[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-mt\u002Fwork-in-malta\u002Flabour-law\u002Ffair-treatment":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":26,"rendered":35,"description":36,"body":37,"body_blocks":38,"call_to_action":39,"owner":46,"authors":54,"show_related_pages":56,"related_pages":57,"related_sites":126,"in_subsite":56,"contact_page_url":7,"banner_message":127},498,"fair-treatment","Fair Treatment",null,"","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Ffair-treatment","labourlaw.labourlawpage","en_MT","2025-07-27T04:33:25.957710+00:00","2026-04-08T14:10:20.812265+00:00","\u002Fcms\u002Fpages\u002F498\u002Fedit\u002F",[16,19,22,25],{"title":17,"slug":18},"Malta","en-mt",{"title":20,"slug":21},"Work in Malta","work-in-malta",{"title":23,"slug":24},"Labour Law","labour-law",{"title":6,"slug":5},{"title":27,"description":8,"image":28,"canonical":29,"robots":30,"og_type":31,"twitter_card":32,"locale":18,"created_at":33,"last_modified_at":34},"Work Discrimination, Fair Treatment - Malta","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Ffair-treatment\u002F","index, follow","website","summary_large_image","2025-07-27T06:33:25.957710+02:00","2026-04-08T16:10:20.963111+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Fair Treatment\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2026-03-31\u003C\u002Fspan>\n\n  \n\n    \n  \n  \n  \t\n\t\n\t\n\n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Equal Pay\u003C\u002Fh2>\n          \u003Cp>The Constitution of Malta guarantees the same wages for women workers for the same work as men. The Employment and Industrial Relations Act regulates the equal pay for equal work provision and requires that employees in the same class of employment are entitled to the same rate of remuneration for work of equal value.\u003C\u002Fp>\n\u003Cp>It is the duty of the employer to ensure that for the same work or work of equal value, there is no direct and indirect discrimination on grounds of sex with regard to all aspects and conditions of remuneration. Employer has to ensure that where a job classification system is used for determining pay, it is based on the same criteria for both men and women and so drawn up as to exclude any discrimination on grounds of sex.\nMoreover, employees may now also request information on their own pay level, and the average pay levels for categories of workers performing the same work, and the employer must respond within a reasonable time, and in any event, no later than two months.\u003C\u002Fp>\n\u003Cp>Sources: §14 of the Constitution of Malta 1964, last amended in 2015; §3-A of the Equal Treatment in Employment Regulations (S.L.452.95); §27 of the Employment and Industrial Relations Act (CAP. 452); Equality for Men and Women Act. Cap. 456, last amended in Act No. XI of 2015; Law No 112 of 2025\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Non-Discrimination\u003C\u002Fh2>\n          \u003Cp>In accordance with article 45 of the Constitution, discrimination (meaning affording different treatment to different persons attributable wholly or mainly to their respective descriptions) on the ground of race, place of origin, political opinions, colour, creed, sex, sexual orientation or gender identity.\u003C\u002Fp>\n\u003Cp>The Employment and Industrial Relations Act also prohibits discrimination, and it is unlawful for any person to subject a job candidate or an employee (with regard to conditions of employment or dismissal) to discriminatory treatment. Discriminatory treatment is defined as any distinction, exclusion or restriction which is not justifiable in a democratic society, including discrimination made on the basis of marital status, pregnancy or potential pregnancy, sex, colour, disability, religious conviction, political opinion or membership in a trade union or in an employers’ association.\u003C\u002Fp>\n\u003Cp>Under the Equality for Men and Women Act, it is unlawful for employers to discriminate, directly or indirectly, against a person in offering employment, in employment conditions and dismissal-related matters.\u003C\u002Fp>\n\u003Cp>Under this Act, discrimination based on sex or because of family responsibilities, sexual orientation, age, religion or belief, racial or ethnic origin, or gender identity is prohibited.\u003C\u002Fp>\n\u003Cp>In accordance with the Equal Opportunities (Persons with Disability) Act 2000, an employer cannot discriminate against a qualified person with a disability on the grounds of disability in regard to procedures relative to applications for employment; the hiring, promotion or dismissal of employees; employee compensation; job training; and any other terms, conditions and privileges related to employment. Trade unions are also prohibited from engaging in discrimination on the grounds of disability. \u003C\u002Fp>\n\u003Cp>Sources: §45 of the Constitution of Malta 1964, last amended in 2015; §26-30 of the Employment and Industrial Relations Act; Equality for Men and Women Act 2012 (CAP. 456); §7-10 of the Equal Opportunities (Persons with Disability) Act 2000 (Cap. 413), last amended in 2021\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Equal Choice of Profession\u003C\u002Fh2>\n          \u003Cp>There is no restrictive provision in the \nEmployment and Industrial Relations Act.\u003C\u002Fp>\n\u003Cp>Women have the same legal rights as men when it comes to work. The Constitution, the Employment and Industrial Relations Act, and the Equality for Men and Women Act all protect women from discrimination at work. Women can do the same jobs as men and work in any industry, including physically demanding or risky ones, unless there are specific health protections during pregnancy or breastfeeding. Everyone has the right to choose their job freely, and employers must treat men and women equally in hiring, pay, and working conditions.\u003C\u002Fp>\n\u003Cp>Sources: §14 of the Constitution of Malta 1964, last amended in 2015; Part IV of the Employment and Industrial Relations Act (Cap. 452); Equality for Men and Women Act 2012 (CAP. 456); Equal Treatment in Employment Regulations (S.L. 452.95)\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Regulations on Fair Treatment\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            The Employment and Industrial Relations Act (Cap. 452), 2025\n          \u003C\u002Fli>\n          \u003Cli>\n            Organisation of Working Time Regulations (S.L.452.87)\n          \u003C\u002Fli>\n          \u003Cli>\n            National Holidays and other Public Holidays Act (CAP. 252)\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fdiv>\n\n    \n\n  \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_sexharassment_URL_\n      \n          _ll_maternity_URL_\n      \n          _ll_workwages_URL_\n      \n          _ll_forcedlabour_URL_\n      \n          _ll_minors_URL_\n      \n          _MW_FOLDER_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Your rights: discrimination at work and equal pay in Malta – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-03-31\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Equal Pay\u003C\u002Fh2>\n\u003Cp>The Constitution of Malta guarantees the same wages for women workers for the same work as men. The Employment and Industrial Relations Act regulates the equal pay for equal work provision and requires that employees in the same class of employment are entitled to the same rate of remuneration for work of equal value.\u003C\u002Fp>\n\u003Cp>It is the duty of the employer to ensure that for the same work or work of equal value, there is no direct and indirect discrimination on grounds of sex with regard to all aspects and conditions of remuneration. Employer has to ensure that where a job classification system is used for determining pay, it is based on the same criteria for both men and women and so drawn up as to exclude any discrimination on grounds of sex.\nMoreover, employees may now also request information on their own pay level, and the average pay levels for categories of workers performing the same work, and the employer must respond within a reasonable time, and in any event, no later than two months.\u003C\u002Fp>\n\u003Cp>Sources: §14 of the Constitution of Malta 1964, last amended in 2015; §3-A of the Equal Treatment in Employment Regulations (S.L.452.95); §27 of the Employment and Industrial Relations Act (CAP. 452); Equality for Men and Women Act. Cap. 456, last amended in Act No. XI of 2015; Law No 112 of 2025\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Non-Discrimination\u003C\u002Fh2>\n\u003Cp>In accordance with article 45 of the Constitution, discrimination (meaning affording different treatment to different persons attributable wholly or mainly to their respective descriptions) on the ground of race, place of origin, political opinions, colour, creed, sex, sexual orientation or gender identity.\u003C\u002Fp>\n\u003Cp>The Employment and Industrial Relations Act also prohibits discrimination, and it is unlawful for any person to subject a job candidate or an employee (with regard to conditions of employment or dismissal) to discriminatory treatment. Discriminatory treatment is defined as any distinction, exclusion or restriction which is not justifiable in a democratic society, including discrimination made on the basis of marital status, pregnancy or potential pregnancy, sex, colour, disability, religious conviction, political opinion or membership in a trade union or in an employers’ association.\u003C\u002Fp>\n\u003Cp>Under the Equality for Men and Women Act, it is unlawful for employers to discriminate, directly or indirectly, against a person in offering employment, in employment conditions and dismissal-related matters.\u003C\u002Fp>\n\u003Cp>Under this Act, discrimination based on sex or because of family responsibilities, sexual orientation, age, religion or belief, racial or ethnic origin, or gender identity is prohibited.\u003C\u002Fp>\n\u003Cp>In accordance with the Equal Opportunities (Persons with Disability) Act 2000, an employer cannot discriminate against a qualified person with a disability on the grounds of disability in regard to procedures relative to applications for employment; the hiring, promotion or dismissal of employees; employee compensation; job training; and any other terms, conditions and privileges related to employment. Trade unions are also prohibited from engaging in discrimination on the grounds of disability. \u003C\u002Fp>\n\u003Cp>Sources: §45 of the Constitution of Malta 1964, last amended in 2015; §26-30 of the Employment and Industrial Relations Act; Equality for Men and Women Act 2012 (CAP. 456); §7-10 of the Equal Opportunities (Persons with Disability) Act 2000 (Cap. 413), last amended in 2021\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Equal Choice of Profession\u003C\u002Fh2>\n\u003Cp>There is no restrictive provision in the \nEmployment and Industrial Relations Act.\u003C\u002Fp>\n\u003Cp>Women have the same legal rights as men when it comes to work. The Constitution, the Employment and Industrial Relations Act, and the Equality for Men and Women Act all protect women from discrimination at work. Women can do the same jobs as men and work in any industry, including physically demanding or risky ones, unless there are specific health protections during pregnancy or breastfeeding. Everyone has the right to choose their job freely, and employers must treat men and women equally in hiring, pay, and working conditions.\u003C\u002Fp>\n\u003Cp>Sources: §14 of the Constitution of Malta 1964, last amended in 2015; Part IV of the Employment and Industrial Relations Act (Cap. 452); Equality for Men and Women Act 2012 (CAP. 456); Equal Treatment in Employment Regulations (S.L. 452.95)\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regulations on Fair Treatment\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            The Employment and Industrial Relations Act (Cap. 452), 2025\n          \u003C\u002Fli>\n\u003Cli>\n            Organisation of Working Time Regulations (S.L.452.87)\n          \u003C\u002Fli>\n\u003Cli>\n            National Holidays and other Public Holidays Act (CAP. 252)\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment'>Sexual Harassment\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Fmaternity-and-work'>Maternity and Work\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fwork\u002Fminimum-wage\u002Fregulations\u002Fminimum-wages-regulations-malta'>Minimum Wages Regulations - Malta\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour'>Forced Labour\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth'>Minors and Youth\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-mt\u002Fwork-in-malta\u002Fminimum-wage\u002F'>Minimum Wage\u003C\u002Fa>\n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":40,"link":41},"Contact Us",{"title":40,"url":42,"description":40,"rel":43,"type":44,"id":45},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",false,[55],{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},true,[58,62,66,70,74,78,82,86,90,94,98,102,106,110,114,118,122],{"id":59,"short_title":7,"title":60,"url":61},485,"Compensation and Working Time","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Fcompensation-and-working-time",{"id":63,"short_title":7,"title":64,"url":65},486,"Annual Leave and Holidays","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Fannual-leave-and-holidays",{"id":67,"short_title":7,"title":68,"url":69},487,"Contracts and Dismissals","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":71,"short_title":7,"title":72,"url":73},488,"Notice and Severance","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":75,"short_title":7,"title":76,"url":77},489,"Family Responsibilities","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Ffamily-responsibilities",{"id":79,"short_title":7,"title":80,"url":81},490,"Maternity and Work","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Fmaternity-and-work",{"id":83,"short_title":7,"title":84,"url":85},491,"Job Protection","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection",{"id":87,"short_title":7,"title":88,"url":89},492,"Breastfeeding","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":91,"short_title":7,"title":92,"url":93},493,"Health and Safety","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Fhealth-and-safety",{"id":95,"short_title":7,"title":96,"url":97},494,"Sick Leave","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Fsick-leave",{"id":99,"short_title":7,"title":100,"url":101},495,"Work Injury Benefits","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Fsick-leave\u002Fwork-injury-benefits",{"id":103,"short_title":7,"title":104,"url":105},496,"Social Security","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Fsocial-security",{"id":107,"short_title":7,"title":108,"url":109},497,"Unemployment Benefits","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Fsocial-security\u002Funemployment-benefits",{"id":111,"short_title":7,"title":112,"url":113},499,"Sexual Harassment","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment",{"id":115,"short_title":7,"title":116,"url":117},500,"Minors and Youth","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth",{"id":119,"short_title":7,"title":120,"url":121},501,"Forced Labour","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour",{"id":123,"short_title":7,"title":124,"url":125},502,"Trade Unions","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Ftrade-unions",[],"\u003Cp>MyWage is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]