Malta: Employment and HR

Malta's new Act X of 2026 introduces groundbreaking protections for individuals who have recovered from oncological diseases, establishing a legal right to be forgotten in employment and financial services contexts. What obligations will employers face when the Act takes effect on January 1, 2027, and how must recruitment practices, medical information handling, and existing employment relationships be restructured to comply with these new protections?

Malta has introduced significant reforms to family-related leave entitlements in 2026, including new provisions for parents of children born abroad through surrogacy, extended parental leave benefits for self-employed individuals, miscarriage leave, and special parental bereavement leave. These legislative changes expand the scope of statutory protections and require both employers and employees to review their policies and understand their rights under the updated framework.

Remote and hybrid work arrangements in Malta carry significant legal implications that extend far beyond operational convenience. Employers must navigate a complex web of employment protections, working-time regulations, data protection requirements, anti-discrimination duties, and cross-border tax considerations. Without proper contractual frameworks and compliance procedures, organizations risk employment claims, discrimination awards, regulatory enforcement action, and unexpected permanent establishment

Malta has transposed the EU Pay Transparency Directive through new regulations that impose strict deadlines and comprehensive obligations on employers. With most provisions already in force, employers face an eight-day deadline to respond to pay information requests, mandatory gender pay gap reporting starting in 2027, and criminal liability for non-compliance. Understanding these requirements and their deviations from the EU framework is essential for employers operating in Malta.

Remote and hybrid work arrangements in Malta carry significant legal implications that extend far beyond operational convenience. Employers must navigate a complex web of employment protections, working-time regulations, data protection requirements, anti-discrimination duties, and cross-border tax considerations. Without proper contractual frameworks and compliance procedures, organizations risk employment claims, discrimination awards, regulatory enforcement action, and unexpected permanent establishment

Maltese employment law departs from the ordinary civil rule that claimants must prove their allegations when it comes to discrimination claims. Once an employee establishes facts suggesting discriminatory treatment, the burden shifts to the employer to prove the decision was lawful and non-discriminatory. This article examines the EU origins of this evidential framework, its implementation across multiple Maltese regulations, and how the courts have applied it in practice.

They provide a single special tax status framework covering the ground of four instruments currently in force: the Global Residence Programme, The Residence Programme, the Malta Retirement Programme and the United Nations Pensions Programme (together, the existing programmes).

In its latest global ranking, Forbes has once again recognised Malta as one of the top destinations for Americans and international retirees in 2026.

Malta has introduced a significant reform of its special tax residency framework. Effective from 1 January 2027, the new Individual Tax Programme Rules, 2026 (Legal Notice 195 of 2026) (hereinafter referred to as the “new Rules”) establish a unified regime governing Malta’s principal tax residence and retirement programmes.

In a judgment delivered on 17 June 2026, the Court of Appeal (Inferior Jurisdiction), presided over by Mr Justice Lawrence Mintoff, overturned the decision of the Industrial Tribunal dated 24 April 2025 in the case of John Oliver George Taylor vs In My Mind Limited.

When can an employer in Malta dismiss an employee without conducting a disciplinary hearing? A recent Industrial Tribunal decision challenges the established norm that procedure always prevails over merits, examining the circumstances under which repeated insubordination and workplace safety violations may justify summary dismissal without formal disciplinary proceedings.

In a recent preliminary decision number 3174 decided on 22 April 2026, the Industrial Tribunal was faced with an unfair dismissal claim. This decision provided the Tribunal with an opportunity to consolidate...