Explore salary structures and compensation details in Malta
Understanding market competitive salaries in Malta is crucial for both employers and employees. A competitive salary attracts top talent and motivates existing staff, while an under-market offer can lead to recruitment difficulties and high turnover.
Several factors influence what constitutes a competitive salary in Malta:
There are several ways to research competitive salaries in Malta:
In Malta, the government sets a national minimum wage, with potential adjustments for specific sectors.
The National Minimum Wage National Standard Order applies to the minimum wage. The wage is set for full-time employees on a weekly basis, with different rates depending on age:
The minimum wage for part-time employees is calculated pro rata based on the hourly rate of a comparable full-time employee in the same category. The minimum wage is reviewed and adjusted annually based on the inflation rate.
In some sectors, specific minimum wages may be set higher than the national minimum wage. These are established through Wage Regulation Orders (WROs) issued by the government based on recommendations from the Employment Relations Board. If a WRO applies to an employee's sector, the minimum wage set in the WRO takes precedence over the national minimum wage.
Wages can also be determined through collective bargaining agreements between employers and employee unions. These agreements must ensure wages are not lower than those set in the national minimum wage order or relevant sectoral WRO. A mandatory cost-of-living allowance is periodically added to all wage levels, including minimum wages, to account for inflation.
Maltese employees enjoy a combination of mandatory government bonuses and allowances alongside potential benefits offered by their employers. Here's a breakdown of what you can expect:
In Malta, all employees (full-time, part-time, and pensioners) are entitled to receive a statutory bonus twice a year. This bonus is mandated by the government and paid out by employers. The amount is fixed at €135.10 and is paid:
Part-time employees receive a prorated bonus based on the number of hours worked during the respective period.
Along with the bi-annual bonuses, Maltese employees are also entitled to a statutory weekly allowance, paid out every six months. The allowance amount is €121.16 and is paid:
Similar to the bonus, part-time employees receive a proportional amount of the weekly allowance based on their work hours.
While statutory bonuses and allowances provide a baseline level of financial security, many employers in Malta offer additional benefits to attract and retain talent. These benefits can vary widely depending on the industry, company size, and job position. Some common examples include:
In Malta, payroll cycle practices revolve around two main aspects: frequency and transparency.
There is no legal mandate for a specific pay cycle in Malta. However, the common practice is for employers to pay their employees monthly. Some employers may opt for a four-weekly pay cycle. Regardless of the chosen cycle, employers are required to be transparent with their employees. This involves providing them with a clear and written schedule outlining their pay dates.
Maltese employers are obligated to provide their employees with a payslip for each payment. This payslip should detail the following:
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