{"id":2751,"date":"2022-03-29T12:47:35","date_gmt":"2022-03-29T10:47:35","guid":{"rendered":"https:\/\/sciberras.legal\/?p=2751"},"modified":"2024-01-31T12:32:35","modified_gmt":"2024-01-31T11:32:35","slug":"the-employment-scenario-in-malta","status":"publish","type":"post","link":"https:\/\/sciberras.legal\/it\/2022\/03\/29\/the-employment-scenario-in-malta\/","title":{"rendered":"The employment scenario in Malta"},"content":{"rendered":"

Today\u2019s article will go through various terms related to the employment scenario in Malta. Please note that the below is basic information.<\/p>\n\n\n\n

Maltese Labour Law<\/strong><\/p>\n\n\n\n

The primary legislation for labour law is the Constitution of Malta, the Employment and Industrial Relations Act (EIRA), the Employment Commission Act, the Employment and Training Services Act and EU Regulations and Directives.<\/p>\n\n\n\n

Employment Contract<\/strong><\/p>\n\n\n\n

An employment contract is obligatory for each employment, where a person binds him\/herself to render service to, or to do work for, an employer in return of wages. Even a verbal agreement between an employee and an employer is valid and is enforceable by law. When an employment contract is drafted, it ensures that employees have all their rights safeguarded, such as the right to work in a safe workplace, that at least the national minimum wage is paid, gender equality, vacation leave, and that no discrimination will take place.<\/p>\n\n\n\n

Probation Period<\/strong><\/p>\n\n\n\n

The probation is an established period during which the employee is assessed by the employer on suitability for the job and the employee decides whether he\/she wants to continue the employment in that job. During probation either party may terminate the employment without assigning any reason, provided that one week notice is given if the employment has exceeded one month. The whole probationary period is payable with the rate of wage agreed.<\/strong><\/p>\n\n\n\n

Wages<\/strong><\/p>\n\n\n\n

For 2022 the national minimum wage per week of a full-time employee is \u200b\u20ac\u200b\u200b182.83. On a yearly basis, the cost-of-living increase issued by the government is obligatory. A full-time employee is entitled to the full increase, while a part-time employee is entitled to it in proportion to the hours worked.<\/p>\n\n\n\n

Working Hours<\/strong><\/p>\n\n\n\n

The standard normal hours of work for a full-time employment (excluding overtime) are based on 40 hours a week. However, working hours can vary according to the sector of industry. An employer can ask an employee to work more than an average of 48 hours per week but in such a case, a written consent is required from the employee.<\/strong><\/p>\n\n\n\n

Leave<\/strong><\/p>\n\n\n\n

Every employee with a 40-hour working week is entitled to paid annual leave of 192 hours. <\/strong>There are various other leave such as: Bereavement leave\u200b, birth leave, court witness leave, injury leave, jury service leave, marriage leave, maternity leave, parental leave, sick leave, urgent family leave and others.<\/p>\n\n\n\n

Notice Period<\/strong><\/p>\n\n\n\n

When terminating employment with an indefinite contract notice needs to be given prior to the termination of employment. Notice is calculated on the employee\u2019s continuous length of service, as follows:<\/p>\n\n\n\n