Market Intelligence

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 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.

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.

Malta's new Equal Pay Regulations introduce a restrictive 'single source' test for cross-employer pay comparisons that may conflict with EU law. This analysis examines whether Regulation 8's requirement that undertakings be under common control and carry out the same economic activity is compatible with the broader CJEU interpretation established in Lawrence and codified in Directive 2023/970.

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 introduced amendments to the Minimum Special Leave Entitlement Regulations, establishing a uniform minimum entitlement of three working days for both marriage leave and bereavement leave across all employment sectors. This reform addresses historical discrepancies between sectors that previously resulted in inconsistent leave entitlements, with some employees receiving only one day of bereavement leave and two days of marriage leave while others enjoyed more favorable terms under specific Wage Reg