The Introduction of New Conditions of Work Regulation Orders

The Introduction of New Conditions of Work Regulation Orders

Malta has enacted a substantial reform of its sectoral employment law framework through the introduction of new Conditions of Work Regulation Orders issued by virtue of Legal Notices 112 to 143 of 2026, published in the Government Gazette on the 30th of April 2026.

These new Regulation Orders shall enter into force two months from the date of publication and will repeal and replace the existing Wage Regulation Orders previously regulating minimum employment conditions across a wide range of industries.

The reform represents one of the most significant updates to Malta’s sector-specific employment legislation in recent years, introducing a more modernised and comprehensive framework regulating conditions of work across numerous sectors, such as retail, healthcare, hospitality, education, transport, manufacturing and professional services.

A Comprehensive Reform of Sectoral Employment Conditions

The newly enacted Conditions of Work Regulation Orders establish clearer and more detailed minimum standards applicable to employees within their respective sectors. Among the principal matters regulated by the new Orders are:

• minimum wage entitlements;
• hours of work;
• overtime remuneration rates;
• shift allowances and night shift premiums;
• minimum and ordinary daily and weekly rest periods;
• sick leave entitlements;
• vacation leave;
• Sunday work protections; and
• Any sector-specific employment conditions.

Notable amendments

The new Orders regulate minimum daily and weekly rest periods by reference to the Organisation of Working Time Regulations (S.L.452.87) where applicable, ensuring consistency with Malta’s broader working time framework. Similarly, employees’ entitlement to annual vacation leave shall continue to be governed in accordance with the provisions of the Organisation of Working Time Regulations.

Each Conditions of Work Regulation Order also contains provisions regulating sick leave entitlements applicable to the relevant sector. A particularly notable reform introduced consistently across all sectors is that employees shall now be entitled to sick leave from the very first day of employment. Previously, in some sectors, employees only became entitled to paid sick leave after a qualifying period of employment, for example after 6 months continuous employment.

Another significant feature of the reform is the introduction of a uniform allowance. Where employees are required to wear uniforms in the performance of their duties, such uniforms must be supplied by the employer free of charge. Likewise, employers are required to provide any necessary personal protective equipment at no cost to employees in accordance with the Minimum Requirements for the use of Personal Protective Equipment at Work Regulations (S.L.646.13)

The new framework also introduces enhanced safeguards relating to work on Sunday. Employees may only be required to work on Sundays where they have provided their written consent. Importantly, employees who choose not to consent to Sunday work must not suffer any adverse consequences or discrimination as a result of such refusal.

The reform further acknowledges the operational realities faced by shift workers in various industries. Several of the new Orders establish shift allowances and provide that employees engaged in shift work shall be entitled to additional remuneration or shift premiums in accordance with the applicable sector-specific provisions.

Certain sectors benefit from additional tailored protections introduced through the new Orders. In the education sector, the reforms of the Private Schools (Conditions of Work) Regulations Order, 2026 introduce specific provisions applicable to teachers and non-teaching staff within private schools. Teachers required to perform non-teaching duties outside normal teaching hours are entitled to minimum additional remuneration, while conditions applicable to non-teaching employees are also more comprehensively regulated, subject to any specific collective agreement which offers more favourable conditions.

Among the most distinctive protections introduced are those applicable to employees working within hospitals and clinics considered as high-risk clinical environments. Employees working in hospitals are entitled to a free meal on each working day together with tea during morning and afternoon breaks. Furthermore, where whole-time employees sustain an injury or contract a disease while on duty, they are entitled to leave on full pay for the duration of such injury or illness.

Collective Agreements and More Favourable Conditions

A consistent principle incorporated throughout the amended Orders is that where a collective agreement applies to employees falling within the scope of a Regulation Order, the more favourable conditions contained either in the collective agreement or in the Regulation Order shall prevail. This approach preserves collectively negotiated benefits while simultaneously ensuring that employees not covered by collective agreements continue to benefit from strengthened minimum protections.

List of Legal Notices Introduced

The reforms were enacted through Legal Notices 112 to 143 of 2026 and include the following Conditions of Work Regulation Orders. It is important that all employers affected by these new Orders align accordingly:

• Legal Notice 112 of 2026 – Private Security Services (Conditions of Work) Regulation Order, 2026
• Legal Notice 113 of 2026 – Private Schools (Conditions of Work) Regulation Order, 2026
• Legal Notice 114 of 2026 – Private Cleaning Services (Conditions of Work) Regulation Order, 2026
• Legal Notice 115 of 2026 – Printing and Publishing (Conditions of Work) Regulation Order, 2026
• Legal Notice 116 of 2026 – Paper, Plastics, Chemicals and Petroleum (Conditions of Work) Regulation Order, 2026
• Legal Notice 117 of 2026 – Leather Goods and Shoes Industries (Conditions of Work) Regulation Order, 2026
• Legal Notice 118 of 2026 – Construction (Conditions of Work) Regulation Order, 2026
• Legal Notice 119 of 2026 – Clay and Glass Products (Conditions of Work) Regulation Order, 2026
• Legal Notice 120 of 2026 – Cargo Clearance and Forwarding Agents Employees (Conditions of Work) Regulation Order, 2026
• Legal Notice 121 of 2026 – Canning Industry (Conditions of Work) Regulation Order, 2026
• Legal Notice 122 of 2026 – Beverage Industries (Conditions of Work) Regulation Order, 2026
• Legal Notice 123 of 2026 – Agriculture and Allied Industries (Conditions of Work) Regulation Order, 2026
• Legal Notice 124 of 2026 – Woodworks (Conditions of Work) Regulation Order, 2026
• Legal Notice 125 of 2026 – Wholesale and Retail Trades (Conditions of Work) Regulation Order, 2026
• Legal Notice 126 of 2026 – Travel and Insurance Agencies (Conditions of Work) Regulation Order, 2026
• Legal Notice 127 of 2026 – Transport Equipment, Metal and Allied Industries (Conditions of Work) Regulation Order, 2026
• Legal Notice 128 of 2026 – Tobacco Manufacture Industry (Conditions of Work) Regulation Order, 2026
• Legal Notice 129 of 2026 – Textiles and Related Industries (Conditions of Work) Regulation Order, 2026
• Legal Notice 130 of 2026 – Sextons and Custodians (Conditions of Work) Regulation Order, 2026
• Legal Notice 131 of 2026 – Digital Platform Delivery Wages Council Wage Regulation (Amendment) Order, 2026
• Legal Notice 132 of 2026 – Seamen (Conditions of Work) Regulation Order, 2026
• Legal Notice 133 of 2026 – Public Transport (Conditions of Work) Regulation Order, 2026
• Legal Notice 134 of 2026 – Professional Offices (Conditions of Work) Regulation Order, 2026
• Legal Notice 135 of 2026 – Laundries (Conditions of Work) Regulation Order, 2026
• Legal Notice 136 of 2026 – Jewellery and Watches (Conditions of Work) Regulation Order, 2026
• Legal Notice 137 of 2026 – Hotels and Clubs (Conditions of Work) Regulation Order, 2026
• Legal Notice 138 of 2026 – Hospitals and Clinics (Conditions of Work) Regulation Order, 2026
• Legal Notice 139 of 2026 – Hire of Cars or Private Buses (Conditions of Work) Regulation Order, 2026
• Legal Notice 140 of 2026 – Food Manufacture Industries (Conditions of Work) Regulation Order, 2026
• Legal Notice 141 of 2026 – Electronics Industry (Conditions of Work) Regulation Order, 2026
• Legal Notice 142 of 2026 – Domestic Service (Conditions of Work) Regulation Order, 2026
• Legal Notice 143 of 2026 – Cinemas and Theatres (Conditions of Work) Regulation Order, 2026

Closing remarks

The new Conditions of Work Regulation Orders represent another important step in the continued modernisation of Malta’s employment law landscape and reflect an effort to align sectoral employment protections with contemporary workplace realities and evolving European labour standards.

For employers operating within the affected sectors, these reforms necessitate a careful review of existing employment contracts, workplace policies, and related employment arrangements and practices as the new Orders come into force. Employers should therefore take proactive steps during the transitional period to implement any necessary amendments in preparation for the official reform.

How Can AE Help   

At AE, we assist employers in understanding and implementing the new Conditions of Work Regulation Orders introduced through Legal Notices 112 to 143 of 2026. Our team advises businesses on how the reforms impact their sector, workforce arrangements, and existing employment practices.

We support employers with reviewing and updating employment contracts, workplace policies, payroll practices, shift arrangements, leave entitlements, and other internal procedures to ensure compliance with the new sector-specific requirements.

We also advise on the interaction between the new Regulation Orders, collective agreements, and Malta’s wider employment law framework, helping employers identify risks, manage transitional changes, and implement practical solutions ahead of the reforms coming into force.

Contact our team for tailored advice on preparing your business for Malta’s new Conditions of Work