A/HRC/26/14 98. An Independent Committee appointed by the Council of Ministers had undertaken a fundamental review of the Prisons Law and regulations, particularly the disciplinary system, in line with international human rights instruments and norms and with the case law of the European Court of Human Rights. The project would be completed by the end of 2014. 99. An expert had been methodically reviewing all previously announced or unannounced policy and practice that had not been legislated for, with a view to issuing legislative provisions or protocols as appropriate. 100. The right of foreign workers to equal terms and conditions of employment as those enjoyed by Cypriot citizens was safeguarded through written contracts signed by the employer and the employee. Terms and conditions of employment were in accordance with the relevant collective agreements concluded by employers’ and workers’ organizations. Equal and fair treatment was further strengthened through the 2012 Private Employment Agency Law which regulated the establishment and operation of private employment agencies. In 2013, the Department of Labour Relations had examined 23 labour complaints and forwarded them to the police for further examination and prosecution of the persons responsible. 101. In order to protect the rights of all workers employed in Cyprus, regardless of whether they were Cypriot citizens, EU nationals or non-EU nationals, a complaints mechanism was in operation at each District Labour Relations Οffice. In 2012, the complaints mechanism had been successful in providing relevant advice leading to mutually agreed satisfactory solutions and ongoing employment relationships between 30 workers and their employers. From January to September 2013, 19 such complaints had been resolved, resulting in the preservation of the employment relationship. 102. Cyprus continuously strengthened its efforts to improve the working conditions of all non-EU national workers, which were clearly established in employment contracts. The terms of employment of non-EU national workers in all economic activities were the same as those provided in collective agreements, which safeguarded equal treatment among all workers in Cyprus. 103. All work permit applications submitted by employers were examined by a tripartite committee consisting of representatives of the Department of Labour Relations and workers’ and employers’ organizations. The committee inspectors conducted random inspections at workplaces. 104. Cyprus continuously enhanced its efforts to improve the working conditions of domestic workers, as established in the contracts of employment, which were signed by both parties. 105. The ILO Domestic Workers Convention, 2011 (No. 189) addressed areas which were largely covered by EU law in the areas of social policy, anti-discrimination, judicial cooperation in criminal matters, asylum and immigration. Cyprus considered that the provisions of the Convention were largely met by national law and practice in that field. In view of the current financial situation in Cyprus, standards that had not already been met could not be fulfilled at that time. Therefore, Cyprus could not yet commit to ratifying that Convention. 106. Cyprus had adopted and was implementing a strategy to combat domestic violence through the pioneering Violence in the Family Laws. The Manual of Interdepartmental Cooperation on Domestic Violence provided a framework on collaboration between professionals and focused on interdepartmental cooperation. 107. Turkish Cypriot students could attend any public or a private school of their choice in the Government-controlled areas; their fees for private schools were fully subsidized by 14