The term “wages” or “pay” typically includes:

• Basic wage (gross  annual  pay  and  the corresponding gross hourly pay)
• Any allowances (such as shift allowance, performance bonus, commission etc) that are agreed upon in the contract of employment or in an applicable Collective Agreement
• Payment for overtime, where applicable
• Remuneration for public holidays and vacation leave
• Statutory bonuses and weekly allowances (as defined by Maltese law)

In simple terms, wages include any money paid to an employee for the work they do, based on an agreement or as required by law.

Additionally, such payments must be itemised, meaning the employer must provide a clear breakdown showing how the total wage is made up (e.g. basic pay, allowances, overtime, etc.).

The term “category” refers to the classification of employees based on the type or level of work they perform. This may include roles/class such as managerial, supervisory, clerical, technical, skilled, semi-skilled, or unskilled workers.

No, although they are related, they are not the same.

Pay level refers to a fixed point or grade in a pay structure assigned to a specific job, role, or classification. Progression refers to movement within or between pay levels or salary bands, usually based on experience, performance, or years of service.

The key word for progression is “range”, as it indicates how an employee can move within a defined salary band tied to their job or grade. So, while pay levels are static points in the structure, progression is about how an employee advances through those levels or within a pay range.

It is important for an employee to know both their pay level and progression because:

It is a basic right to be informed about the terms and conditions related to one’s job and role. Knowing only how pay might progress (i.e., progression) is not enough without understanding the starting point and potential maximum (i.e., the pay level). Pay level defines the salary band or range linked to the role, while progression shows how an employee can move within or between those levels over time.

Understanding both helps employees set realistic expectations, plan their career growth, and assess opportunities for development and promotion.

A prospective employee has the right to be given information about his/her initial pay and its range pegged to the position he/she is applying for.

Yes, the prospective employee has the right to be given relevant pay provisions of the collective agreement as applied by the employer in relation to the position.