From the series The Malta Employment Lawyer Explains – Article 5

Understanding Equal Pay and Wage Protection

Introduzione

One of the most fundamental aspects of any employment relationship is the wage – the agreed remuneration that reflects the value of an employee’s work. In Malta, the Employment and Industrial Relations Act (Chapter 452 of the Laws of Malta) provides a robust framework that governs the payment and protection of wages, setting out clear rules on what wages include, how they must be paid, and the safeguards employees are entitled to.

Defining Wages under Maltese Law

In accordance with the definition of wages under EIRA, it is established that wages go beyond just a basic salary. They may also include bonuses or other earnings, provided these fall within the scope of the law.

The EIRA also establishes important protections to guarantee employees are paid fairly and transparently. These include:

1. Form of Payment: Under Article 11, wages must be paid in money, specifically legal tender in Malta. Any contract providing payment in goods or services is null and void.
2. Direct Payment: Article 13 requires wages to be paid directly to the employee, except where a legal maintenance order applies. This safeguards the employee’s control over their earnings.
3. Regular Payment Intervals: According to Article 22, wages must be paid regularly, not more than four weeks in arrears, unless a collective agreement states otherwise. The employment contract must specify the payment frequency.
4. Payslips and Transparency: Employees must receive a detailed payslip with each payment, showing basic pay, overtime, bonuses, and deductions such as tax and social security. Payslips promote transparency and accountability.
5. Deductions and Bonuses: The Act regulates when deductions are allowed and how bonuses are treated, ensuring employees are not unfairly deprived of their earnings.

Minimum Wage in Malta

Beyond the general right to wage, Maltese law also guarantees that every employee is entitled to at least the national minimum wage, acting as a safeguard against exploitation and ensuring a basic standard of living.

The national minimum wage varies depending on an employee’s age and experience. As at January 2026, the minimum wage is as follows:

• Workers aged 18 and over (2025): €229.44 per week;
• Workers aged 17: €222.66 per week;
• Workers under 17: €219.82 per week;
• Apprentices and trainees: Lower, legally prescribed rates apply depending on the programme.

If an employer is found to be paying below the minimum wage, they may be ordered to back-pay any outstanding wages with interest, and may face further penalties.

Statutory Bonuses and Additional Benefits

In addition to wages, Maltese law provides for statutory bonuses, which employers are obliged to pay. Unlike performance-related bonuses, statutory bonuses are fixed amounts that must be paid to employees at specific times of the year. The law clearly sets out the timing:

• The first statutory bonus is to be paid between the 15th and 30th of June;
• The second statutory bonus is to be paid between the 15th and 23rd of December.

Importantly, statutory bonuses are in addition to the agreed wage in the employment contract.

Beyond statutory bonuses, employees may also be entitled to other forms of bonuses or benefits under the terms of their individual employment contracts. These may include:

• Performance bonuses, rewarding productivity or achieving targets;
• Incentives, such as sales commissions or attendance bonuses;
• Benefits in kind, like allowances, vouchers, or other perks agreed upon in writing.

The distinction is important: statutory bonuses are non-negotiable and mandatory, while contractual or performance-based bonuses are supplementary, depending on the agreement between employer and employee.

Wage Deductions: What the Law Permits and Prohibits

While the law safeguards employees’ right to receive their full wages, it also recognises that certain limited circumstances may justify wage deductions. To strike a balance, the EIRA places strict restrictions on when and how deductions can be made.

Generally, employers are not permitted to reduce an employee’s wages through discounts, interest, or similar charges. The only automatic deductions allowed by law are income tax and social security contributions payable to the Government of Malta.

Despite the general prohibition, there are a number of situations in which wage deductions may be lawful:

1. Legal Provisions or Court Orders;
2. Agreements between the Employer and Employee as long as they Involve Trade Unions/Employee Representatives or are otherwise authorised by the DIER;
3. Employee’s Written Request (for example, an employee may request salary deductions to contribute to a retirement savings fund);
4. Approved Fines in Employment Contracts, so long as these are pre-approved by the DIER;
5. Suspension from Work.

These provisions protect employees from arbitrary or unfair wage reductions, while still allowing limited flexibility in situations where deductions are legitimate, consensual, or legally required.

Remedies for Unpaid Wages

Even with strong legal protections in place, situations may arise where employees are not paid their wages on time. Maltese law provides clear remedies to safeguard workers in such cases, ensuring that employees can recover what is rightfully owed to them. If an employee is not paid as agreed, the employee must first raise the issue directly with the employer. If the problem persists, the employee may escalate the matter by reporting it to the Department of Industrial and Employment Relations (DIER), which can take action to enforce payment. Importantly, unpaid wages are given the status of privileged debts. This means employees have a priority claim against their employer’s assets, ranking above most other debts. However, this privileged claim is capped:

• It covers up to three months’ wages, and
• It cannot exceed the national minimum wage applicable at the time, calculated over a six-month period.

The Guarantee Fund: Protection in Case of Insolvency

When an employer becomes insolvent, employees are further protected by the Guarantee Fund,. This fund, administered by the Guarantee Fund Administration Board, ensures that employees can still recover unpaid wages if their employer is unable to pay.

To make a valid claim, employees must submit an application within two months from the onset of insolvency of the employer.

Employees can claim for:

• Unpaid basic wages for the relevant period;
• Unpaid overtime;
• Arrears of leave entitlement for the current and previous calendar year;
• Notice money, as provided by law.

However, claims may only cover wages payable within the six months prior to the employer’s insolvency or termination of employment. In addition, payments from the Fund are capped at the equivalent of 13 weeks’ national minimum wage applicable at the time of termination.

Conclusione

The payment of wages is not just a contractual obligation – it is one of the most fundamental rights of every employee. Maltese law recognises this by putting in place strong protections to ensure that wages are not only paid in full, but also in a manner that is fair, transparent, and timely. From minimum wage guarantees to statutory bonuses, from restrictions on unlawful deductions to remedies in cases of non-payment or insolvency, the law provides employees with multiple layers of security.

By safeguarding wages, Maltese legislation ensures a balanced employment relationship where both parties know their rights and obligations. For employees, this awareness empowers them to claim what is due. For employers, it underscores the value of integrity and responsibility in business practices.

Questo articolo è solo a scopo informativo e non deve essere interpretato come consulenza legale. Le informazioni fornite riflettono la legge così come si presenta alla data di pubblicazione del blog. Per la versione più aggiornata o per una consulenza su misura per le tue circostanze specifiche, ti incoraggiamo vivamente a consultare un avvocato.

Articolo e ricerca a cura della Sig.ra Caitlin Turner, Laurea in Giurisprudenza (con lode) (Melit.), attualmente sta seguendo un Master in Advocacy presso l'Università di Malta.

Sciberras Advocates, fondato dall'Avvocato Adrian Sciberras, è uno studio legale con sede a Malta. Lo studio si vanta di essere multidisciplinare, innovativo e flessibile per far fronte ai tempi che cambiano e a qualsiasi sfida nello scenario legale locale e internazionale. Qualunque siano le complesse esigenze private o societarie richieste, Sciberras Advocates offre soluzioni legali pratiche ed economiche per raggiungere i risultati desiderati. È possibile contattare Sciberras Advocates telefonicamente al numero +35627795222o via email su [email protected].

Over the last few weeks, several local newspapers have highlighted a number of important court decisions involving cases handled by Sciberras Advocates across various areas of immigration law.

In one case, the Court of Appeal found that a third-country national should not be penalised for citing the wrong date in an appeal when the attached documentation clearly identified the decision being challenged. The Court emphasised that procedural technicalities should not override substantive justice and remitted the case back to the Immigration Appeals Board to be reconsidered on its merits rather than dismissed on a technicality.

In another case, although the Court did not formally overturn a deportation order due to procedural constraints, it urged the authorities to exercise humanitarian discretion. The Court recognised the particular circumstances involved and encouraged the competent authorities to allow the third-country national to reapply for work without being required to leave Malta.

These articles collectively highlight several court cases in which immigration law intersects with labour rights and broader systemic vulnerabilities. They show how numerous third-country nationals (TCNs) have faced deportation or adverse decisions due to administrative failings by employers or authorities, rather than through any fault of their own. The courts have, in various instances, recognised procedural and substantive injustices, ordering reconsideration or other remedies where administrative oversight caused disproportionate immigration consequences. The cases also illustrate how systemic exploitation can arise where vulnerable workers lack proper legal guidance, and how decisive legal representation can make a critical difference.

Across these matters, Sciberras Advocates has demonstrated its ability to combine procedural precision with principled, human-rights-based advocacy in order to secure meaningful outcomes for third-country nationals in Malta. Whether challenging the rigid dismissal of an appeal on a mere technicality, persuading the Court to prioritise substantive justice over clerical error, or advancing strong humanitarian arguments in cases involving serious mental health concerns, the firm has consistently worked to ensure that clients are not unfairly prejudiced by administrative rigidity or systemic shortcomings.

Through strategic litigation, careful preparation of appeals, and effective courtroom advocacy, Sciberras Advocates has safeguarded clients’ rights to due process, proportionality, and fair consideration. Its deep understanding of the interplay between immigration procedural rules and fundamental human rights principles has enabled the firm to elevate overlooked humanitarian concerns and secure positive results for its clients.

This combination of legal precision, procedural expertise, and compassionate representation underscores how Sciberras Advocates continues to strengthen its position as a leading immigration law firm in Malta.

All articles can be accessed here:

Judge asks migration board to review case it dismissed over technicality

Court urges Identità not to deport depressed TCN

Court rulings lay bare systemic exploitation of third-country workers

Third Country Nationals in Malta requiring assistance or support, please contact us on [email protected].

Questo articolo è solo a scopo informativo e non deve essere interpretato come consulenza legale.

Articolo scritto dalla Sig.ra Charlene Sciberras, B.A. (Hons), collaboratrice esterna, specialista in marketing e amministrazione aziendale con un focus particolare su questioni societarie, contabili e legali.

Sciberras Advocates, fondato dall'Avvocato Adrian Sciberras, è uno studio legale con sede a Malta. Lo studio si vanta di essere multidisciplinare, innovativo e flessibile per far fronte ai tempi che cambiano e a qualsiasi sfida nello scenario legale locale e internazionale. Qualunque siano le complesse esigenze private o societarie richieste, Sciberras Advocates offre soluzioni legali pratiche ed economiche per raggiungere i risultati desiderati. È possibile contattare Sciberras Advocates telefonicamente al numero +35627795222o via email su [email protected].

From the series The Malta Employment Lawyer Explains – Article 4

A Closer Look At Maternity And Paternity Leave

Introduzione

The modern workplace is no longer defined solely by deadlines, targets, and career ambitions but it is also deeply connected to the personal lives of employees. One of the most significant intersections between work and family arises during the transformative period of welcoming a child. Maternity and paternity leave legislation plays a crucial role in ensuring that employees are supported through this life event, while also promoting workplace equality and long-term employee well-being.

Maternity Leave

In Malta, the Protection of Maternity (Employment) Regulations, Subsidiary Legislation 452.91 safeguard the rights of expectant and new mothers, including adoptive parents. Under this legislation, employees are entitled to 18 weeks of maternity leave.

• First 14 weeks: fully paid by the employer at the basic salary rate.
• Final 4 weeks: covered by the Government through the Maternity Leave Benefit (€213.54 per week), in accordance with the provisions of the Social Security Act, and is available to both employed and self-employed mothers.

At least six weeks of maternity leave must be taken immediately after birth or adoption, while four weeks before birth are recommended (but not mandatory). The remaining eight weeks may be taken before or after birth, depending on the employee’s preference and agreement with the employer.

Employees must notify their employer in writing at least four weeks before starting maternity leave, wherever practicable. During maternity leave, they retain all employment rights, including eligibility for promotions and the right to return to the same role (or a comparable one if the same role is unavailable). However, they are not entitled to performance- or production-based bonuses during this period.

In addition to maternity leave, employees are also entitled to:

• Paid time off for antenatal examinations during working hours.
• Special maternity leave if their work environment poses risks to their health or that of their child, until the risk persists.
• Maternity Leave Benefit (explained below)
• Maternity Benefit (explained below)

Maternity Leave Benefit Explained

The Maternity Leave Benefit applies only to the final four weeks of maternity leave. It is payable once per childbirth, regardless of the number of children born, and amounts to €213.54 per week.

The applicants must have taken more than 14 weeks of maternity leave to be eligible. Applications must be submitted after the eighteenth week of maternity leave but within six months from the eighteenth week. Late applications may result in partial or total forfeiture of the benefit.

Maternity Benefit Explained

Separate from the above, the Maternity Benefit is a flat-rate payment of €132.05 per week for 14 weeks. It is available to full-time mothers who do not make use of paid maternity leave from their employer or who are self-employed. Payment can be made in full after the birth of the child (in cases where the application is submitted after the birth of the child) or otherwise split in two instalments (eight weeks entitlement before birth and six weeks entitlement after birth).

Eligibility requires:

• Citizens of Malta or persons married/cohabiting with a Maltese citizen;
• EU nationals, citizens of European Social Charter member states, or individuals with refugee status in Malta;
• Being in the eighth month of pregnancy or having given birth within six months prior to application;
• The applicant has not availed herself of employer-paid maternity leave;
• If self-employed, the applicant must prove that she was not working during the 14^t week of the claim.

The applicant would have to obtain the following documentation:

• A medical certificate confirming the applicant is in the eighth month of pregnancy and indicating the expected date of birth;
• If employed, a declaration completed by the employer;
• If self-employed, proof of Social Security contributions for the previous year;
• If the child is born abroad, an official foreign birth certificate;
• Third-country nationals or applicants from Social Charter countries must provide a Maltese ID with a valid Residence Permit;
• Third-country nationals married to an EU citizen must provide an official marriage certificate;
• Third-country nationals cohabiting with a Maltese or EU citizen must submit a registered cohabitation certificate.

Applications must be submitted within six months from the child’s birth in terms of the Social Security Act. Once again, if submitted late, the whole or part of the benefit may be forfeited. Multiple births do not increase the entitlement.

Paternity Leave

With the introduction of the Work-Life Balance for Parents and Carers Regulations (Subsidiary Legislation 452.125), which transposed the EU Work-Life Balance Directive into Maltese law, fathers and equivalent second parents are entitled to 10 fully paid working days of paternity leave. This leave can be taken at the time of the child’s birth or adoption and is available regardless of employment length, qualifications, marital status, or family situation.

Parental Leave

Beyond maternity and paternity leave, both parents are entitled to four months of parental leave per child under the Work-Life Balance for Parents and Carers Regulations. This applies in cases of birth, adoption, or fostering. Whilst the first two months are paid, the remaining two months are unpaid. The paid leave is calculated based on the sickness benefit rate under the Social Security Act. Moreover, whilst the first two months of parental leave are non-transferable, the remaining two can be transferred between parents.

Each parent can avail of this leave until the child turns eight years old, usually in periods of at least two weeks, unless otherwise agreed. Moreover, the leave applies to full-time and part-time employees, those on fixed-term or indefinite contracts, and adoptive parents.

How are the first two months paid? As at January 2026:

• 50% of the entitlement is paid, if the child is under 4 years old;
• 25% of the entitlement is paid, if the child is between 4 and 6 years old;
• 25% of the entitlement is paid, if the child is between 6 and 8 years old.

For foster parents, payment is granted per parent, regardless of the number of children fostered.

When it comes to parental leave, there are additional eligibility requirements namely, employees must have at least 12 months of employment with their employer (shorter periods may be agreed by the parties).

Moreover, leave has to be requested by the employee in in writing with at least two weeks’ notice, specifying start and end dates. The employer has the discretion to temporarily postpone the leave, but only for justified operational reasons, providing notice and explanation within two weeks.

Employees with children under 8 may also request flexible working arrangements for caring purposes. Employers must consider and respond to such requests within two weeks, giving reasons for any refusal or postponement. Flexible arrangements may be limited in duration, and employees have the right to request a return to original working conditions when justified.

Birth Leave

In addition to maternity, paternity, and parental leave, employees are entitled to birth leave under the Minimum Special Leave Entitlement Regulations (Subsidiary Legislation 452.101). The entitlement depends on the relevant Wage Regulation Order. For employees in sectors not covered by a W.R.O., birth leave is one working day. This allows parents to be present for the birth of their child without affecting their regular employment.

Medically Assisted Procreation/IVF Leave

Under the Leave for Medically Assisted Procreation National Standard Order (Subsidiary Legislation 452.114), employees undergoing in-vitro fertilisation (IVF) treatment are entitled to 100 hours of paid leave per couple, separate from any other type of leave.

If both prospective parents are employed, 60% of the hours go to the receiving parent and 40% to the other parent. On the other hand, if only one parent is employed, the leave is allocated depending on whether the employed parent is the receiving parent (60 hours) or not (40 hours).

This leave is intended to give employees time to attend treatment, recover, and manage medical appointments. Employees are entitled to a maximum of three IVF cycles, whether carried out in Malta or abroad.

The entitlement applies to both men and women, and employees must notify their employer in writing at least two weeks in advance and provide a medical certificate supporting their absence.

Adoption Leave

Under the Adoption Leave National Standard Order (Subsidiary Legislation 452.111), employees adopting a child who is not their natural offspring are entitled to 18 weeks of adoption leave. Leave begins on the day the child comes into the care and custody of the adoptive parent(s), as determined by a court in the child’s country of origin.

Whilst the first 14 weeks are fully paid, any additional leave beyond 14 weeks is unpaid, unless agreed otherwise with the employer. However, the unpaid adoption leave does not prejudice the entitlement of any additional benefits under the Social Security Act if they take leave beyond the paid period.

When the adoptive parent is a single parent, the single parent enjoys the full entitlement. However, in two parent households:

• If only one parent is employed, that parent takes the leave.
• If both parents are employed, they may agree in writing on how to split the leave.

Employees must notify their employer in writing at least two weeks before the leave begins (where reasonably practicable) and provide a written statement from the accredited adoption agency confirming the court date for the adoption.

Special Parental Bereavement Leave

Through an amendment made to the Minimum Special Leave Entitlements Regulations (S.L. 452.101), from 1^st January 2026, workers will be entitled to seven working days of special parental bereavement leave. Upon the death of a child under the age of eighteen (18) years, the employees are entitled to leave without any loss of wages. Whilst the employer is to pay for the special parental bereavement leave as granted by the WRO or by the Minimum Special Leave Entitlements Regulations, the rest can be claimed from the Social Security Department, provided that the application is made within three (3) months from the utilisation of the leave.

Miscarriage Leave

Legal Notice 274 of 2025, the ‘Miscarriage Leave Regulations’, that came into force on the 1^st of January 2026, introduce paid leave to all employees who suffer the unfortunate event of a miscarriage, whether the miscarriage occurs in Malta or outside Malta. 

Through this new piece of legislation, every worker, irrespective of gender, is entitled to seven (7) working days of miscarriage leave, without loss of wages, which must be used immediately after the occurrence of the miscarriage.

The employer can get a refund of the payment from the Department of Social Security, if s/he files an application for a refund within three (3) months from when the miscarriage leave would have been utilised.

National Commission for the Promotion of Equality

Maltese law provides strong protections for pregnant employees, new mothers, and breastfeeding employees. Under the Equality for Men and Women Act and related legislation, these protections are reinforced to ensure fair treatment in the workplace. The National Commission for the Promotion of Equality (NCPE), established under Chapter 456 of the Laws of Malta, upholds equality in employment on the grounds of gender and family responsibilities. Employees who believe they have been discriminated against may seek guidance or file a formal complaint with the NCPE.

Key protections include:

• Pregnant or breastfeeding employees cannot be dismissed from the moment they notify their employer of their pregnancy until the end of maternity leave;
• Employees on probation cannot have their probationary period suspended during maternity or special maternity leave. If dismissal occurs during probation, after notification of pregnancy, the employer must provide a written, valid reason confirming it is unrelated to the employee’s condition.

Conclusione

Maternity and paternity leave play a vital role in supporting employees through one of life’s most significant transitions. When parents are given the time, security, and flexibility they need, they return to work feeling confident, motivated, and ready to contribute.

This also benefits employers. By supporting new parents, companies retain valuable talent, avoid the high costs of recruitment and retraining, and preserve institutional knowledge. In addition, organisations that address maternity and paternity leave effectively are better positioned to achieve gender balance in leadership, strengthen employee loyalty, and build a more resilient, future-ready workforce.

Questo articolo è solo a scopo informativo e non deve essere interpretato come consulenza legale. Le informazioni fornite riflettono la legge così come si presenta alla data di pubblicazione del blog. Per la versione più aggiornata o per una consulenza su misura per le tue circostanze specifiche, ti incoraggiamo vivamente a consultare un avvocato.

Articolo e ricerca a cura della Sig.ra Caitlin Turner, Laurea in Giurisprudenza (con lode) (Melit.), attualmente sta seguendo un Master in Advocacy presso l'Università di Malta.

Sciberras Advocates, fondato dall'Avvocato Adrian Sciberras, è uno studio legale con sede a Malta. Lo studio si vanta di essere multidisciplinare, innovativo e flessibile per far fronte ai tempi che cambiano e a qualsiasi sfida nello scenario legale locale e internazionale. Qualunque siano le complesse esigenze private o societarie richieste, Sciberras Advocates offre soluzioni legali pratiche ed economiche per raggiungere i risultati desiderati. È possibile contattare Sciberras Advocates telefonicamente al numero +35627795222o via email su [email protected].

From the series The Malta Employment Lawyer Explains – Article 3

A Guide to Sick Leave, Vacation Leave and more

Introduzione

The entitlement to leave is a fundamental aspect of every employment contract, ensuring employees have the opportunity to step away from their work responsibilities when necessary. Leave provisions serve not only practical purposes – such as rest, personal commitments, or family obligations – but also reflect the broader objective of safeguarding employee well-being and promoting a sustainable work-life balance. By guaranteeing time to rest, the law recognises that productivity and job satisfaction depend on the ability to recharge and maintain balance outside the workplace.

Vacation Leave

Under the Annual Leave National Standard Order (Subsidiary Legislation 452.115), a full-time employee working 40 hours per week is entitled to 192 hours of paid annual leave each year. If an employee’s average weekly hours over a 17-week period are more or less than 40, their leave entitlement is adjusted on a pro-rata basis in accordance with the Organisation of Working Time Regulations.

In addition, in line with the National Holidays and Other Public Holidays Act (Article 6) and Regulation 8(1) of Subsidiary Legislation 452.87, if a public holiday falls on a Saturday, Sunday, or any day the employee is not normally scheduled to work, they are entitled to an extra day of vacation leave.

Vacation leave begins to accrue from the start of employment and can typically be taken in full days, though some employers may allow leave to be taken in hours. While employees have the right to annual leave, it must be approved by the employer before being taken. Once approved, leave cannot be cancelled unilaterally – it requires the agreement of both employer and employee.

Employees may also carry over up to 50% of their unused annual leave to the following year, provided there is a written agreement with the employer under the Organisation of Working Time Regulations. Any carried-over leave must be used first and cannot be carried forward a second time.

Importantly, the law protects a minimum of four weeks (160 hours) of annual leave that cannot be replaced with payment or allowances, except in cases where the employment relationship ends. This ensures employees receive a guaranteed period of rest each year, reflecting the core principle that leave is about time off, not just compensation.

Finally, if the employee takes more vacation than the statutory minimum, any excess leave becomes a civil debt owed to the employer upon termination of the employment relationship.

Sick Leave

Sick leave in Malta is governed by the Minimum Special Leave Entitlement Regulations (Subsidiary Legislation 452.101). Employees are entitled to sick leave whenever they provide a medical certificate confirming that they are unfit for work. The length of entitlement varies depending on the job type and industry, in accordance with the relevant Wage Regulation Order (WRO). For sectors not covered by a WRO, employees are entitled to two working weeks of paid sick leave per year, calculated in hours and adjusted to deduct the equivalent of any sickness benefit they may receive under the Social Security Act.

Part-time employees and employees with less than one year of service receive a pro-rata entitlement to sick leave on full pay, also adjusted for Social Security sickness benefits. While employers may choose to grant additional sick leave, they cannot provide less than the minimum legally required entitlement.

Employees must provide a medical certificate from a practitioner of their choice to justify any absence. For sick leave of seven days or less, the certificate should be presented upon returning to work, while for longer absences, it must be submitted within one week from the start of the absence. To prevent abuse, employers may request an examination by a doctor of their own choosing, and any conflicting assessments may lead to an investigation. However, suspected abuse of sick leave does not, on its own, constitute a good and sufficient cause for termination under Maltese law, unless otherwise proven.

Employers are only obliged to pay wages for the period of sick leave as specified by law. If the sickness continues beyond the employee’s entitlement, they may claim sickness benefits from Social Security, if eligible.

Maltese law also addresses cases where sick leave coincides with scheduled vacation. If an employee falls sick immediately before a scheduled vacation, the employer may refuse the vacation. Conversely, if sickness occurs during pre-arranged vacation, the vacation leave is considered unused.

Forced Leave

Forced leave occurs when an employer requires an employee to take their annual leave at a time determined by the employer, rather than by mutual agreement. In such cases, the employer must provide a written justification for the forced leave within a reasonable period before it begins. If the forced leave exceeds the employee’s annual leave entitlement, this does not create a civil debt in favour of the employer.

Regarding company shutdowns, unless otherwise agreed with the employee or a trade union, the employer may only apply up to twelve working days of annual leave to cover temporary closures. This includes short shutdowns for bridge holidays or other brief closures of all or part of the workplace. Employers are required to notify all employees of any planned shutdown by the end of January each calendar year.

Urgent Family Leave

Employees in Malta are entitled to 32 hours of paid urgent family leave each year, which can be used in cases of sickness or accidents affecting immediate family members. Of these 32 hours, the first 16 hours are deducted from the employee’s annual leave entitlement, while the remaining 16 hours are deducted from their annual sick leave entitlement.

Injury Leave

In Malta, injury leave is governed by the Minimum Special Leave Entitlement Regulations. Employees who suffer an injury while performing their work duties – and not due to their own negligence or a breach of safety rules – are entitled to up to one year of injury leave with full pay. This amount is reduced by any injury benefit the employee may receive under the Social Security Act.

The purpose of injury leave is to give employees the necessary time to recover and return safely to work after a workplace accident. Importantly, during this period, vacation leave and bonuses continue to accrue, ensuring that employees do not lose other entitlements while recovering from their injury.

Jury Service Leave

In Malta, jury service leave is governed by the Minimum Special Leave Entitlement Regulations. Under this legislation, every employee is entitled to time off on full pay to fulfil their civic duty of attending court as a juror. The duration of the leave depends on the length of the court proceedings, ensuring employees have sufficient time to participate. Employees are required to inform their employer in advance and provide proof of their jury service before taking this leave.

Quarantine Leave

Under the Minimum Special Leave Entitlement Regulations, employees in Malta are entitled to quarantine leave whenever required by the Superintendent of Public Health or another relevant public authority. This leave applies in situations such as pandemic outbreaks or other national or global health emergencies, and its duration is determined by the directives of the health authority.

Conclusione  

Malta’s employment law provides employees with a wide range of statutory leave entitlements, including annual leave, sick leave, injury leave, urgent family leave, jury service leave, forced leave, and quarantine leave. Each type of leave is designed to protect employees’ rights, promote well-being, and ensure a healthy work-life balance, while also providing flexibility to accommodate the operational needs of employers.

It is important for employees to understand their rights, including how leave accrues, how it interacts with other entitlements, and the procedures for taking it. Equally, employers must comply with these statutory obligations and provide leave as required by law. If an employer fails to grant any of the above-mentioned statutory leave, employees have the right to lodge a complaint with the Department of Industrial and Employment Relations (DIER), which can evaluate the case and, if necessary, initiate court action to ensure compliance with these rules, employers not only avoid legal risks but also foster healthier, fairer, and more sustainable workplaces.

Questo articolo è solo a scopo informativo e non deve essere interpretato come consulenza legale. Le informazioni fornite riflettono la legge così come si presenta alla data di pubblicazione del blog. Per la versione più aggiornata o per una consulenza su misura per le tue circostanze specifiche, ti incoraggiamo vivamente a consultare un avvocato.

Articolo e ricerca a cura della Sig.ra Caitlin Turner, Laurea in Giurisprudenza (con lode) (Melit.), attualmente sta seguendo un Master in Advocacy presso l'Università di Malta.

Sciberras Advocates, fondato dall'Avvocato Adrian Sciberras, è uno studio legale con sede a Malta. Lo studio si vanta di essere multidisciplinare, innovativo e flessibile per far fronte ai tempi che cambiano e a qualsiasi sfida nello scenario legale locale e internazionale. Qualunque siano le complesse esigenze private o societarie richieste, Sciberras Advocates offre soluzioni legali pratiche ed economiche per raggiungere i risultati desiderati. È possibile contattare Sciberras Advocates telefonicamente al numero +35627795222o via email su [email protected].

From the series The Malta Employment Lawyer Explains – Article 2

Working Hours And Overtime

Introduzione

The Transparent and Predictable Working Conditions Regulations require employers to inform employees about their normal pay rates and normal working hours. These working time standards are not only about productivity but also about safeguarding employee well-being.

Working hours, rest breaks, and overtime rules in Malta are designed to protect workers by:

• Setting clear limits on maximum working hours;
• Ensuring employees receive adequate rest periods;
• Providing fair compensation for extra hours worked.

Employers are also legally obliged to maintain accurate and up-to-date records of employee working hours. These records must be available for inspection by authorities and preserved for at least two years.

Standard Working Hours in Malta

The standard full-time workweek in Malta is 40 hours. However, employers may sometimes require employees to work additional hours. However, with overtime, the maximum average working time cannot exceed 48 hours per week, calculated over a reference period – normally of 4 months, but this can extend to 6 months under a collective agreement, or up to 12 months in exceptional cases with authority approval.

In any case, employees may voluntarily opt out of the 48-hour maximum, but this must be in writing and can be revoked with reasonable notice. Moreover, if an employee does not consent to work more than the average 48 hours, the employer cannot force them or take retaliatory action against them.

Contracts of employment may also specify allowances for overtime, stating that a fixed payment covers a certain number of extra hours, provided the 48-hour average cap is respected.

Rest Periods and Breaks

Rest entitlements ensure employees have adequate time to recover. Employees are entitled to:

• Daily rest: At least 11 consecutive hours of rest in every 24-hour period;
• Weekly rest: At least 24 consecutive hours of rest every 7 days, or 48 consecutive hours over a 14-day period. Ideally, this rest should include a Sunday.
• In-work breaks: Employees working more than 6 hours are entitled to at least 15 minutes of rest.

Night Shift and Weekend Work

Special protections apply for employees working at night or on weekends:

• Night workers: Defined as employees who regularly work at least 3 hours during the night (10 PM – 6 AM).
  • Maximum average: 8 hours in any 24-hour period (including overtime), calculated over a reference period;
  • Health checks: Night workers are entitled to free health assessments before starting and at regular intervals thereafter.

• Weekend work:
  • No separate maximum hours exists beyond the 48-hour weekly cap;
  • Employees remain entitled to their weekly rest period, ideally including a Sunday.

Overtime Rules

Overtime is any work performed beyond the standard hours in the contract, collective agreement, or 40-hour baseline.

When it comes to payment for overtime, employees in industries without a Wage Regulation Order (WRO) must be paid 1.5x their normal hourly rate for overtime. However, when it comes to industries with a WRO, the compensation for overtime work depends on the specific industry, and which often include higher rates for work on Sundays or public holiday.

Accordingly, employers may require overtime only if:

• Total hours remain within the 48-hour weekly average, or
• The employee has given written consent to work beyond this.

Employees cannot be forced to consent to exceeding the 48-hour average. Refusal cannot lead to punishment or discrimination. Moreover, employees who would have consented to work overtime, may withdraw consent at any time, by providing a  written notice.

In any case, in accordance with the Protection of Maternity (Employment) Regulations, employees cannot be required to work overtime:

• During pregnancy.
• For 12 months following the birth or adoption of a child.

Conclusione

Working hours and overtime rules in Malta are carefully regulated to strike a balance between productivity, fair pay, and employee well-being. The 48-hour weekly cap protects employees from excessive working hours, while allowing flexibility where workers voluntarily consent. Rest entitlements and protections for night, weekend, and pregnant workers demonstrate Malta’s commitment to safeguarding workers’ health.

By maintaining compliance with these rules, employers not only avoid legal risks but also foster healthier, fairer, and more sustainable workplaces.

Questo articolo è solo a scopo informativo e non deve essere interpretato come consulenza legale. Le informazioni fornite riflettono la legge così come si presenta alla data di pubblicazione del blog. Per la versione più aggiornata o per una consulenza su misura per le tue circostanze specifiche, ti incoraggiamo vivamente a consultare un avvocato.

Articolo e ricerca a cura della Sig.ra Caitlin Turner, Laurea in Giurisprudenza (con lode) (Melit.), attualmente sta seguendo un Master in Advocacy presso l'Università di Malta.

Sciberras Advocates, fondato dall'Avvocato Adrian Sciberras, è uno studio legale con sede a Malta. Lo studio si vanta di essere multidisciplinare, innovativo e flessibile per far fronte ai tempi che cambiano e a qualsiasi sfida nello scenario legale locale e internazionale. Qualunque siano le complesse esigenze private o societarie richieste, Sciberras Advocates offre soluzioni legali pratiche ed economiche per raggiungere i risultati desiderati. È possibile contattare Sciberras Advocates telefonicamente al numero +35627795222o via email su [email protected].

Sciberras Advocates has issued a newly updated version of its comprehensive guidebook, Identitas. This resource is designed to be used as a guide on anything immigration in Malta, but mainly to simplify the process, ensuring that one has clear, comprehensive, and accessible information at the fingertips.

Identitas offers a comprehensive overview of the various procedures that third-country nationals encounter when seeking work permits, changing employment, pursuing family reunification, and more. The new version includes all updates in relation to the new Malta Labour Migration Policy in 2025 and the newly Pre-Integration Courses which are now open.

A digital copy of the latest version of Identitas is available for download here:

https://sciberras.legal/wp-content/uploads/2024/08/Identitas-by-Sciberras-Advocates.pdf.

Questo articolo è solo a scopo informativo e non deve essere interpretato come consulenza legale.

Articolo scritto dalla Sig.ra Charlene Sciberras, B.A. (Hons), collaboratrice esterna, specialista in marketing e amministrazione aziendale con un focus particolare su questioni societarie, contabili e legali.

Sciberras Advocates, fondato dall'Avvocato Adrian Sciberras, è uno studio legale con sede a Malta. Lo studio si vanta di essere multidisciplinare, innovativo e flessibile per far fronte ai tempi che cambiano e a qualsiasi sfida nello scenario legale locale e internazionale. Qualunque siano le complesse esigenze private o societarie richieste, Sciberras Advocates offre soluzioni legali pratiche ed economiche per raggiungere i risultati desiderati. È possibile contattare Sciberras Advocates telefonicamente al numero +35627795222o via email su [email protected].

From the series The Malta Employment Lawyer Explains – Article 1

Understanding The Basics Of The Employer-Employee Relationship

Introduzione

Employment law lies at the foundation of every fair and functioning workplace. In Malta, while working conditions may differ across industries, there are core legal standards that every employer must uphold. These standards are designed to protect employees, promote fairness, and ensure safe and dignified working conditions for all.

Malta’s employment framework covers key aspects such as working hours, minimum wage, health and safety, termination, and parental leave. These not only safeguard employees’ rights but also guide employers in maintaining lawful and ethical practices.

Whether you are an employee seeking to understand your rights or an employer striving to meet your obligations, a solid grasp of Malta’s employment law is essential. This first article in our Employment Law Series explores the key principles that govern the local workplace and the legal framework that underpins employer–employee relationships.

The Written Contract

Every employment relationship in Malta must be governed by a written statement of employment – a legally binding document that outlines the terms and conditions of work. Employers are required to provide a copy of this written information statement within seven calendar days of an employee’s first day of work.

In line with the Transparent and Predictable Working Conditions Regulations (S.L. 452.126), employers must supply this information in writing – either on paper or electronically – ensuring it can be accessed, stored, and printed by the employee.

The written statement must specify key details such as:

• Employer’s name, registration number, and business address;
• The place of work and job title;
• A description of duties;
• Commencement date and, where applicable, end date (for fixed-term contracts);
• Salary, working hours, leave entitlements, notice periods, and other key conditions of work.

In addition, an employment contract may also be provided.

Employment contracts can be fixed-term (with a set expiry date) or indefinite (open-ended). Regardless of the type, terms cannot be changed unilaterally – both parties must agree to any amendments.

Employers must also provide employees with copies of relevant workplace policies, including disciplinary procedures. Both sides are entitled to seek legal advice before signing to ensure full understanding of their rights and obligations.

Employed vs Self Employed

Under Article 2 of the Employment and Industrial Relations Act (EIRA), an employee is defined as a person working under a contract of service and under the direction and control of another. Those providing services independently, without such control, are generally classified as self-employed.

The Employment Status National Standard Order (S.L. 452.108), in Article 3, sets out criteria to help determine employment status: an employment relationship is deemed to exist if a worker meets at least five of the following criteria:

1. The worker depends on one person or entity for at least 75% of their annual income.
2. The person for whom the service is provided determines the work to be done, as well as how and where it is carried out.
3. The work is performed using tools, equipment, or materials supplied by that person.
4. The worker follows a schedule or minimum working periods set by the person receiving the service.
5. The worker cannot subcontract the work to others.
6. The worker is integrated into the organisation’s structure or hierarchy.
7. The work performed is a core activity of the organisation.
8. The worker performs similar duties to existing employees, or to those previously done by employees before the work was outsourced.

Employees may be full-time, whole-time, or part-time. Importantly, Maltese law ensures that part-timers are not treated less favourably than full-timers regarding pay and benefits.

Sources of Maltese Employment Law

The cornerstone of Maltese employment law is the Employment and Industrial Relations Act (EIRA), Chapter 452 of the Laws of Malta. This Act regulates essential aspects such as wages, working conditions, discrimination, and termination procedures.

Other key sources include:

• Wage Regulation Orders (WROs): Define sector-specific minimum standards and leave entitlements.
• Health and Safety at Work Act (Cap. 646 of the Laws of Malta): Establishes the Occupational Health and Safety Authority (OHSA) to safeguard the well-being of workers.
• Employment and Training Services Act (Cap. 594 of the Laws of Malta): Regulates employment services, traineeships, and third-country national employment, and establishes Jobsplus and the National Employment Authority.

Judgments from the Industrial Tribunal, Court of Appeal, and the European Court of Justice (CJEU) also play an important interpretative role, even though Malta does not follow the doctrine of precedent.

Conclusione

Employment law in Malta provides the framework for a balanced and fair relationship between employers and employees. Grounded in both national legislation and EU principles, it promotes a just, transparent, and sustainable labour market.

By understanding and adhering to these legal standards, employers can operate responsibly while employees can work confidently knowing their rights are protected. Ultimately, awareness and compliance foster workplaces built on trust, fairness, and mutual respect – the hallmarks of a modern and equitable employment environment.

Questo articolo è solo a scopo informativo e non deve essere interpretato come consulenza legale. Le informazioni fornite riflettono la legge così come si presenta alla data di pubblicazione del blog. Per la versione più aggiornata o per una consulenza su misura per le tue circostanze specifiche, ti incoraggiamo vivamente a consultare un avvocato.

Articolo e ricerca a cura della Sig.ra Caitlin Turner, Laurea in Giurisprudenza (con lode) (Melit.), attualmente sta seguendo un Master in Advocacy presso l'Università di Malta.

Sciberras Advocates, fondato dall'Avvocato Adrian Sciberras, è uno studio legale con sede a Malta. Lo studio si vanta di essere multidisciplinare, innovativo e flessibile per far fronte ai tempi che cambiano e a qualsiasi sfida nello scenario legale locale e internazionale. Qualunque siano le complesse esigenze private o societarie richieste, Sciberras Advocates offre soluzioni legali pratiche ed economiche per raggiungere i risultati desiderati. È possibile contattare Sciberras Advocates telefonicamente al numero +35627795222o via email su [email protected].

Pre-Departure Course Now Compulsory for First-Time Single Work Permit Applicants

Following the article published in November 2025, Further Updates: Implementation of the Malta Labour Migration Policy, about the new mandatory pre-departure course required for all TCNs applying for a single permit, we would like to remind all first time applicants and local employers that the Skills Pass Portal is now open. Identità will begin with verifying certificates as of 1^st March 2026.

Full details here:

Before travelling to Malta, all first-time TCN applicants will be required to complete a mandatory pre-departure course and present a valid certificate as part of the single permit application documents.

Course Structure

The programme will follow Malta’s national integration standards and include modules on:

• Basic English-language skills
• Cultural awareness
• Hygiene and workplace conduct
• Rights and obligations at work
• Respect for civic and human rights
• Other essential integration topics

Assessment & Certification

• Applicants must pass an online test delivered through the Skills Pass platform.
• Only successful candidates may proceed with a work permit application.
• The course fee is €250.
• After the assessment, applicants must attend a live online interview to confirm their English proficiency and understanding of the course content.

For sectors such as tourism and hospitality, where Skills Pass requirements already exist, an additional sector-specific course must be completed.

Implementation Timeline

• Skills Pass Portal: Open now
• Identità begins verifying certificates: 1 March 2026

Questo articolo è solo a scopo informativo e non deve essere interpretato come consulenza legale.

Articolo scritto dalla Sig.ra Charlene Sciberras, B.A. (Hons), collaboratrice esterna, specialista in marketing e amministrazione aziendale con un focus particolare su questioni societarie, contabili e legali.

Sciberras Advocates, fondato dall'Avvocato Adrian Sciberras, è uno studio legale con sede a Malta. Lo studio si vanta di essere multidisciplinare, innovativo e flessibile per far fronte ai tempi che cambiano e a qualsiasi sfida nello scenario legale locale e internazionale. Qualunque siano le complesse esigenze private o societarie richieste, Sciberras Advocates offre soluzioni legali pratiche ed economiche per raggiungere i risultati desiderati. È possibile contattare Sciberras Advocates telefonicamente al numero +35627795222o via email su [email protected].

A year of growth, insight and impact in Malta’s legal field.

As 2025 draws to a close, Sciberras Advocates looks back on a year defined by strategic legal updates, informative thought leadership, precedent-setting legal victories, and deepened client support across multiple areas of Maltese law. From significant immigration policy development updates to practical guides that help clients navigate complex procedures, this year’s work reflects our firm’s commitment to clarity, professionalism, and practical legal solutions. Here’s a roundup of the major milestones, achievements, and focus areas that defined the firm’s work in 2025.

Thought Leadership on Major Immigration Policy Reform

One of the most notable focuses of 2025 has been the Malta Labour Migration Policy, which introduced sweeping changes affecting third-country nationals (TCNs), employers, and legal practitioners alike. Sciberras Advocates has published several key explanatory pieces to help readers understand and adapt to these reforms. These articles, together with the updates on our very own ‘Identitas’ Guidebook, served as vital resources for employers and foreign nationals navigating Malta’s evolving immigration landscape. They helped translate policy details into practical, actionable guidance for real clients and stakeholders.

Useful Legal Updates & Notifications for the Public

Throughout the year, Sciberras Advocates has kept clients informed with timely alerts on evolving legal procedures mainly on the Immigration Appeals Board (IAB), showing strong commitment towards being one of the top immigration law firms locally for third country nationals residing and working in Malta.

Enhancing Accessibility to Legal Procedures & Processes

Sciberras Advocates also dedicated significant time in 2025 to publishing step-by-step guides and updates on important legal residency procedures, including the Programma di Residenza Permanente di Malta (MPRP). As of 2025, Sciberras Advocates has been recognised as a licensed agents for the MPRP, and the firm produced a series of informative posts designed to make the pathway to long-term, permanent residence more accessible and understandable.

Property Law Insights: Living, Land & Law – Fortnight Insights

Another key focus during 2025 was property and real estate law, addressed through the firm’s Living, Land & Law: Fortnight Insights blog series. This initiative provided regular, accessible commentary on legal issues affecting property owners, buyers, developers, landlords, and tenants in Malta. The series explored practical and regulatory aspects of property transactions, ownership rights, planning considerations, and evolving legal obligations, offering readers clear guidance in an area often impacted by legislative change and market pressure. Through this fortnightly format, Sciberras Advocates reinforced its role as a trusted legal advisor in Malta’s property landscape, helping clients make informed decisions when dealing with land and real estate matters.

Landmark Court Victory on Crypto-Fraud Liability

A groundbreaking legal victory marked 2025 for the firm and for Maltese jurisprudence. In the landmark judgement: Malta Court Holds Bank Liable for Failing to Prevent Crypto Scam, Sciberras Advocates, secured a precedent-setting ruling in favour of a victim of online crypto fraud. The court ordered the bank to pay €25,000 in damages for failing to act on suspicious transactions consistent with known scam patterns, establishing that financial institutions may be liable for failing to protect customers in the context of digital-asset fraud. This ruling represents a significant development in consumer protection law and financial crime litigation in Malta, particularly as crypto scams become more sophisticated.

Practical Legal Guidance Across Other Key Areas

Sciberras Advocates also published authoritative content aimed at demystifying legal processes. Taken together, these articles reflect the firm’s multi-disciplinary approach, providing both individuals and corporate clients with clear legal frameworks and actionable guidance. Across every topic, from immigration and residency to employment and civil procedures, Sciberras Advocates has emphasised legal clarity, practical steps, and client-centric advice. The firm’s blog has become a hub for timely legal insights that resonate with both long-term residents and businesses operating in Malta. This sustained effort reinforces the firm’s position as a trusted partner in the legal landscape, one that not only responds to regulatory changes but also anticipates client needs and simplifies complex legal structures.

As Sciberras Advocates moves into 2026, the firm remains committed to delivering trusted legal counsel, accessible guidance, and proactive updates that help clients navigate Malta’s legal environment with confidence. Stay tuned for further insights, developments, and practical resources throughout the coming year.

Questo articolo è solo a scopo informativo e non deve essere interpretato come consulenza legale.

Articolo scritto dalla Sig.ra Charlene Sciberras, B.A. (Hons), collaboratrice esterna, specialista in marketing e amministrazione aziendale con un focus particolare su questioni societarie, contabili e legali.

Sciberras Advocates, fondato dall'Avvocato Adrian Sciberras, è uno studio legale con sede a Malta. Lo studio si vanta di essere multidisciplinare, innovativo e flessibile per far fronte ai tempi che cambiano e a qualsiasi sfida nello scenario legale locale e internazionale. Qualunque siano le complesse esigenze private o societarie richieste, Sciberras Advocates offre soluzioni legali pratiche ed economiche per raggiungere i risultati desiderati. È possibile contattare Sciberras Advocates telefonicamente al numero +35627795222o via email su [email protected].

New mandatory pre-departure course required for all TCNs applying for a single permit

TCNs will need to complete new course before coming to Malta to obtain a work permit. All first-time applicants must present a valid pre-departure course certificate. The course will be set on modules to follow national integration standards, covering essential elements including basic English language skills, cultural awareness, hygiene and basic conduct, rights and obligations in the workplace, respect for civil rights, among others.

Applicants will be required to sit for an assessment, and only those who pass may proceed to apply for work in Malta. Passing the test is the first step in the application process. The test, which will cost €250, will be mandatory for all workers and will be delivered through the Skills Pass platform. Following the assessments, applicants must attend a live online interview to verify both their English language proficiency and their understanding of the course content.

Certain occupations, such as tourism and hospitality linked jobs where the Skills Pass already applies, will require another sector-specific training.

The full process can be initiated online through the Skills Pass Portal. The portal officially opens on the 5^t of January 2026, with Identità beginning verification of the full course certificates as part of the single permit application process starting on 1^st of March 2026. The cost for this course will be €250.

New course to integrate in Malta for TCNs

Third-country nationals will need to take part in a 20-session course to integrate in Malta if they wish to renew their work permit for more than one year. The course, approx. 40 hours long, will be delivered by licensed Maltese institutions. 

Topics include Maltese culture and traditions, civic participation, legal and safety awareness, personal development including personal budgeting, rights and responsibilities as tenants and language learning (English/Maltese). Those who successfully complete this integration course will also be eligible for an extension of their renewal period.

Jobsplus to handle TCNs’ suitability check for employment

In addition to the new mandatory courses, applicants will undergo a suitability check by Jobsplus. This will be based on criteria such as the verification of the required Skills Card, recognition of qualifications by the Malta Qualifications Recognition and Information Centre (MQRIC) where applicable, and a declaration of suitability that must be signed by the employer.

Certain TCNs can renew work permit for more than one year

To promote retention, employees who have completed a year of employment in Malta may renew their work permits for more than one year if specific requirements are met. Those in higher-skilled occupations may receive a two-year renewal if they have an employment contract of at least two years. Applicants in lower-skilled occupations may also receive a renewal of up to two years, if they have a contract of at least two years.

Single Permit Directive changes on the protection of worker rights

Regarding the protection of worker rights, the Single Permit Directive is being amended to strengthen enforcement against worker exploitation. Maltese authorities will have the power to disqualify employers from applying for third-country workers in case they are found to have breached workers’ rights. Employers are not allowed to receive any financial compensation from workers in relation to recruitment or termination, as this would be in breach of the law.

We encourage employers and third country nationals employees to contact us for support on [email protected].

Questo articolo è solo a scopo informativo e non deve essere interpretato come consulenza legale.

Articolo scritto dalla Sig.ra Charlene Sciberras, B.A. (Hons), collaboratrice esterna, specialista in marketing e amministrazione aziendale con un focus particolare su questioni societarie, contabili e legali.

Sciberras Advocates, fondato dall'Avvocato Adrian Sciberras, è uno studio legale con sede a Malta. Lo studio si vanta di essere multidisciplinare, innovativo e flessibile per far fronte ai tempi che cambiano e a qualsiasi sfida nello scenario legale locale e internazionale. Qualunque siano le complesse esigenze private o societarie richieste, Sciberras Advocates offre soluzioni legali pratiche ed economiche per raggiungere i risultati desiderati. È possibile contattare Sciberras Advocates telefonicamente al numero +35627795222o via email su [email protected].