Pay Transparency Obligations in Malta (2026)
Employers in Malta have already been required to comply with a first set of pay transparency obligations affecting both job applicants and existing employees. These obligations were introduced through Legal Notice 112 of 2025, amending the Transparent and Predictable Working Conditions Regulations, and have been in force since 27 August 2025.
Now, in 2026, Malta is approaching the full implementation of the EU Pay Transparency Directive, which will introduce wider obligations for employers around pay structures, transparency, and equality.
Pay transparency rights already in effect
What pay information must be given to job applicants?
Job applicants are entitled to receive information on the initial pay or salary range linked to the position they are applying for.
Where a role is covered by a collective agreement, employers must also provide the relevant pay provisions. According to guidance issued by the Department for Industrial and Employment Relations, applicants may additionally request a written breakdown of the wage structure, including fixed and variable pay components.
This information must be provided before employment begins.
What pay information can existing employees request?
Employees have the right to request:
Their individual pay level
The pay level for categories of workers performing the same or comparable work
Employers must provide this information within a maximum of two months from the date of the request.
For legal purposes, “pay level” refers to the gross annual pay and corresponding gross hourly pay, typically communicated as a salary band or range.
What should organisations have in place by June 2026?
In 2026, organisations should be moving beyond awareness and into structured readiness. This typically includes having a clear role architecture in place, defined and consistently applied pay frameworks, and documented decision-making processes around pay progression and rewards.
Equally important is internal governance. Organisations should be clear on who owns pay decisions, how information requests are handled, and how conversations around pay transparency are managed across leadership, HR, and employees. This creates consistency, reduces risk, and supports compliance as the EU Pay Transparency Directive is fully implemented.
For organisations looking to take this further, structured job evaluation is often a practical starting point. At Mdina Partners, we support organisations through this readiness phase and host webinars to help HR and leadership teams understand how to approach pay transparency in a structured and practical way.
You can sign up here to receive updates on upcoming webinars.
Luana Balzan
HR & Projects Executive
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