Working Hours and Overtime in Malta

In Malta, your company must comply with working hour and overtime laws – including daily limits, overtime thresholds, and rest requirements – to stay compliant and build a strong employee experience.

As you plan staffing and scheduling through 2026, you should expect continued enforcement of EU-derived working-time rules, closer scrutiny of excessive hours, and growing attention to employee wellbeing. This means documenting normal and maximum hours, obtaining valid opt-ins where employees may exceed the 48-hour weekly average, and ensuring that overtime is genuinely voluntary and properly compensated. Regulators are likely to focus on high-risk sectors such as hospitality, transport, and care services, where long or irregular hours are common.

To remain compliant, you should implement robust timekeeping systems, regularly review rosters for compliance with daily and weekly rest, and update contracts and policies to reflect current legal standards. Training line managers on how to authorise overtime, manage night work, and respect rest periods will be essential to avoid breaches. Building these safeguards into your HR and payroll processes will help you anticipate regulatory developments, respond quickly to inspections, and maintain a sustainable working environment for your teams.

• Standard Working Hours
• Overtime Thresholds
• Overtime Pay Rates
• Daily And Weekly Rest Requirements
• Night Work Restrictions
• Penalties For Non-Compliance

What Are The Standard Working Hours In Malta?

An employee whose age is 17 or younger has a maximum of 8 hours per day and 40 hours per week. An employee whose age is 18 or older is allowed to work an average of 40 hours per week, which may be extended up to 48 hours including overtime with a valid opt-in. A minimum meal interval of 15 minutes must be observed by employees who work more than 6 hours in a day. In typical working hours, Monday through Friday, the hours are 8:00 to 17:00.

Maximum Working Hours In Malta

Under Maltese law, the standard working week for full-time employees is based on an average of 40 hours over the applicable reference period. Working time, including overtime, must not exceed an average of 48 hours per week unless the employee has freely consented in writing to work more. You should ensure that any such consent is genuinely voluntary, can be withdrawn, and is not a condition of employment or promotion.

Daily working time is typically structured as 8 hours per day over 5 days, but sectoral regulations and collective agreements may provide for different daily patterns as long as the weekly average and rest requirements are respected. You must also factor in night work limits, health assessments for night workers, and special protections for pregnant employees and young workers when scheduling hours.

Industry-Specific Exceptions

• Hospitality And Tourism Establishments
• Transport And Logistics Operations
• Health Care And Residential Care Services
• Security, Surveillance, And Emergency Services
• Manufacturing And Continuous-Process Industries
• Retail, Supermarkets, And Seasonal Trade

Managerial And Exempt Employees

Certain senior managerial employees who have genuine autonomy over their working time may be treated differently for working-time purposes, particularly where they can determine their own schedules and are not subject to strict time recording. However, you should not assume that all managers are automatically exempt. The more control you exercise over their hours, the more likely it is that standard working-time rules, including the 48-hour weekly limit and rest entitlements, will still apply.

Even where an employee is considered exempt from some working-time provisions, you remain responsible for protecting their health and safety. This includes monitoring excessive hours, ensuring reasonable rest, and avoiding workloads that could lead to burnout. Clear contractual terms, transparent policies, and accurate records of working time are essential to demonstrate compliance if challenged by authorities or employees.

Statutory Full-Time Working Hours In Malta

In most sectors in Malta, statutory full-time employment is based on 40 hours per week, normally spread over 5 days. Sectoral regulations or collective agreements may define a different full-time schedule, such as 38, 39, or 42 hours per week, but these must still comply with overarching EU and Maltese working-time rules. You should always check the applicable Wage Regulation Order or sectoral agreement for your industry before setting standard hours.

When designing work schedules, ensure that full-time hours are clearly stated in the employment contract, including normal start and finish times, days of work, and any shift or roster patterns. Where you use averaging or compressed weeks, confirm that the average weekly hours over the reference period do not exceed the legal limits and that employees still receive their minimum daily and weekly rest.

Overtime Regulations In Malta

What Counts As Overtime In Malta?

Overtime in Malta generally refers to hours worked in excess of the normal weekly hours established for the employee under law, a Wage Regulation Order, a collective agreement, or the individual employment contract. For most full-time employees, this means hours worked beyond 40 hours per week, although some sectors may define a different normal week. You should specify in writing what constitutes normal hours and how overtime is requested, approved, and recorded.

Overtime must be distinguished from flexible scheduling or time banking arrangements. If you operate shifts or rotating rosters, overtime will usually arise when an employee is required to work beyond their scheduled shift or beyond the agreed average weekly hours over the reference period. You must keep accurate records of all hours worked, including overtime, to demonstrate compliance with maximum working-time limits and pay obligations.

Maximum Overtime In Malta

The overarching limit in Malta is that an employee’s average working time, including overtime, must not exceed 48 hours per week over the applicable reference period unless the employee has signed a valid opt-in to work more. Even with an opt-in, you should avoid systematically scheduling excessive overtime, as this may be considered a breach of health and safety obligations and could be challenged by regulators.

Sectoral Wage Regulation Orders and collective agreements may impose stricter caps on overtime hours, daily limits, or mandatory rest between shifts. Some categories of workers – such as young workers, pregnant employees, and certain night workers – are subject to tighter restrictions and may not be allowed to perform overtime at all or only in limited circumstances. Before planning overtime, review the specific rules for your sector and workforce and ensure that overtime remains exceptional rather than routine.

Overtime Payout Rates In Malta

Overtime pay rates in Malta are typically higher than the employee’s normal hourly rate and are often set at a minimum of 1.5 times the basic rate for hours worked beyond the normal weekly schedule, unless a Wage Regulation Order or collective agreement provides a more favourable rate. Some sectors may differentiate between overtime worked on weekdays, weekends, public holidays, or at night, with higher multipliers applying in more unsocial periods.

You should clearly outline overtime rates and conditions in the employment contract and your internal policies, including whether overtime can be compensated with time off in lieu and under what conditions. Ensure that overtime payments are itemised on payslips and that calculations are based on the correct reference wage, including any allowances that must legally be included. Transparent communication and consistent application of your overtime rules will help prevent disputes and support compliance during inspections.

Rest Periods And Breaks In Malta

In Malta, employees typically work around 8 hours per day and 40 hours per week, and rest periods and breaks are designed to protect their health and safety within these standard working hours. You must ensure that workers receive a rest break when their daily working time exceeds 6 hours, adequate daily rest between shifts, and uninterrupted weekly rest, while also paying special attention to vulnerable groups such as young workers and night workers whose maximum hours and rest entitlements are more protective.

• Meal Break Requirements
• Daily Rest
• Weekly Rest
• Minors
• Employer Duties