Effective 29 June 2026
The former Wage Regulation Orders (WROs) have been replaced by the new Conditions of Work Regulations, introducing a number of important changes affecting employees across different sectors.
Below is a summary of the principal changes.
Minimum Wage
The previous age-based minimum wage rates have been replaced by a single minimum wage applicable to all employees, regardless of age.
This means that the separate minimum wage rates previously applicable to employees under the ages of 16 and 18 have been eliminated.
Different minimum rates may, however, still apply depending on the employee's role.
Sick Leave
Sick leave entitlement has remained the same. However, the entitlement is now applicable to employees across all sectors from the first day of employment on a pro rata basis.
Employers should also consider implementing a clear Sickness Policy covering matters such as:
- Reporting procedures
- Medical certificates
- Company doctor visits
- Employee obligations
Uniforms and PPE
Uniforms and Personal Protective Equipment (PPE) must be provided to employees free of charge.
Employers may not make deductions from an employee's wage for the loss of or damage to uniforms or PPE.
Where negligence exists, employers may apply to the Department for Industrial and Employment Relations (DIER) for authorisation to impose fines.
Special Leave
Employees across different working sectors are now entitled to:
- 3 Days Marriage Leave
- 3 Days Bereavement Leave
Standby and Waiting Time
Where an employee is physically present at the workplace and is instructed to remain on standby, this waiting time is considered working time.
The employee must therefore be paid either at the minimum wage or at the rate stipulated by the applicable regulation.
Tips
Within the Hotels & Clubs sector, tips may not form part of an employee's contractual wage.
Tips should instead be paid over and above the contractual wage.
Collective Agreements
Where a collective agreement and the applicable Conditions of Work Regulations provide different conditions, the provision that is more favourable to the employee will prevail.
How DFK Malta Can Help
Employers should review their current employment documentation and internal procedures to ensure that they reflect the new Conditions of Work Regulations.
Should you require assistance in reviewing your current employment documentation or implementing these changes, our HR team will be pleased to assist.
Key Contacts
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