On 27 June 2025, the Maltese government published Legal Notice 112 of 2025, introducing new rules on pay transparency prior to and during employment. These rules will come into force on 27 August 2025, and form part of Malta’s ongoing efforts to transpose the EU Pay Transparency Directive (Directive (EU) 2023/970) into national law. 

Right to pay information: 

Employees can request average pay levels for roles of equal value.

Key Provisions 

Transparency Before Employment: Prospective employers are now required to provide job applicants with: 

  • The initial pay or pay range for the position being offered.
  • Where applicable, the relevant pay provisions of any collective agreement related to the position.
  • This information must be shared before the commencement of employment.  

Transparency During Employment: 

Employees have the right to request: 

  • Their individual pay level.
  • The pay levels for categories of workers performing the same work (work of equal value is not yet required).
  • Employers must respond to written requests within a reasonable time, and no later than two months from the date of the request.  

While this will not yet require the evaluation and categorisation of all jobs according to a single definition of value, it puts pressure on businesses to prepare their data and implement processes for responding to worker queries.  

An iterative approach to transposition 

These requirements are less demanding than what the Directive will ultimately require. At an event hosted at the Malta Chamber, in partnership with RSM Malta and Ganado Advocates on 30 June 2025, Diane Vella Muscat, Director General at DIER, confirmed that the plan is to progressively prepare businesses for compliance. It is unclear if this means that similar amendments will occur before the transposition deadline on 7 June 2026, but the message is clear – businesses cannot wait until the 11th hour; they need to begin getting their house in order.