Country guide
Pay transparency in Malta
What the EU Pay Transparency Directive means for employers in Malta, based on its national transposition — status, thresholds, the joint-assessment trigger, and where to file.
Malta transposed the Directive via Legal Notice 173 of 2026 (Equal Pay (Transparency and Reporting) Regulations), in force 5 June 2026, completing a process begun with partial right-to-information measures in August 2025.
Malta has transposed the EU Pay Transparency Directive into national law. The obligations below are in force and follow that national statute, not the directive in the abstract.
Employers with 250+ employees come into scope from 2027. A mean pay gap of 5% or more in a role category triggers a joint pay assessment with worker representatives.
The pay-gap figures must be published, not just filed with the authority. Either way, the underlying work is the same: establish work of equal value through gender-neutral job evaluation, produce the statutory pay-gap report in the national format, and run a joint assessment where the gap is too wide.
Obligations at a glance
| Reporting threshold | 250+ employees (from 2027) |
|---|---|
| Joint pay assessment | 5% gap |
| Reporting frequency | Annual |
| Public publication | Required |
| Competent authority | National Commission for the Promotion of Equality (NCPE) |
Frequently asked
Is the EU Pay Transparency Directive in force in Malta?
Malta has transposed the EU Pay Transparency Directive into national law. The obligations below are in force and follow that national statute, not the directive in the abstract.
Which employers have to report in Malta?
Employers with 250+ employees come into scope from 2027.
What triggers a joint pay assessment in Malta?
A mean pay gap of 5% or more in a role category triggers a joint pay assessment with worker representatives.
This guide summarises publicly available information for orientation only. It is not legal advice — confirm every figure against Malta's own transposition text before relying on it.