Employment and Industrial relations: Labour Law
FSGM. PArtners assists clients in various employment-related issues, varying from the drafting and vetting of employment contracts to the filing and representation in litigation before the Industrial Tribunal or the Courts of Law.
The Industrial Tribunal is the competent institution to settle trade disputes and to consider and decide all cases of alleged unfair dismissals, discriminatory treatment, breach of the principle of equal pay for work of equal value, victimisation and harassment. Cases before the Tribunal must be presented within four months from the effective date of the alleged breach.
Dismissal and the rights and obligations of the respective parties are matters which are subject to very strict regulation under Maltese law. An Employer may only terminate a contract of employment for a limited number of reasons, whereas the employee is free to terminate the employment of an indefinite term without designating any particular reason.
Where the employer terminates an indefinite term contract of employment on grounds of redundancy or the employee terminates the same indefinite term contract of employment, the advance notice to be given by the terminating party to the other party is calculated according to the period for which the employee has been in the employment of the same employer continuously.
For more information and assistance contact us
The Industrial Tribunal is the competent institution to settle trade disputes and to consider and decide all cases of alleged unfair dismissals, discriminatory treatment, breach of the principle of equal pay for work of equal value, victimisation and harassment. Cases before the Tribunal must be presented within four months from the effective date of the alleged breach.
Dismissal and the rights and obligations of the respective parties are matters which are subject to very strict regulation under Maltese law. An Employer may only terminate a contract of employment for a limited number of reasons, whereas the employee is free to terminate the employment of an indefinite term without designating any particular reason.
Where the employer terminates an indefinite term contract of employment on grounds of redundancy or the employee terminates the same indefinite term contract of employment, the advance notice to be given by the terminating party to the other party is calculated according to the period for which the employee has been in the employment of the same employer continuously.
For more information and assistance contact us