De la série L'avocat maltais en droit du travail explique – Article 12

Égalité des chances ? Réalités de l'emploi pour les ressortissants de pays tiers à Malte

Introduction

En raison de sa situation géographique unique au carrefour de l'Europe, de l'Afrique du Nord et du Moyen-Orient, Malte est depuis longtemps considérée comme un centre de migration. Sa position stratégique en Méditerranée, associée à son adhésion à l'Union européenne, fait du pays un point d'entrée attrayant pour les personnes à la recherche de nouvelles opportunités.

Ces dernières années, le marché du travail maltais a connu une forte augmentation du nombre de travailleurs non maltais, qui sont devenus le principal contributeur à la croissance de la population active du pays. Les employés non maltais ont également joué un rôle important dans la performance économique globale, occupant des postes dans presque tous les secteurs.

Cependant, malgré ces contributions, la communauté maltaise a toujours été considérée comme relativement homogène et réticente à l'intégration étrangère, en particulier en ce qui concerne les ressortissants de pays tiers (RPT) — les migrants originaires de pays hors de l'UE, de l'EEE et de la Suisse. Alors que les citoyens de l'UE bénéficient souvent de droits de libre circulation et d'un accès plus facile au marché du travail maltais, les RPT ont tendance à être soumis à un contrôle plus strict, à des obstacles administratifs et à des barrières sociales dans leur recherche d'emploi.

Cette tension entre le statut de Malte en tant que plaque tournante de la migration et les difficultés rencontrées par les TCN pour trouver un emploi soulève d'importantes questions. Dans quelle mesure les TCN rencontrent-ils des difficultés d'accès à l'emploi ? Ces obstacles sont-ils d'ordre juridique, culturel ou économique ? Et comment Malte peut-elle concilier les besoins de son marché du travail avec un traitement juste et équitable de tous les travailleurs, quelle que soit leur nationalité ?

Citoyens de l'Union contre ressortissants de pays tiers

Depuis l'adhésion de Malte à l'Union européenne, et également conformément à la loi sur l'Union européenne, chapitre 460 des lois de Malte, les citoyens de l'Union jouissent du droit d'entrer, de résider et de travailler à Malte dans le cadre de la libre circulation des personnes. Ils ont droit à un traitement égal à celui des nationaux maltais, et ces droits peuvent s'étendre aux membres de leur famille, même si ces membres de la famille ne sont pas des ressortissants de l'UE, sous réserve de certaines conditions.

Les citoyens de l'Union qui s'installent à Malte pour y travailler n'ont pas besoin de permis de travail, car ils jouissent du droit de travailler librement. Cependant, si leur séjour dépasse trois mois, ils doivent demander une carte de résidence électronique auprès d'Identità. Les employeurs doivent également enregistrer leur emploi auprès de Jobsplus. Après cinq ans de résidence légale continue, les citoyens de l'UE et les membres de leur famille peuvent demander la résidence permanente.

Le processus est considérablement plus lourd en ce qui concerne les ressortissants de pays tiers. À moins qu'ils ne soient le conjoint ou le membre de la famille d'un citoyen de l'UE, les ressortissants de pays tiers doivent suivre la procédure détaillée énoncée au chapitre 217 des lois de Malte, la loi sur l'immigration.

Pour prendre un emploi à Malte, les TCN doivent demander un permis de travail unique, dont la demande peut être soumise soit :

• tout en étant encore à l'étranger,
• après avoir terminé des études à Malte, ou
• si vous détenez déjà une carte de séjour valide à Malte.

Contrairement aux citoyens de l'UE, les candidatures des ressortissants de pays tiers (TCN) sont examinées à la fois par Jobsplus et par le fonctionnaire principal de l'immigration, qui conservent un degré élevé de pouvoir discrétionnaire pour décider de délivrer ou non le permis. De manière cruciale, la candidature ne peut pas être faite indépendamment par le futur employé – elle doit être soumise par l'employeur, et ce n'est qu'après qu'une offre d'emploi a déjà été obtenue. De plus, contrairement aux citoyens de l'UE, les TCN doivent fournir des documents qui comprennent, entre autres, une police d'assurance maladie valide, des résultats de dépistage de santé et un accord de location valide, ainsi que l'approbation de la Housing Authority.

Une fois que tous les documents sont examinés et approuvés, le citoyen d'un pays tiers (TCN) se voit délivrer une carte de séjour. Cette carte n'est valable qu'un an et doit être renouvelée annuellement, ce qui crée une charge administrative continue pour maintenir le statut d'emploi. Si le TCN démissionne ou est licencié, il dispose de 30 jours (auparavant 10) pour trouver un nouvel emploi. Comme les citoyens de l'Union, un TCN qui a résidé légalement et de manière continue à Malte pendant cinq ans peut demander le statut de résident de longue durée.

Défis rencontrés par les TCN sur le lieu de travail

En plus des obstacles administratifs, les ressortissants de pays tiers rencontrent également un éventail d'autres défis lorsqu'ils sont en emploi :

Obstacles à l'accès aux opportunités d'emploi

De nombreuses entreprises à Malte sont de petites entreprises, qui recrutent souvent par le biais de réseaux informels plutôt que par des canaux officiels. Cette pratique d'embauche, combinée au capital social et aux réseaux professionnels limités des TCN, rend leur accès à l'emploi extrêmement difficile.

De plus, pour qu'un TCN vienne à Malte pour travailler, il doit déjà avoir une offre d'emploi en main – ce qui pose un obstacle majeur, car il ne peut pas rencontrer d'employeurs potentiels en personne avant d'obtenir les permis de travail nécessaires.

La discrimination fondée sur la race et la nationalité joue également un rôle. Les employeurs préfèrent souvent les candidats locaux ou européens aux ressortissants de pays tiers, tandis que les barrières linguistiques compliquent encore le problème. Une maîtrise limitée du maltais ou de l'anglais peut dissuader les employeurs d'embaucher des ressortissants de pays tiers, en particulier ceux qui sont des migrants en situation irrégulière ou qui n'ont pas accès à une formation linguistique.

Manque de formation et d'opportunités de développement professionnel

De nombreux ressortissants de pays tiers ne bénéficient pas de possibilités de formation ou doivent financer eux-mêmes leur formation. En conséquence, ils se retrouvent souvent dans une situation de stagnation professionnelle. Bien que beaucoup possèdent des qualifications post-secondaires ou tertiaires, ils sont souvent orientés vers des postes peu qualifiés ne nécessitant que peu ou pas de formation. Ces postes offrent des perspectives d'évolution limitées, laissant les ressortissants de pays tiers surqualifiés mais sous-utilisés.

Les employeurs sont souvent réticents à investir dans la formation des travailleurs étrangers, percevant leur séjour à Malte comme temporaire. Cette hésitation persiste même lorsque les ressortissants de pays tiers possèdent des compétences précieuses qui pourraient bénéficier à l'organisation à long terme.

Par conséquent, les TCN se retrouvent piégés dans un cycle où leurs qualifications et leur potentiel sont négligés, limitant ainsi leur développement professionnel et leur stabilité de carrière à long terme.

Risque accru de pauvreté malgré de longues heures

À l'exception des migrants qui travaillent dans des secteurs de haute technologie et à forte valeur ajoutée, tels que l'iGaming et l'informatique, les migrants sont beaucoup plus exposés à la pauvreté que les travailleurs maltais, malgré des heures de travail plus longues (le plus souvent, volontairement). En effet, non seulement leur salaire est, le plus souvent, inférieur à celui versé à leurs homologues maltais, mais le plus souvent, ils sont les seuls soutiens de famille et sont tenus de renvoyer de l'argent dans leur pays d'origine.

Risques accrus pour la santé et la sécurité

L'un des secteurs les plus importants employant des TCN à Malte est l'industrie de la construction. Bien que ce secteur offre une demande constante de main-d'œuvre, il expose également les travailleurs à des risques professionnels importants. Une source majeure de danger provient du manque de formation et de supervision adéquates. Les TCN se voient souvent confier des tâches qui dépassent leurs compétences ou leurs aptitudes, et ces risques sont aggravés par les barrières linguistiques, qui peuvent entraver la communication efficace des consignes de sécurité. Cette combinaison compromet non seulement leur propre santé, mais peut également créer des risques de sécurité plus généraux sur le chantier.

Relations complexes avec les supérieurs et les collègues

Au-delà des obstacles administratifs et structurels, de nombreux ressortissants de pays tiers (TCN) rencontrent des difficultés dans leurs interactions quotidiennes avec leurs supérieurs et collègues. Des rapports font état de cas où les travailleurs étrangers sont traités injustement ou inégalement par rapport à leurs homologues maltais ou européens. La discrimination, qu'elle soit explicite ou subtile, demeure un problème récurrent. Les TCN peuvent être victimes de préjugés fondés sur leur ethnicité, leur nationalité ou leurs différences culturelles, ce qui peut affecter non seulement leurs conditions de travail, mais aussi leur sentiment d'appartenance sur le lieu de travail. Un tel traitement entraîne souvent un moral bas, une productivité réduite et un taux de rotation du personnel plus élevé, rendant plus difficile pour les TCN de construire des carrières stables à Malte.

Faibles niveaux de syndicalisation  

De nombreux travailleurs sans papiers (TCN) restent en dehors des structures syndicales et ne bénéficient pas de conventions collectives. Ce manque de représentation les rend plus vulnérables aux traitements inéquitables, aux conditions de travail précaires et à l'exploitation.

L'une des principales raisons de ce faible niveau de syndicalisation est la nature segmentée du marché du travail. Les TCN sont souvent concentrés soit au plus haut niveau, soit, plus fréquemment, au plus bas niveau de la hiérarchie de l'emploi. Les travailleurs occupant des postes professionnels de haut niveau peuvent estimer peu utile d'adhérer à un syndicat, tandis que ceux occupant des emplois peu qualifiés ou précaires hésitent souvent à adhérer ou ne le peuvent pas.

La situation est d'autant plus compliquée dans le secteur privé, qui est généralement moins syndiqué que le secteur public. De plus, de nombreux non-ressortissants des pays membres (NRM) au bas de l'échelle du marché du travail sont employés dans l'économie informelle, où le travail non déclaré rend l'adhésion syndicale pratiquement impossible.

Le résultat est qu'un grand nombre de TCN se retrouvent sans le pouvoir de négociation collective qui pourrait les aider à négocier de meilleurs salaires, des conditions de travail plus sûres ou un traitement plus équitable.

La politique de migration de la main-d'œuvre

Malgré les nombreux défis auxquels sont confrontés les TCN, le gouvernement maltais progresse dans la bonne direction. Le 8 janvier 2025, le gouvernement a lancé la nouvelle politique maltaise en matière de migration de main-d'œuvre, qui est officiellement entrée en vigueur le 1er août 2025. Cette politique marque une étape importante dans le renforcement de l'approche de Malte en matière de migration de main-d'œuvre en plaçant le travailleur au centre du système.

La politique cherche à trouver un juste équilibre : d'une part, en répondant aux besoins réels du marché du travail maltais en travailleurs étrangers, et d'autre part, en veillant à ce que les droits et la protection des ressortissants de pays tiers soient sauvegardés.

L'un des développements les plus notables de cette politique est la prolongation du délai de grâce pour les travailleurs TCN dont l'emploi est résilié. Les TCN ont désormais 30 jours pour rester à Malte et chercher un nouvel emploi. Il existe également une prolongation possible de 30 jours supplémentaires, sous réserve de la preuve de l'autosuffisance financière.

Conclusion

Les expériences des ressortissants de pays tiers à Malte révèlent une réalité complexe : bien qu'ils jouent un rôle essentiel dans le maintien de l'économie du pays, ils sont souvent confrontés à des obstacles importants. Ces défis ont trop souvent laissé les ressortissants de pays tiers vulnérables à l'exploitation, au sous-emploi et à l'exclusion.

Le lancement de la Politique maltaise sur la migration de main-d'œuvre 2025 marque un changement prometteur. Néanmoins, une mise en œuvre efficace, la responsabilité des employeurs et de véritables efforts d'intégration sont essentiels pour garantir que les promesses de la politique se traduisent par un changement significatif. Ce n'est qu'en comblant ces lacunes que Malte pourra construire un marché du travail non seulement efficace, mais aussi équitable, inclusif et durable.

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].

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].

From the series The Malta Employment Lawyer Explains – Article 10

Breaking The Silence: Reporting Abuse and Seeking Protection

Introduction

Reporting workplace abuse is never easy, but it is often a necessary step to protect your rights and hold employers accountable. In Malta, employees are not left without recourse – there are specific authorities designed to address breaches of employment law, ranging from the Department of Industrial and Employment Relations (DIER) to the Industrial Tribunal. Knowing when and how to escalate a complaint can make all the difference, both in securing justice for yourself and in fostering fairer work practices across the board. This article will walk you through the key institutions available, what kinds of issues they handle, and the process of taking formal action when internal resolutions, including trade union intervention, fail.

Department for Industrial and Employment Relations

The DIER is an administrative body responsible for overseeing the enforcement of employment legislation in Malta. It provides up-to-date guidance on laws and regulations relating to key areas such as discrimination, termination of employment, minimum wage, parental leave, and health and safety standards.

The DIER primarily deals with fundamental employment rights, including payment of wages, notice periods, leave entitlements, redundancy, and working hours. Employees who believe their statutory rights have been breached may file a complaint directly with the DIER. The department has the authority to investigate such complaints, facilitate mediation between the parties, and, in certain cases, issue enforcement orders. As such, it usually serves as the first point of recourse for addressing basic employment law violations.

Industrial Tribunal

The Industrial Tribunal is an independent judicial body that provides employees with a forum to seek redress for employment disputes that go beyond the remit of the DIER. Established under the Employment and Industrial Relations Act, it primarily hears cases concerning unfair dismissal, discrimination, breach of contract, victimisation, harassment, and unequal pay for work of equal value. The Tribunal has the authority to grant remedies such as compensation, reinstatement, or other appropriate relief sought by the employee.

Proceedings before the Tribunal are relatively informal. A case begins with the filing of a complaint in writing. Once submitted, both parties are notified in writing of the hearing date. During the hearing, evidence is presented and witnesses may be examined, giving each side the opportunity to put forward its case. Decisions of the Tribunal are legally binding, but either party may appeal to the Court of Appeal within 20 days of receiving the decision.

The First Hall of the Civil Court

In case of serious employment disputes, and which exceed the jurisdiction of the Industrial Tribunal, cases may be brought before the FHCC, which is equipped with broader jurisdiction and can handle more complex cases.

Conclusion

Reporting workplace abuse is a courageous step, and Maltese law provides a structured framework to ensure that employees are not left without protection. From the DIER’s role in safeguarding basic statutory rights, and dealing with day-to-day breaches of employment law, to the Industrial Tribunal’s authority over dismissals and discrimination, and ultimately the jurisdiction of the Civil Courts for complex disputes, there are clear avenues available to seek justice. Understanding which body to turn to is key to asserting your rights and ensuring that workplace abuse does not go unchallenged.

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].

From the series The Malta Employment Lawyer Explains – Article 9

When Jobs Disappear: The Legal Side Of Redundancy

Introduction

One of the most common cost-cutting measures available to employers is dismissal on the grounds of redundancy. Simply put, redundancy arises when the employee’s role is no longer required – whether due to a full business closure, the shutdown of a particular workplace, or a reduction in the number of employees needed for certain work.

Redundancy under Maltese Law

In Malta, redundancy is regulated by the Employment and Industrial Relations Act (EIRA), which sets out the rights of employees and the obligations of employers. However, the EIRA does not actually define what constitutes redundancy or specify the circumstances that justify it, leaving the concept open to interpretation and somewhat unclear in employment law.

Broadly speaking, redundancy is legally valid in three main scenarios:

1. Where the employer has ceased, or intends to cease, the business for which the employee was hired.
2. Where the employer has ceased, or intends to cease, operating the business at the employee’s specific workplace.
3. Where the employer’s need for employees to perform particular work (or to perform it at a particular location) has ceased, diminished, or is expected to diminish.

Nonetheless, redundancy is not a “catch-all” excuse for dismissal. For it to be valid, there must be a genuine reduction in the need for the employee’s role. Examples include downsizing, automation through technological advancements, financial difficulties, or business restructuring that renders certain roles obsolete. Therefore, redundancy is about the job itself disappearing, not about the employee’s performance. For example:

• In Doreen Sciberras vs Powerplan Limited (2017), the Tribunal ruled that terminating an employee because of long sick leave was unfair, as the employer failed to prove the actual role was redundant.
• In Lorraine Farrugia vs B. Tagliaferro & Sons Ltd (2016), the Tribunal found that dismissal linked to maternity leave was unlawful since the employer had not followed the proper redundancy procedures.

These cases confirm that redundancy cannot be used as a pretext for getting rid of employees for reasons tied to health, family status, or other personal circumstances. Similarly, simply assuming future financial loss is not enough to justify redundancy – there must be tangible evidence.

The key question in redundancy cases is therefore straightforward:

• Are the employee’s duties still necessary for the employer’s business to operate as usual?
• If not, is there a genuine need to eliminate the role?

Only when the answer to both questions is “no” can redundancy be validly applied.

Therefore, for a redundancy to be lawful, it must not only be genuine – meaning that there are real changes in the business’s operational needs – but it must also follow a fair process.  This includes consulting with employees, considering whether there are alternative positions available, and ensuring that the selection of employees for redundancy is done transparently.

A common question employers face is: How do we decide who should go? Naturally, many would prefer to let go of underperformers while retaining the strongest team members, but Maltese law takes a stricter approach to prevent abuse. Employers cannot choose freely — selection must follow the last in, first out principle.

Under this principle, the most recently hired employee within the affected class of employment is the first to be made redundant, regardless of performance or contribution. This safeguards against redundancy being used as a cover for performance-based dismissals.

But what exactly is a “class of employment”? In Victoria Spiteri vs St. Catherine’s High School, decided on the 18^ta of October 2006, the Court of Appeal held that a class of employees is defined by “the work performed or expected to be performed independently of the title or name given to the post, in situations where there is no collective agreement in place.” The key element is interchangeability of work – whether employees can reasonably perform the same duties.

The only exception to this rule is where the last employee hired happens to be a close relative of the employer (up to the third degree of consanguinity or affinity). In that case, the employer may retain the relative, and the next most recent hire in the class would be the one made redundant.

Notice Periods Still Applicable

Even an employee is dismissed on the grounds of redundancy, the notice period must still be observed. The length of notice depends on how long the employee has been continuously employed.

During this period, employees have a choice: they can either continue working until the end of their notice or stop earlier and receive half of the wages due for the unworked portion. If the employer fails to give proper notice, however, the employee becomes entitled to full payment in lieu.

Reinstatement of Employment

Maltese law goes a step further by offering additional protection. If the position for which an employee was made redundant becomes available again within one year, the employer must give that employee first preference for re-employment. In such case, the offer must be on the same terms and conditions as before and the role cannot be offered back on less favourable terms, unless there are objective, long-term reasons, and as long as the agreement is temporary, and even then, only with the approval of the Director of Employment and Industrial Relations (reviewed every four weeks).

Employers must also allow a reasonable acceptance period, giving redundant employees time to respond to a reinstatement offer. If the employee refuses, the employer may hire a new candidate. But if the employee accepts, the law treats it as though the employment relationship had never been interrupted.

Collective Redundancies

Redundancy can affect a single employee or a group of employees. Under Maltese law, when redundancies reach a certain scale, they are classified as collective redundancies, which are subject to stricter rules and oversight.

Subsidiary Legislation 452.80 defines a collective redundancy as the termination of employment by an employer, on grounds of redundancy, within a 30-day period involving:

• 10 or more employees in establishments with more than 20 but fewer than 100 employees;
• 10% or more of employees in establishments with 100–299 employees; or
• 30 or more employees in establishments with 300+ employees.

Unlike individual redundancy, a collective redundancy is not just an internal company matter. The law obliges employers to both inform and consult the employees’ representatives and must notify the DIER before dismissals take effect.

Where employees are not represented by a union, the employer must organise a secret ballot so that workers can elect their own representative. The consultation must address:

• Whether redundancies can be avoided altogether;
• If not, whether the number of affected employees can be reduced; and
• How to mitigate the impact of redundancies on those affected.

Within seven days of notifying representatives in writing, the employer is required to enter into consultation. Alongside this, a written statement must be provided, setting out:

• The reasons for the redundancy;
• The number of employees to be dismissed;
• The number of employees normally employed;
• The criteria used to select employees for redundancy; and
• Details of redundancy payments and the timeframe for dismissals.

Copies of both the notification and the written statement must also be submitted to the DIER on the same day.

Dismissals may not take effect until 30 days have elapsed from notification to the DIER. This standstill period allows for meaningful consultation and, where possible, solutions. The Director may extend or shorten this period if circumstances warrant.

If an employer fails to follow the legal procedure for collective redundancies, employees may bring claims against them, and the DIER itself has the power to initiate proceedings. Employers in breach of the Collective Redundancy (Protection of Employment) Regulations may face both civil and criminal liability, including fines of at least €1,164.69 per redundant employee.

Conclusion

Redundancy should always be regarded as a measure of last resort. Employers are expected to do everything possible to avoid it – whether through proper consultation, restructuring, or offering alternative roles within the company.

Ultimately, redundancy does not give employers a free hand to dismiss staff at will. The process must be genuine, transparent, and fair. Notice periods must be respected, selection must follow the legal ‘last in, first out’ rule (save for limited exceptions), and employees remain protected even after dismissal through their right of first refusal if the role reopens.

Put simply, redundancy is not just about cutting costs – it is a tightly regulated process designed to balance business needs with employee rights. Employers who overlook these obligations risk legal challenges, reputational harm, and significant financial penalties.

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].

Withdrawal of Appeals at the Immigration Appeals Board.

We would like to notify all appellants of a new form that needs to be used to withdraw an appeal. The form requires:

• Details of the appeal
• Reason(s) for withdrawal
• Date and signature

The completed form should be submitted to the Immigration Appeals Board in Valletta.

The form can be downloaded from here.

For further assistance or inquiries, please contact our office. Our team of immigration lawyers in Malta can assist you with work permit appeals to protect your immigration status and residency in Malta and as well withdrawal of appeals.

Nous vous encourageons à nous contacter pour obtenir de l'aide à l'adresse [email protected].

Cet article est à titre informatif seulement et ne doit pas être interprété comme un avis juridique.

Article rédigé par Mme Charlene Sciberras, B.A. (Hons), rédactrice invitée, spécialiste en marketing et administration des affaires avec une attention particulière aux questions d'entreprise, de comptabilité et de droit.

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].

From the series The Malta Employment Lawyer Explains – Article 8

The Difference Between Unfair And Constructive Dismissal

Introduction

Losing your job can be one of the most stressful experiences in your working life – especially if you feel that the decision was unjust or that you were left with no real choice but to resign. In employment law, these situations often fall under two key concepts: unfair dismissal and constructive dismissal.

Although the terms are often used interchangeably, they describe very different circumstances. Unfair dismissal typically involves an employer ending someone’s employment without a fair reason or proper procedure. Constructive dismissal, on the other hand, happens when an employee resigns because their employer’s behaviour has made their position untenable.

Unfair Dismissal

An employer has the right to terminate an employment contract, whether it is definite or indefinite, provided there is a good and sufficient cause. Although Maltese law does not define this term, it specifies certain reasons that do not qualify. Under Article 36(14) of the EIRA termination on grounds such as union membership, pregnancy or maternity leave, marriage, absence due to force majeure, whistleblowing, or initiating legal proceedings over employment rights violations does not constitute a good and sufficient cause.

Accordingly, if an employer dismisses an employee for any of these reasons—and not due to a valid cause, redundancy, or retirement at pensionable age – the dismissal is deemed unfair. The EIRA defines unfair dismissal as the termination of employment, after the probationary period, that is neither based solely on redundancy nor justified by good and sufficient cause. It also includes dismissals that, while appearing to be for valid reasons, are in fact discriminatory or connected to trade union activity or participation in a trade dispute.

Constructive Dismissal

Constructive dismissal occurs when an employee is effectively forced to resign because the employer’s actions make continued employment impossible or unreasonable. Although the resignation may appear voluntary on paper, the employee has no real alternative but to leave. In such cases, the resignation is treated as resulting from a unilateral and unlawful act by the employer, effectively amounting to a termination.

Common actions which may lead to constructive dismissal may include demotion, unilateral contract changes, harassment or bullying and the failure to address workplace issues.

Maltese law does not define constructive dismissal despite this being recognised by the Industrial Tribunal and the Maltese Courts. In fact, in Philip Camilleri vs Bortex Clothing Co. Ltd., decided on the 4^ta February 2014, whereby the Industrial Tribunal stated “li ghalkemm mad-daqqa t’ghajn l-impjegat ikun telaq u irrizenja, hu fil-fatt dan il-pass ikun rizultat tal-fatt li min ihaddem ikun, irragonevolment, pogga lill-haddiem daru mall-hajt sal-punt li dan ma kellux triq ohra hlief dik li jitlaq. Ma jkunux kwistjonijiet frivoli izda serji sew.”

According to the Industrial Tribunal, determining whether an employee was forced to resign involves a dual test. The first is the contractual test, which examines whether the employer seriously breached the terms of employment. The breach must be so grave that the employee is left with no choice but to resign, as the employment relationship has been irreparably damaged. The second is the reasonableness test, which considers whether there has been a fundamental breach of trust between employer and employee. A clear absence of reason or any conduct by the employer that undermines mutual respect may amount to constructive dismissal.

Moreover, for a successful case of constructive dismissal, as reiterated in various caselaw, including Christopher Bonello vs OZO Services Limited decided on the 28^ta of September 2023, the burden of proof rests on the employee who must additionally prove that:

• The employer’s actions fundamentally breached one of the employee’s contract’s express or implied terms; and
• The employee is forced to resigned directly due to the serious breach of terms; and
• The employee resigned immediately, almost instantly following the employer’s alleged breach in contract terms, as opposed to waiting too long prior to resigning.

Of course, these have to be assessed on a case-by-case basis, since not every act of the employer is serious enough to merit constructive dismissal.

Legal Remedies Available

In both cases of unfair and constructive dismissal, a complaint has to be filed with the Industrial Tribunal by the aggrieved employee within 4 months from the date of the alleged violation. When it comes to unfair dismissals, the burden of proof rests on the employer who must demonstrate that the dismissal was justified and based on a good and sufficient cause. This becomes even more difficult to prove in cases were there are no prior disciplinary warnings, either verbal or written, issued by the employer to the employee leading up to the dismissal. Conversely, when it comes to constructive dismissals, it is for the employee to bring forward enough evidence that his/her resignation was forced.

If the employee succeeds in a claim, the Tribunal may order reinstatement or re-engagement. If this is not requested or deemed appropriate, the Tribunal instead awards monetary compensation, payable directly by the employer to the dismissed employee. When determining compensation, the Tribunal considers the actual damages and losses suffered, as well as factors such as the employee’s age, skills, and future employment prospects. It also takes into account the duration of unemployment following the dismissal, the length of the employment relationship, and any reduction in earnings from subsequent employment.

Conclusion

While both unfair dismissal and constructive dismissal deal with the end of an employment relationship, they arise from very different circumstances. Unfair dismissal occurs when an employer directly and unjustly terminates an employee’s contract, whereas constructive dismissal arises when the employer’s conduct effectively forces the employee to resign In both cases, the law aims to protect employees from abusive or unreasonable treatment, upholding fairness, mutual trust, and respect in the workplace. Employers must therefore act prudently, ensuring that all disciplinary and termination procedures are lawful, transparent, and supported by good and sufficient cause. Employees, in turn, should remain informed of their rights and the legal remedies available should they face unfair or coercive treatment.

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].

Updated on the 16th of April 2026.

Sciberras Advocates refers to the article published by Times of Malta and Lovin Malta, today 23rd March 2026.

Our firm has always operated with a strong commitment to professionalism, integrity, and compliance with all applicable laws and regulatory frameworks in Malta.

We wish to clarify that Sciberras Advocates does not, and has never, engaged in or promoted any improper practices. Any reference to solving legal matters has always related to lawful procedural avenues, such as facilitating appointments, submitting complete applications, or advising clients on the most efficient legal remedies available within the system. As is well known, certain processes may be resolved more quickly through administrative engagement rather than lengthy appeals, which can take a considerable amount of time.

For the avoidance of any doubt, any reference to timeframes extending over several years, as mentioned in the articles, relates to the cumulative duration of proceedings when matters progress through multiple stages, including both the Immigration Appeals Board and any subsequent appeal before the Court of Appeal. In this respect, it is also noted that proceedings before the Court of Appeal are generally concluded within a period of approximately six months. It is not intended to suggest that delays are attributable to any particular tribunal or court, but rather to reflect the overall procedural timeline inherent in pursuing all available legal remedies.

Like all legal practitioners, our firm charges professional fees for legal services rendered. These are agreed with clients in advance and reflect the work involved in advising, preparing, and following up on their cases.

We remain fully committed to upholding the highest ethical standards in our practice and to assisting our clients through legitimate and transparent legal pathways.

Sciberras Advocates will not be making further comment on this matter.

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].

From the series The Malta Employment Lawyer Explains – Article 7

The End Of The Road: Employment Termination Methods And Notice Period Requirements

Introduction

Ending an employment relationship can be one of the most challenging moments for both employees and employers. Whether it’s due to redundancy, misconduct, or other reasons, understanding the rules and rights around termination is essential. In Malta, employment law provides protections to ensure that dismissals are fair, justified, and carried out with respect for both parties. In this article, we break down the key types of termination, employee rights, and what employers need to know to handle the process lawfully.

How can an Employment Contract be Terminated?

Termination can be initiated by either the employer or the employee, for various reasons. In all cases, the law requires compliance with specific procedures and minimum notice periods.

1. Termination During Probation

During the probation period – whether under a fixed-term or indefinite-term contract – either party may end the employment without giving a reason. Nonetheless, if the employee has worked for more than one month, the terminating party must provide at least one week’s notice. On the other hand, if the termination occurs within the first month of probation, there is no notice requirement, and the employer is also not obliged to pay severance or salary for the remaining period.

• Termination of Definite Contracts

In fixed-term contracts, the parties agree on the start date and end date, and when the date comes, the agreement simply terminates.

As per the general rule, once the agreed period in a fixed-term contract expires, the employment relationship ends automatically. No notice is required from either side because both parties already know the exact end date from the very beginning.

That said, ending a fixed-term contract before its expiry is a different story. In such cases, the party seeking early termination may need to show valid legal grounds or risk liability for breach of contract – sometimes even having to pay compensation.

If the employer terminates such a contract before it expires without a justified reason, it’s considered unfair dismissal. In that case, the employer must pay the employee half the wages they would have earned for the remaining contract period.

Similarly, if the employee abandons the contract early without a valid reason, they owe the employer the same compensation – half of the wages for the unworked remainder. However, if there’s a “good and sufficient cause” (such as serious misconduct or other valid reasons), either party can terminate early without owing compensation.

Accordingly, since the law sees these arrangements as “pre-agreed,” the notice period rules that apply to indefinite contracts don’t kick in, unless, of course, the early termination scenario arises.

• Termination of Indefinite Contracts

When it comes to ending an indefinite employment contract, the rules are pretty clear for both employees and employers. Employees can resign without giving a reason, but they must respect the legal notice period. If they do not provide the required notice, they could owe their employer compensation equal to half the wages that would have accrued in the notice period.

On the other hand, employers can only terminate an indefinite contract for specific reasons – either due to redundancy or because there is a “good and sufficient cause.” This term is not defined by law and is assessed on a case-by-case basis. It would, most likely, include misconduct and poor performance. However, there are certain reasons, as provided for by legislation, which clearly do not qualify as a good and sufficient cause. For example, an employee cannot be dismissed just because they are part of a trade union, expectant mothers are protected, and dismissal cannot be based on the employee’s marriage or whistleblowing activities. Another excluded reason is the transfer of ownership in the business, whereby the termination is not necessary for any technical or economical reason.

In such case, no advance notice is required and if the reason for termination is proved to be compelling, this can lead to the immediate dismissal of the employee. However, if no disciplinary warnings, whether verbal or written, have been provided to the employee, this may more likely be considered an unfair dismissal.

• Notice Periods

Notice periods for termination indicate the intention of termination of employment and vary depending on how long the employee has worked continuously for the employer. The notice periods are as follows:

• For not more than one month – No notice
• For more than one month and up to six months – One week
• For more than six months and up to two years – Two weeks
• For more than two years and up to four years – Four weeks

• For more than four years and up to seven years – Eight weeks
• For more than seven years – Add 1 week for each subsequent year up to a maximum of 12 weeks.

In some senior or managerial roles, longer notice periods can be agreed upon, owing to the responsibilities involved, but otherwise, these limits can’t be extended.

The notice period starts running from the next working day following the day on which the notice was given to the other party. During the notice period, the employer can either have the employee continue working, whilst receiving full wage, or place them on “garden leave,” where the employee is paid but does not work.

Both parties face consequences if they fail to provide proper notice. Employers who do not give notice owe the employee full wages for the entire notice period, while employees who fail to give notice owe half the wages to the employer.

Notice also affects the employee’s work obligations. If the employee decides unilaterally to cease performing work after receiving notice from the employer, the employer is solely responsible for half the wage that would be payable in respect of the unexpired period of the notice. But if the employee wants to keep working and the employer refuses, then the employer must pay full wages for the unworked notice.

• Retirement as a Reason for Termination

Reaching retirement age is the final, and perhaps most predictable, reason an employment contract comes to an end – whether it’s a fixed-term agreement or an open-ended one.

In Malta, the statutory retirement age is generally set at 65 years, as provided by the Social Security Act (Chapter 318 of the Laws of Malta). But the law includes some important exceptions based on year of birth:

• Born on or before 31 December 1951 → Retirement age: 61 years
• Born 1952–1955 → Retirement age: 62 years
• Born 1956–1958 → Retirement age: 63 years
• Born 1959–1961 → Retirement age: 64 years

Special protection also applies to certain female employees: If a woman was born on or before 31 December 1951, her employer cannot end her employment before she reaches the age of 61.

It’s worth noting that retirement does not always mean goodbye. The law allows the employer and employee to mutually agree for work to continue beyond the statutory retirement age. In such cases, the employment relationship essentially enters a post-retirement phase, often with updated terms that suit both sides.

• Termination by Mutual Agreement

Sometimes, both employer and employee agree it’s best to part ways – this is known as termination by mutual consent. When this happens, it’s highly recommended to put everything in writing through a settlement agreement that clearly spells out the terms and conditions of the separation.

Post-Termination Obligations: What happens after an employment ends?

When an employment relationship terminates, both parties have certain obligations to wrap up things smoothly.

1. Termination Certificate: If the employee has worked for more than one month, they can request a termination certificate from the employer, which may be important for future job applications or claiming benefits.
2. Declaration of Termination to Jobsplus: Employers must notify Jobsplus whenever a termination occurs;
3. Settling Outstanding Payments: All owed wages should be paid by the next scheduled payday after termination. If payment is delayed or withheld, the employee should first raise the issue with their employer. If unresolved, they can file a complaint with the Department of Industrial and Employment Relations (DIER).

Additionally, former employees might be eligible for unemployment benefits, depending on their circumstances.

Conclusion

Termination of employment can be complex and stressful but understanding your rights – and your obligations if you’re an employer – makes the process fairer and more transparent. Maltese law is designed to protect employees from unfair treatment while giving employers clear guidelines to follow. By knowing the rules, both parties can navigate employment endings with confidence, fairness, and respect.

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].

Case Study: A win for Sciberras Advocates as the Immigration Appeals Board Division 1 decides in favour of our client.

Préliminaire

The Immigration Appeals Board, division 1, noted a refusal, issued by Identità in January 2025, where it was stated that the application, date October 2024, was refused as it transpired that the appellant’s immigration position in Malta was irregular.

Facts of the Case

The Board notes a Decree that stated that the Board itself directed Identità to provide the same Board a timeline of events regarding the appellant within one week of the request, so that a decision could be taken by the same Board. Identità was notified, however no submissions and no timeline of events were filed. At this point, the Board could only reply on the submissions of the appellant, and it notes that the appellant has also found a new employer.

The Board refers to the fact that this is not the fora of human rights. However, the Board has always seen the human dimension. From the facts stated by Sciberras Advocates, the appellant’s lawyer, it seems that the appellant was caught in a bureaucratic procedure and that he never received a revocation letter of his residence card. As Identità did not file any submissions, it could not prove otherwise.

The Decision

The Board accepts the appeals of our client and directs Identità to process the application. A notification of this decision was also sent to the Principal Immigration Officer.

This was another success story for our firm, and our client, a third country national caught in limbo in Malta. Sciberras Advocates can assist in appeals with the Immigration Appeals Board or written requests to Principal Immigration Officer to appeal, overturn bans and challenge removal orders. More information about immigration services can be found here: https://sciberras.legal/practice-areas/immigration-law/ or contact us directly to speak to one of our immigration lawyers.

Cet article est à titre informatif seulement et ne doit pas être interprété comme un avis juridique.

Article rédigé par Mme Charlene Sciberras, B.A. (Hons), rédactrice invitée, est une spécialiste du marketing et de la gestion d'entreprise avec un accent particulier sur les questions d'entreprise, comptables et juridiques.

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].

From the series The Malta Employment Lawyer Explains – Article 6

Combating Discrimination At Work

Introduction

Despite progress towards equality, workplace discrimination remains a persistent challenge, affecting employees at all levels and in a variety of forms. Whether it comes from supervisors, colleagues, or even clients, discrimination occurs when a person is treated less favourably than others – directly or indirectly – based on characteristics such as sex, sexual orientation, age, religion or belief, racial or ethnic origin, gender identity, or other personal attributes, without objective or reasonable justification.

Discrimination can occur at any stage of employment. During recruitment, applicants may face stereotypes, barriers to employment licences, or restricted access to opportunities. Within the workplace, it may take the form of unequal pay, denial of benefits, unsafe conditions, or task assignments that disadvantage certain employees. Less qualified individuals may sometimes be favoured over more qualified candidates due to protected characteristics.

To cater for this, Maltese law provides a robust framework designed to prevent such practices and to safeguard equality in employment. Employers are bound foster an inclusive workplace, adopt policies that prevent discrimination, and handle complaints promptly and fairly. This includes ensuring effective reporting channels and providing adequate training to staff on recognising and addressing harassment and discriminatory behaviour.

Workplace Discrimination under Maltese Law

At the workplace, discrimination is primarily governed by the Employment and Industrial Relations Act (EIRA). The Act defines discrimination broadly as “any distinction, exclusion, or restriction not justifiable in a democratic society,” covering factors such as marital status, pregnancy, sex, colour, disability, religion, political opinion, or trade union membership. Moreover, discrimination may also be present in the advertising and recruitment stage, and may also be present when it comes to work conditions, pay, training, promotions, and dismissals.

For instance, examples of discrimination may include:

• Selects a less qualified candidate over someone else based on sex;
  • Offers lower pay or worse conditions for the same work; or
  • Deliberately assigns less favourable tasks to certain employees.

An employer can only justify such actions if based on legitimate grounds, like experience or performance. In this regard, a notable case is Aften Schembri et vs Playmobil Malta Limited, where the Industrial Tribunal concluded that there was a case of discrimination, since certain employees were denied training opportunities, limiting their career progression compared to others.

Main Types of Discrimination

1. Victimisation

Maltese law also protects employees from victimisation, which happens when someone is treated unfairly for speaking up. This includes lodging a complaint about discrimination, taking legal action against the employer, or reporting illegal or corrupt activities to the authorities. It is illegal for an employer to punish an employee for standing up for their rights or exposing wrongdoing.

In addition, Maltese law provides further protections under Chapter 527 of the Laws of Malta, the Protection of the Whistleblower Act. This legislation safeguards individuals who acquire and disclose information relating to specified breaches in a work-related context. Protections extend not only to current employees but also to individuals whose employment has ended or is yet to commence.

The law explicitly prohibits any detrimental or occupational action against whistleblowers, including dismissal. Importantly, individuals who make a report are protected from civil or criminal liability, as well as from any disciplinary proceedings arising from the act of reporting.

2. Harassment

Harassment is recognised under Maltese law as a form of discrimination. Harassment may include any unwelcome actions, requests, or conduct—whether verbal, gestural, or through the production, display, or circulation of written words, images, or other materials.

Sexual harassment, in particular, is strictly prohibited under the EIRA, the Equal Treatment in Employment Regulations, and the Equality for Men and Women Act. It is unlawful for any person to sexually harass another by:

1. Subjecting them to unwanted physical intimacy;
2. Requesting sexual favours;
3. Engaging in any act or conduct with sexual connotations – including spoken words, gestures, or the production, display, or circulation of written or visual material – that is unwelcome and can reasonably be regarded as offensive, humiliating, or intimidating;
4. Treating them less favourably because of their acceptance or rejection of a sexual request.

3. Equal Pay for Equal Work

The principle of “Equal Pay for Equal Work” is a fundamental aspect of Maltese employment law, designed to ensure that all employees are compensated fairly for the work they perform. Under this principle, employees are entitled to the same pay for performing the same job or work of equal value, regardless of gender, sexual orientation, or other protected characteristics.

This concept extends beyond basic salary to include all forms of remuneration and benefits, such as bonuses, allowances, overtime pay, and other financial or non-financial perks linked to employment. Any unjustified disparity in pay between employees performing equivalent roles constitutes a form of discrimination and is prohibited under Maltese law.

Legal Avenues Against Discrimination

Employees who believe they have been subjected to discrimination at work have the right to report it without fear of retaliation. The first step is usually to raise the matter internally with the HR department, and the employer is legally obliged to investigate. If no satisfactory action is taken, a complaint may be filed with the relevant authorities.

Under the EIRA, discrimination cases may be brought before the Industrial Tribunal. Complaints must be filed in writing within four months of the alleged breach. Importantly, in discrimination cases, an employee need only establish a prima facie case of unfavourable treatment; the burden then shifts to the employer to prove that no breach occurred or that the treatment was objectively justified. This reversal of the burden of proof reflects the difficulty employees often face in proving discrimination.

If the Tribunal upholds the complaint, it may adopt any measure it deems appropriate, including declaring discriminatory clauses in contracts or collective agreements invalid, ordering compensation, or cancelling contracts of service. While no statutory formula exists for compensation, the Tribunal must consider the actual damages suffered and relevant personal circumstances, such as the employee’s age, skills, and employability.

The EIRA also provides for penalties. More serious breaches – such as harassment – can give rise to imprisonment of six months to two years, fines between €5,000 and €10,000, or both.

Employees may also bring complaints before the National Commission for the Promotion of Equality (NCPE), which is empowered to investigate discriminatory practices. However, its decisions are not binding unless accepted by the employer.

In certain circumstances, discrimination may amount to a criminal offence. For example, racial discrimination is criminalised, which penalises threatening, abusive, or insulting conduct intended to incite violence or hatred on grounds such as gender, sexual orientation, race, religion, or belief. Conviction may result in imprisonment for six to eighteen months. In such cases, employees may also seek assistance from the police.

Conclusion

Workplace discrimination continues to pose serious challenges in Malta, affecting employees’ well-being, morale, and career prospects, while exposing employers to legal and reputational risks. Maltese and European laws provide strong protections, but genuine equality requires more than compliance. Employers must actively foster inclusive environments through clear policies, effective procedures, and ongoing training. At the same time, employees should remain aware of their rights and avenues of recourse. Only through shared commitment can workplace equality move from principle to practice.

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.

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