Act no. XX of 2022 came into force on the 20^th of December 2022, to amend the Employment and Industrial Relations Act (Chapter 452 of the Laws of Malta), partially transposing EU Directive 2019/1152 on transparent and predictable working conditions in the European Union. The latter considers the main conditions of work within an employee and employer relationship, including minimum rights on working time, information provided to the employee, parallel employment and probation.

Secondly, the Transparent and Predictable Working Conditions Regulations has been introduced through Legal Notice 267 of 2022. It transposes the EU Transparent and Predictable Working Conditions Directive (2019/1152)[1] and repeals the national Information to Employees Regulations.[2] The objective of the Transparent and Predictable Workings Conditions Directive is to improve all the working conditions of an employee through legislation reform, by promoting more transparent and predictable employment and ensuring the adaptability of the EU labour market.[3] The Regulations mainly lists more requirements on information that is to be provided to an employee, whether working in Malta or outside Malta. It discusses further rights of the employee and new obligations of the employer, together with certain legal prohibitions such as refusal of parallel employment and zero-hour contracts.

The below are the most salient points that one should be aware and should take note of in an employment relationship...

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