De la série L'avocat maltais en droit du travail explique – Article 11
De la prévention à la protection : un guide sur la santé et la sécurité au travail
Introduction
Un lieu de travail sûr et sain n'est pas un privilège – c'est un droit fondamental de chaque employé. Le droit du travail reconnaît qu'une partie de la relation d'emploi est l'obligation de l'employeur de fournir des conditions de travail qui ne mettent pas en danger la santé et la sécurité de son personnel. Lorsque ces obligations sont ignorées ou violées, et qu'un employé en subit un préjudice ou une blessure, des conséquences juridiques peuvent s'ensuivre.
À Malte, la loi prend au sérieux la santé et la sécurité au travail (SST), tenant les employeurs responsables du bien-être physique et psychologique de leur personnel. En vertu de la loi sur la santé et la sécurité au travail (chapitre 646 des lois de Malte), qui met en œuvre la directive-cadre de l'UE (89/391/CEE), les employeurs ont une obligation générale de diligence pour garantir la SST en assurant des environnements de travail sûrs, en dispensant une formation adéquate et en fournissant des informations claires sur les risques et les protections. Ce blog explore les responsabilités incombant aux employeurs, les droits des employés et le cadre juridique qui régit la santé et la sécurité au travail à Malte.
Chapitre 646 des Lois de Malte
En 2024, Malte a introduit le chapitre 646 des lois de Malte, la loi sur la santé et la sécurité au travail, qui représente une avancée majeure dans le renforcement de la santé et de la sécurité au travail (SST) dans tous les secteurs.
La loi introduit un certain nombre d'améliorations par rapport au cadre précédent, notamment :
- Restructuration de l'OSHS (Organisme de santé et de sécurité au travail) – clarifier les rôles et les responsabilités au sein de l’Autorité et renforcer la gouvernance.
- Pénalités plus sévères – réformer le système de sanctions pour accroître leur effet dissuasif, tout en assurant une plus grande efficacité de leur application.
- Des fonctions plus claires – élargir les responsabilités des employeurs et des travailleurs dans la protection de la sécurité au travail.
- Nouveau Tribunal de la santé et de la sécurité – avec une procédure de règlement des différends accélérée spéciale.
- Agent de déclaration de santé et de sécurité (ADSS) – introduire ce rôle dans certains secteurs pour assurer la conformité et la reporting.
- Instruments administratifs – donnant à la CSST le pouvoir d'agir rapidement au moyen de mesures réglementaires urgentes ayant force de loi.
- Transparence – autorisant la publication des sanctions administratives et des décisions de justice relatives aux exploitants.
Au cœur de cette réforme se trouve l'Autorité pour la santé et la sécurité au travail (OHSA), établie en vertu de l'article 4 de la loi. L'OHSA est chargée de promouvoir et de sauvegarder le bien-être physique, psychologique et social des travailleurs dans tous les lieux de travail.
En plus de la Loi sur la santé et la sécurité au travail (LSST), la Loi confère aux agents de santé et de sécurité au travail des pouvoirs étendus. Leur rôle est d'assurer la mise en œuvre générale des règlements en matière de SST, et leurs pouvoirs comprennent :
- Entrer librement dans les lieux de travail, à tout moment du jour ou de la nuit, sans préavis ;
- Interroger les employeurs, les employés ou les représentants sur des questions de sécurité ;
- Inspection et examen des lieux de travail, prélèvement d'échantillons si nécessaire ;
- Revue de la documentation relative à la santé et la sécurité ;
- Exiger que certaines zones ou certains objets du lieu de travail restent intacts pour examen ;
- Exiger des employeurs (à leurs propres frais) qu'ils fournissent des certificats de professionnels qualifiés tels que des architectes, des ingénieurs ou des médecins.
Ces mesures visent à donner aux agents les outils dont ils ont besoin pour agir rapidement et efficacement dans la protection des travailleurs.
Les obligations des employeurs en vertu du chapitre 646
L'une des pierres angulaires du chapitre 646 est l'accent mis clairement sur le devoir de diligence de l'employeur. Les employeurs sont légalement responsables d'assurer la santé, la sécurité et le bien-être général de leurs employés, ainsi que de toute autre personne susceptible d'être affectée par leurs activités. Ce devoir s'applique universellement, que les employés soient à temps plein, à temps partiel, temporaires, ou même des contractuels indépendants.
The law requires employers to take all necessary measures to prevent workplace accidents, injuries, and ill-health, following the general principles of prevention. In practice, this means employers must:
- Prevent risks before they happen by identifying workplace hazards, evaluating risks, and controlling them at the source;
- Replace danger with safety by substituting dangerous substances or processes with safer alternatives wherever possible;
- Provide training and information so that all employees understand health and safety risks and how to protect themselves;
- Maintain safe working conditions, including fire alarms, extinguishers, first aid kits, and clear emergency exits;
- Conduct regular risk assessments and act on them to reduce risks as much as reasonably practicable;
- Have clear policies and procedures for handling accidents or emergencies.
Beyond these essentials, the Act strengthens employer obligations with additional requirements, such as:
- Developing and reviewing a written OHS Policy that sets out the main safety measures, ensuring it is shared with employees and their representatives;
- Consulting with workers and their Health and Safety Representatives on matters that affect their health and safety;
- Communicating safety information to contractors, self-employed individuals, and any outside workers about hazards and preventive measures on site;
- Providing safe systems of work, including proper emergency preparedness, safe equipment, protective gear, OHS signage, and adequate welfare facilities;
- Monitoring and reviewing safety measures regularly to ensure they remain effective;
- Ensuring that workers bear no financial cost for the implementation of health and safety measures.
In addition, employers are legally required to ensure that, in any workplace with multiple employees, workers elect or designate a Health and Safety Representative (HSR). The HSR acts as the voice of the workers on health and safety issues. This ensures that health and safety is not a one-sided duty imposed from the top down but a collaborative process between employers and employees.
The Duties of Employees
While employers carry the primary responsibility for health and safety at work, employees are not passive bystanders. The law makes it clear that workers also have important duties to help create and maintain a safe working environment.
Accordingly, employees are expected to:
- Follow safety protocols and use protective gear provided by the employer;
- Use tools, machinery, and substances correctly and responsibly;
- Report unsafe conditions or incidents immediately to the employer or the designated health and safety officer;
- Be alert to hazard signs and act accordingly to minimise risks.
The law also empowers employees to raise concerns about dangerous situations without fear of retaliation.
What Happens After a Workplace Injury?
Despite the best efforts of employers and employees, accidents can and do happen. When they do, Maltese law provides employees with clear rights and remedies.
If you are injured at work:
- Inform your employer right away – reporting ensures that the incident is officially recorded;
- Seek medical attention without delay;
- Claim your entitlements – workers are entitled to compensation for injuries sustained at the workplace under Maltese law, usually covered by the employer’s insurance policy.
In addition, employers are legally obliged, in terms of S.L. 646.03 (Workplaces (Health, Safety and Welfare) Regulations), to notify the OHSA of any serious accidents.
Legal Remedies and Compensation
Employees who are harmed due to unsafe conditions or breaches of health and safety regulations may also pursue legal action against their employer. To handle such disputes, Chapter 646 sets up a specialised Health and Safety Tribunal. This Tribunal can:
- Hear appeals from decisions, orders, or administrative instruments issued by the OHSA;
- Decide on breaches of an administrative nature, where administrative penalties may be imposed;
- Provide workers with an avenue to challenge infringements without immediately resorting to the criminal courts.
Appeals from Tribunal decisions can be made to the Court of Appeal, but only on points of law, and must be filed within 20 days of the decision.
Administrative Penalties and Offences
Not every breach of OHS law is a criminal offence. Some failures – like not appointing a health and safety representative, not keeping required documentation, failure to make the necessary filings or not conducting proper risk assessments – are dealt with as administrative penalties.
Generally speaking, administrative fines can be up to €20,000 per breach. Before imposing a penalty, the OHSA may issue a written notice giving the employer a chance to remedy the breach within a set timeframe. If no written notice was issued or otherwise this was issued and ignored, the notified person has 20 days either to appeal from such sanction before the Tribunal or otherwise admit the administrative penalty. If no appeal is filed within the timeframe, the penalty becomes final and enforceable.
On the other hand, serious breaches, especially those involving an immediate and serious risk to workers’ safety or resulting in fatalities or serious injuries, may lead to criminal proceedings, in the Criminal Courts.
- For first-time offenders: fines range from €1,000 to €50,000, or imprisonment of up to two years, or both.
- For repeat offenders: fines increase to between €2,000 and €50,000, and imprisonment can range from one to four years, or both.
The Compromise Procedure
Chapter 646 of the Laws of Malta also introduces a compromise procedure for certain offences (excluding fatal accidents or administrative breaches). The OHSA may offer the offender the chance to:
- Remedy the issue within 60 days, and
- Pay a compromise fine.
If complied with, no further legal action is taken. If not, the case may proceed to criminal court -even if the fine was paid.
The Injury Benefit
In Malta, employees and self-employed individuals are also protected through social security benefits if they suffer an injury or illness related to work. These benefits apply from the very first day of employment and are not dependent on the number of insurance contributions made. Even if the accident occurs abroad, it is the country where the person is insured that is responsible for providing the benefits.
One may qualify for the Injury Benefit if:
- One is registered under the Social Security Act, having social security contributions being paid for;
- One has suffered an injury at work that prevents him/her from working for more than three consecutive calendar days, or
- One has developed a disease or medical condition related to his/her workplace.
To claim, employees must present:
- An Employer’s Declaration (or in the case of self-employed individuals, a declaration also signed by a police officer);
- A Report of Injury completed by a medical doctor (for accidents);
- A medical report prepared by a doctor (for occupational diseases);
Whilst the day of the injury and the first three consecutive working days of absence are covered by the employer, from the fourth day onward, the Injury Benefit is paid weekly through the Social Security system. However, payments only begin after examination by a Medical Board unless the person returns to work within 10 days of the injury.
If the employee is still unfit for work one year after the injury, he/she must submit weekly medical certificates to continue receiving support – at that stage, payments are converted into Sickness Benefit. Similarly, if the injury causes a permanent disability, after 12 months of Injury Benefit one may apply for:
- A one-time Injury Grant,
- An Injury Pension, or
- An InvalidityPension, depending on the severity of the disability assessed by the Medical Board.
Conclusion
Prioritizing health and safety at work is not just a legal obligation – it is a shared responsibility that benefits both employees and employers. For workers, understanding your rights and duties ensures that you can protect yourself and those around you from potential harm. For employers, fostering a culture of safety reduces workplace accidents, minimizes absenteeism, and improves overall productivity.
By staying informed about Maltese health and safety laws, including your entitlements under Chapter 646 and the Social Security Injury Benefit, you can contribute to a safer, healthier, and more efficient working environment for all.
Cet article est fourni à titre informatif uniquement et ne doit pas être interprété comme un avis juridique. Les informations fournies reflètent le droit tel qu'il était au moment de la publication du blog. Pour la version la plus à jour ou des conseils adaptés à votre situation particulière, il est fortement recommandé de consulter un avocat.
Article et recherche réalisés par Mme Caitlin Turner, LL.B. (Hons) (Melit.), actuellement étudiant un Master en plaidoyer à l'Université de Malte.
Sciberras Advocates, fondé par Dr Adrian Sciberras, est un cabinet d'avocats basé à Malte. Le cabinet s'enorgueillit d'être multidisciplinaire, innovant et flexible afin de répondre aux évolutions et aux défis du paysage juridique local et international. Quelle que soit la complexité des demandes privées ou d'entreprise, Sciberras Advocates propose des solutions juridiques pratiques et rentables pour atteindre les résultats souhaités. Vous pouvez contacter Sciberras Advocates par téléphone au +35627795222ou par courriel sur [email protected].
