A couple of weeks ago, the Transparent and Predictable Working Conditions (Amendment) Regulations, 2025 introduced important changes aimed at increasing pay transparency in the workplace. These changes form part of Malta’s initial steps toward transposing the EU Pay Transparency Directive, which is set to become fully effective by June 2026.
The legal notice introduces two key rights:
- Pre-employment Pay Transparency
Job applicants must be informed of the initial pay or salary range applicable to the position in question. Where relevant, employers must also disclose any pay provisions under applicable collective agreements. This information is to be provided before the start of employment. - Pay Transparency During Employment
Workers are entitled to request information about their own pay level, as well as pay levels for categories of workers performing the same work as them. Employers must respond to such requests in writing within a reasonable timeframe, and in any event, no later than two months from the date of the request.
These new rights and obligations will come into force by the end of August 2025.
We strongly encourage employers to review and, where necessary, implement objective, gender-neutral job evaluation and classification systems to meet the transparency and equality standards now being reinforced through legislation.
For any further information or tailored legal advice, please do not hesitate to contact the team at David Zahra & Associates Advocates.
