1967. Severance tiers per Schedule 4: 2 wks/yr (years 1-4), 2.5 wks (5-10), 3 wks (11-15), 3.5 wks (16-20), 4 wks (21+), capped at 24 months’ wages.”
The product’s own note is that the figure is the lawyer’s starting point — the actual award can vary with age, severity and mitigation. The calculator shows the breakdown; the lawyer sets the claim.
§08 · Pre-Tribunal — Grievance & Conciliation
The grievance, the response, the outcome.
The portal drafts the internal grievance letter for the employee side, or the grievance response for the employer side, and records the conciliation outcome. Which one you get depends on the side you are acting for — and the portal asks.
WhereCase → Pre-Tribunal
Product demonstration · sample matter · no client data
Which side are you acting for?
Claimant side — pursuing the claim against the employer.
The complaints and the remedy sought, citing N. 24/1967 where apt.
Respondent side — defending the claim and managing exposure.
Internal grievance
On behalf of Α. Α. · Sample Retail Ltd · 20 March 2026
1. I was employed as a shop supervisor from 1 February 2020 at a monthly wage of €1,800.
2. On 14 March 2026 I was told my role was redundant. I received no prior warning, no consultation and no payment in lieu of notice.
3. Two supervisors were engaged in the same month, which is inconsistent with the reason given.
Remedy sought
Compensation under the Termination of Employment Law N. 24/1967, and payment in lieu of the statutory notice period under Section 9.
Conciliation outcome
The same matter type is a different job depending on whether you act for the employee or the employer, and the portal writes a different document for each. Very little software makes that distinction.
Pending, ongoing, resolved, partially resolved, rejected, settled, not referred. “Partially resolved” is the one that matters at costs.
§09 · Tribunal — Δικαστήριο
The claim, its basis, and the deadline it must beat.
When conciliation fails, the Tribunal section carries the filing: the parties, the claim figure from the calculator, and the statutory base of the claim — assembled from what the file already holds rather than re-keyed.
WhereCase → Tribunal
Product demonstration · sample matter · no client data
Compensation Breakdown (from Calculator) — notice €3,323.08 · severance €5,517.99.
Statutory base of the claim (N. 24/1967)
1. The Applicant was continuously employed from 1 February 2020 to 14 March 2026, a period of six years and one month.
2. The termination was without lawful cause within ss. 3–5 of N. 24/1967: no warning, no consultation, and replacement engagements in the same month.
3. Compensation is claimed under Schedule 4, and payment in lieu of notice under Section 9.
4. The claim is brought within the 12-month period from the event date.
An employment claim stands or falls on being put under the right sections. The portal has carried ss. 3-5, Schedule 4 since the type was chosen at intake — the filing just states it.
The Industrial Disputes Tribunal hears it first; an appeal lies to the New Supreme Court. The route is on the file from day one.
§10 · Documents — Έγγραφα
Contracts, payslips, medical evidence.
Upload is shared across the firm, but the categories are not: a labour file sorts under contracts, financial documents, communications, medical evaluations and official reports. Pleadings and registry records belong to other portals, so they are not offered here.
WhereCase → Documents
Product demonstration · sample matter · no client data
Because a workplace injury is a labour matter. The category set is chosen per portal, so a dismissal file is not asked about pleadings and an injury file is not missing the medical evaluation.
Start date and wage are the two facts the compensation turns on, and both are provable from a document on the file rather than from the client’s memory.
§11 · Timeline — Χρονολόγιο
Two cards: the deadlines, and the chronology.
Every date the portal puts on an employment matter arrives with the rule it comes from and a badge saying whether it is statutory or indicative.
WhereCase → Timeline
Product demonstration · sample matter · no client data
Where a matter has none, the card reads “No deadlines yet”.
Dates you entered, plus events read out of the documents — merged, and de-duplicated where they describe the same thing.
§12 · Advisor — Σύμβουλος
N. 24/1967 and the rest, cited.
The labour advisor is scoped to the matter it is opened in and answers in the currency of employment practice: which law, which scale, how long is left. The statutory basis carried by the case type is quoted into its prompt, so the answer is framed on the right law.
WhereCase → Advisor
Product demonstration · sample matter · no client data
Questions a labour practitioner actually asks
Not “he may be entitled to notice” but Section 9, eight weeks, €3,323. That is the difference between a chatbot and something an employment lawyer uses.
Dismissal or redundancy decides whether the employer pays or the Redundancy Fund does. The advisor frames it that way because that is how the client hears it.
Next step
Take a matter you have already advised on, put the start date, the wage and the termination date in, and compare the calculator’s breakdown with the figure you reached. Ten minutes, and it is the honest test of whether this belongs in your practice.
JurisAI · thejurisai.com · Greek and English