Mind the Gap: Pay Transparency in Practice — Business Leaders Discuss What’s Coming
On Friday 24 May 2025, SurgeAdvisory and David Zahra & Associates Advocates co-hosted a business breakfast to unpack the Pay Transparency Directive Malta and its practical implications for employers.
The event, held at Villa Bologna Restaurant, brought together a diverse group of business leaders and HR professionals to explore how the EU Directive will impact pay transparency, gender equality, and compliance processes in Malta-based organisations.
Maria Bartolo Zahra, Managing Partner at SurgeAdvisory, and Dr Krista Ellul, Senior Associate at David Zahra & Associates, delivered insights on how the Directive shifts the pay landscape from reactive and ad-hoc decisions to structured and transparent practices.
Key points discussed included:
- The introduction of gender-neutral job classification systems.
- Employees’ rights to request information about their pay and that of comparable roles.
- Reporting obligations for companies employing over 100 people. This includes gender pay gap reporting, quartile analysis, and explanations for pay variances.
- Legal implications, including the reversal of the burden of proof in cases of alleged discrimination.
- The use of joint pay assessments when unjustified gender pay gaps exceed 5%.
The Pay Transparency Directive Malta must be transposed into national law by June 2026. However, many of its core principles already exist under current legislation. What’s changing is the shift toward more rigorous enforcement and increased employee awareness.
Participants left with a clearer understanding of how to prepare, from reviewing job frameworks and pay philosophy, to training managers and updating policies. As organisations navigate this change, they’re encouraged to view pay transparency not only as a legal obligation but as a foundation for trust, equity, and long-term talent strategy.
Want to start preparing now? Contact [email protected]