Maltese trade unions, especially large ones, strive to ensure gender equality and equity in accordance with national law. In the context of collective bargaining, they try to address the issue of gender equality, often indirectly looking at wage flexibility. In recent years, trade unions have sought to implement family-friendly measures, such as flexible working hours, which affect wage flexibility, particularly among women. However, many of those not covered by collective agreements are subject to the minimum employment requirements set by the government. They are defined primarily by “wage regulation orders” applicable to specific sectors or by “standard national orders” that have a more general application. Wage regulation orders are adopted on the recommendation of an industry body concerned, made up of trade unions, employers and government-appointed experts. Currently, 31 different sectors are covered, including private security, construction, travel agencies and the food industry. 13.9.1 Unless there is a specific sectoral agreement, the following provisions apply: the MUT has contacted the rector of the University of Malta to inform him that he has a trade dispute with the university. The union said that after months of negotiations on the agreement for university staff at the University of Malta, it is clear that the situation is deadlocked […] Valuation-based systems are also available in leading banks. The criteria used tend to be less objective.

One of the criteria may be the quality of the work assessed by management, one of the criteria being the number or rather the absence of complaints. These systems can discourage personal or collective efforts. It is not possible to provide accurate information on the coverage of collective bargaining in manufacturing and retail banking, as no recent studies have been conducted on this subject. However, employees in these two sectors are heavily unionized and most, if not all, large manufacturing companies, as well as banks, are related to the activity. About 23% of employment in manufacturing and about 49% of employment in the financial intermediation sector are women (National Statistics Office). Today, a new collective agreement has been signed for public service employees. This is the fifth collective agreement for public servants, but the first for an eight-year period. The goal is to ensure greater stability, while the public administration continues to implement the necessary changes, invest in human resources and provide quality service. The new agreement amounts to about 30,000 employees and represents an effort of 17 million euros for 2017 and will increase to 20.5 million euros by 2024. These include increasing wages and certain allowances. The agreement provides for an increase in the salaries of public administration staff from the first year of its entry into force. This increase amounts to about 16.5 million euros in the first year and will reach about 20 million euros by the expiration of the agreement.

The agreement also ensures that workers who continue to work after reaching retirement age do not lose their right to early retirement leave, but can now benefit from it after retirement. Workers who work shifts receive a change in their shift work allowance. Workers who have a necessary additional qualification for their duties benefit from an increase in the qualification allowance. This goes hand in hand with the public administration`s vision of further improving the skills of its workforce.