Skip to content

Independent Malta immigration reference · Verified against official guidance

Malta·Pathway

Malta Employment Contract: What Must Be Included and Your Rights 2026

Malta's Employment and Industrial Relations Act requires employers to provide a written statement of particulars. This guide explains what must be in your contract, probation rules, notice periods, and key employee rights.

Verified against Department of Industrial and Employment Relations
Last checked 9 June 2026

Mandatory contract terms under Maltese law

Every Maltese employment contract (or written statement of particulars) must include:

TermWhat it must state
Job title / descriptionRole and main duties
Start dateDate employment begins
Place of workNormal work location
SalaryRate of pay and payment frequency
Working hoursNormal hours and schedule
Annual leave entitlementDays per year (statutory minimum: 192 hours / 24 working days)
Probation periodDuration (usually up to 6 months)
Notice periodRequired notice from both parties
Collective agreementReference if sector-level agreement applies

DIER / Employment and Industrial Relations ActLast verified: 2026-06-09.

Probation period

The standard probation period in Malta is up to 6 months. During probation:

  • Either party can terminate with minimal notice (typically 1 week for employment under 6 months).
  • The employer can dismiss without stating a reason, provided they are not discriminating unlawfully.
  • After probation, dismissal requires proper grounds and statutory notice.

Some contracts attempt to extend probation beyond 6 months. Under Maltese law, this may not be enforceable for standard employment contracts — confirm with DIER or a legal adviser if your contract states a longer period.

Notice periods after probation

Length of serviceMinimum notice
Less than 1 month1 week
1 month to 6 months (probation period)1 week
6 months to 2 years2 weeks
2–4 years4 weeks
4–7 years6 weeks
7–11 years8 weeks
11+ yearsUp to 12 weeks (increasing with service)

DIER / EIRAStatutory minimums. Contracts may provide for longer notice. Last verified: 2026-06-09.

Red flags in Malta employment contracts

Watch for: notice period shorter than the statutory minimum (not enforceable), probation period exceeding 6 months without clear justification, salary stated only as “minimum wage” without a specific figure, and clauses that purport to waive statutory rights. None of these override the law, but they signal an employer who may not follow good practice.

Fixed-term vs indefinite contracts

Maltese law restricts the use of consecutive fixed-term contracts. A fixed-term contract can be renewed, but after a certain period (typically 4 years of continuous service on fixed-term contracts with the same employer), the contract may be deemed indefinite by operation of law. Employers cannot use serial fixed-term contracts to avoid giving workers indefinite status indefinitely.

Where to get help

The Department of Industrial and Employment Relations (DIER) handles employment law enforcement in Malta. If you have a dispute, DIER offers a mediation service. Claims for unfair dismissal or non-payment of wages can be brought before the Industrial Tribunal.

Get useful Malta updates

New Malta guides, practical visitor notes, and source-checked updates. No spam.

Unsubscribe anytime. We never share your email.

Next

Sources