Maltese law contemplates several scenarios in which employees are entitled to receive information, be consulted or even participate in certain decisions relating to their employment or otherwise relating to certain aspects of the employer’s business or operations. The following are a few examples of such situations which an employer should keep in mind when considering its duties towards its employees.
As per the Collective Redundancies (Protection of Employment) Regulations, Subsidiary Legislation 452.80)in all cases of collective redundancies, the employer proposing to declare the redundancies may not terminate the employment of the relevant employees before the employer has first notified in writing the employees’ representatives of the proposed termination of employment contemplated, and has provided the said representatives with an opportunity to consult with the employer.
The consultations between the employer and the employees’ representative must begin within seven working days from the day on which the employees’ representatives have been notified of the intended collective redundancies. Such consultations must cover ways and means of avoiding the collective redundancies or reducing the number of employees affected by such redundancies and for mitigating the consequences thereof.
Within the said period of seven days, the employer must supply the employees’ representatives with a statement in writing giving all relevant information, providing the reasons for the redundancies, the number of employees it intends to make redundant, the number of employees normally employed by it, the criteria proposed for the selection of the employees to be made redundant, details regarding any redundancy payments which are due, and the period over which redundancies are to be effected.
In the event of a transfer by an employer to another employer of an undertaking or business that employs more than twenty employees, the transferring employer and the new employer must inform the employees’ representatives of their respective employees affected by the transfer with:
Such information must be given by means of a written statement, which is to be delivered to the employees’ representatives at least fifteen working days before the transfer is carried out or before the employees are directly affected by the transfer as regards their conditions of work and employment, whichever is the earlier.
In those cases where the transfer includes measures affecting the conditions of employment of the transferred employees, consultations between the transferor, the transferee and the employees’ representatives must begin within seven working days from the day of notification of the transfer, and such consultations must cover the impact of the transfer on the employees’ conditions of employment.
The Employee Involvement (Cross-Border Mergers of Limited Liability Companies) Regulations (Subsidiary Legislation 452.103) establish the arrangements for the involvement of employees in cross-border mergers of limited liability companies.
Representatives of employees are entitled to receive, by the board of directors of the Maltese merging company, and to deliver, within a reasonable time, an opinion on the report of the board of directors of the Maltese merging company drawn up in terms of regulation 8 of the Cross-Border Mergers of Limited Liability Companies Regulations (Subsidiary Legislation 386.12).
Moreover, in a cross-border merger of limited liability companies, employees’ rights to information and consultation shall remain subject to other applicable laws and regulations that secure such entitlements in favour of employees.
The Employee Involvement (Cross-Border Mergers of Limited Liability Companies) Regulations also regulate employee participation in the company resulting from the cross-border merger, that is, the influence of the body representative of the employees or the employees’ representatives, or both, in the affairs of a legal entity by way of:
The European Works Council (Further Provisions) Regulations Subsidiary Legislation 452.107) seeks to improve the right to information and consultation of employees in community-scale undertakings and community-scale groups of undertakings by regulating the setting up of a European works council or a procedure for informing and consulting employees in every such undertaking and group of undertakings.
The said regulations apply specifically to:
A European works council is set up with the purpose of informing and consulting employees of the said undertakings, while effectively representing their collective interest.
The Employee Involvement (European Company) Regulations (Subsidiary Legislation 452.94) establish the arrangements for the involvement of employees in the affairs of European public limited liability companies, otherwise known as Societas Europaea, including any information, consultation, participation or any other mechanism through which employees’ representatives may exercise an influence on decisions to be taken within the company.
Similarly, the Employee Involvement (European Co-operative Society) Regulations (Subsidiary Legislation 452.98) establish arrangements for the involvement of employees in the affairs of European Co-operative Societies.
When it comes to undertakings that employ at least fifty employees, The Employee (Information and Consultation) Regulations (Subsidiary Legislation 452.96) establishes a general framework setting out minimum requirements for the right to information and consultation of employees in such undertakings.
Any such employer is required to make the practical arrangements necessary to allow its employees to effectively exercise the right to information and consultation in accordance with the said regulations through the standard information and consultation provisions set out therein.
The employer must provide the information and consultation representatives with information on:
The employer must also consult the information and consultation representatives on the matters referred to in points (2) and (3) above. Information and consultation of employees must be carried out:
At Empleo, we provide legal advice to employers on all matters outlined above, including advice on the scope and applicability of any laws and regulations relating to employee involvement and participation, assistance in the preparation of internal policies and procedures for implementation by employers in furtherance of their obligations, and assistance in the preparation of any agreements or arrangements in this respect.
Some of our services in this area include the following:
You may get in touch with us here to request an initial free legal consultation in relation to any of the matters outlined above.
Mariella graduated from the University of Malta with a doctorate in law in 2005. She completed a master’s degree in ‘European Private Law’ from the La Sapienza, University of Rome, and was admitted to the bar in Malta in 2006.
Mariella is a people person – and it is this attribute which has really characterised and shaped her career.
Over the years, she headed the legal departments of several corporate services firms. Due to her skillset, she was also entrusted with managing and overseeing operations and human resources, where she gained technical and practical experience in various corporate, commercial and employment matters.
Her practical hands-on experience and insight perfectly complement Mariella’s technical knowledge of employment law, thus placing her in an ideal position to understand and advise employers and employees alike on various matters that may arise at the workplace.
Mariella is passionate about employment law matters and provides her clients with the highest-quality legal service to achieve the best possible outcome and resolve any employment law related issues and concerns.
Bradley graduated Doctor of Laws from the University of Malta in 2005 and was admitted to the Bar in Malta in 2006. He advises clients on various corporate, commercial, employment and regulatory matters, with particular focus on company and financial services law.
He has assisted clients in various corporate and commercial matters by providing company law advice and assisting in the implementation of corporate finance, restructuring, mergers and acquisitions and similar transactions.
Bradley has also advised and assisted investment funds, fund managers and other investment services providers, banks and financial institutions, on various legal and regulatory matters relating to the setting up, authorisation and ongoing conduct of their activities in Malta.
His practice also covers general employment law matters. Bradley’s experience in company and financial services law enables him to focus on various corporate and regulatory aspects of employment relationships. In particular, he advises organisations on the implementation of employee share option and participation schemes, the implications of business transfers on employment relationships, as well as relations with senior employees.
Karl graduated Doctor of Laws from the University of Malta in 2005 and was admitted to the Bar in Malta in 2006.
Karl has gained considerable expertise in technology law and regularly assists clients in relation to intellectual property issues, commercial contracts and ways to ensure compliance with the General Data Protection Regulation (GDPR) and privacy laws. Whilst such matters used to be only given incidental importance when dealing with employment matters, they are now widely acknowledged to be vital in all employment relationships.
He is also regularly engaged by C-level executives to assist in negotiating employment contracts and settlement agreements.
Karl advises across a multitude of industries including technology; marketing; adtech; financial services; gaming; esports; consumer products; and media and telecommunications.