As of 15 July 2025, Malta’s employment landscape has been transformed by the Transparent and Predictable Working Conditions (Amendment) Regulations, 2025 (L.N. 112/2025), published in Government Gazette No. 21,460 on 27 June 2025. These amendments to the Employment and Industrial Relations Act usher in an era of salary transparency, equipping both jobseekers and employees with clear, comparable pay information and strengthening protections against unjustified wage disparities.

Under the new rules, all job advertisements must include either a fixed salary or a defined salary range, and, where relevant, the pay terms of any applicable collective agreements. This requirement ensures applicants understand compensation expectations before entering a contract, fostering informed decision making and market wide fairness.

Key entitlements for current employees now include:

• The right to request their own gross annual pay and hourly rate, as well as
• The ability to obtain pay levels of colleagues performing the same role. Employers must respond in writing within two months of such requests, ensuring ongoing transparency and enabling staff to identify and address potential internal pay gaps.

To combat wage discrimination, the regulations extend to workers covered by collective agreements, mandating disclosure not only of base salaries but also of additional income components, such as bonuses, allowances, and benefits. This holistic approach helps verify that all elements of remuneration are applied equitably, regardless of gender, age, or other protected characteristics.

These amendments align Malta with the forthcoming EU Pay Transparency Directive (effective EU wide in 2026), giving local employers a head start on compliance. While the regulations took effect immediately, organisations had a two month grace period to update job postings, employment contracts, and internal policies to meet the new disclosure requirements. These regulations will come into affect on the 27th August 2025.

Failure to comply may result in enforcement action under Article 48(2) of the Employment and Industrial Relations Act, including administrative penalties. Employers are therefore encouraged to:

• Review recruitment materials and ensure all vacancies state salary ranges or exact pay,
• Implement procedures for handling employee pay information requests, and
• Audit existing pay structures to identify and rectify any unjustified disparities.

By mandating pre employment pay disclosures and empowering staff with comparative wage data, Malta’s 2025 reforms mark a significant step toward equitable workplaces and reinforce the principle of “equal pay for equal work.” For the full text of the amendment regulations, visit the Legislation Malta portal.

If you’d like to stay ahead of these changes and ensure seamless compliance, get in touch with our team for tailored advice and insights.