By 7th June 2026, every EU Member State must implement the Pay Transparency Directive into national law, which means time is ticking for Employers in Malta.
Key Changes Employers Should Know
Pay Transparency in Hiring
- Salary ranges must be included in job postings or disclosed before interviews.
- Salary history questions? A thing of the past. Employers may no longer ask candidates about previous or current pay.
The Right to Know
- Employees can request average pay data, broken down by gender, for roles similar to their own.
Gender Pay Gap Reporting
- Companies with 250+ employees: Report annually starting June 2027.
- 150–249 employees: Report every 3 years from June 2027.
- 100–149 employees: Report every 3 years from June 2031.
It’s time to get started.
How can we help?
Navigating the new EU Pay Transparency Directive requires more than just compliance; it’s an opportunity to build trust, equity, and a more engaged workforce. Here’s how we can support your organisation through the transition:
1. Salary & Compensation Audit
We’ll conduct a thorough pay audit to help you uncover and close any unjustified pay gaps. This includes:
- Analysing your salary structures across roles and departments to ensure fairness and consistency.
- Identifying pay gaps both in base salary and total compensation.
- Providing recommendations to address discrepancies in a way that aligns with your business goals and budget.
2. Review Job Classification Systems
Job evaluation and classification systems play a central role in pay equity. We’ll help you:
- Assess and update existing job grading frameworks to ensure they are free from bias.
- Redesign roles or job descriptions where necessary to align with gender-neutral evaluation criteria.
- Ensure consistency in how roles are defined, benchmarked, and rewarded.
3. Train HR Teams & Hiring Managers
Knowledge is key to long-term compliance and cultural change. We provide:
- Practical training for HR and recruitment teams on what’s changing and how to prepare for it.
- Guidance for hiring managers on equitable pay decisions, job offers, and communicating transparently.
4. Set Up Internal Request Systems
Employees will now have the right to request pay information. Are you ready to handle it?
- We’ll help you set up compliant, efficient systems for processing pay data requests.
- Draft clear internal policies and templates to guide your HR and management teams.
- Advise on documentation and communication practices that are both transparent and legally sound.
The EU Pay Transparency Directive isn’t just another HR task – it’s a chance to lead with fairness, build employee trust, and future-proof your organisation.
Let’s talk. Get in touch to discuss how we can help your team meet the new requirements with confidence at a pace that suits you.
