Best Wrongful Termination Lawyers in St. Julian's

About Wrongful Termination Law in St. Julian's, Malta

Wrongful termination in St. Julian's, Malta generally means that an employment contract has been ended in a way that breaks applicable law or the terms of the employment contract. Maltese employment law seeks to protect employees from unfair dismissal, discrimination, retaliation for protected activities, and breaches of contractual or statutory notice and payment obligations. Disputes are usually resolved through formal complaint procedures, conciliation, or by bringing a claim before the competent labour tribunal or court. The practical effect is that dismissed workers may be entitled to remedies such as compensation, arrears of pay, notice pay, reinstatement in limited cases, or other relief depending on the facts.

Why You May Need a Lawyer

- You were dismissed without a stated reason or without the employer following contractual or statutory procedures, and you want to know whether the dismissal was unlawful.

- You believe the dismissal was motivated by discrimination - for example on the basis of sex, pregnancy, disability, race, religion, age, sexual orientation, or family status - and you want to pursue a discrimination claim.

- You were dismissed after reporting illegal conduct, unsafe workplace conditions, or other protected whistleblowing activity, and you need help protecting your rights.

- Your employer claims you resigned voluntarily but you believe you were constructively dismissed because of serious breaches of contract or intolerable working conditions.

- There is disagreement about notice pay, final salary, unpaid holiday pay, redundancy pay or other sums owed on termination and you need assistance valuing and chasing those payments.

- You want to file a claim before the Industrial Tribunal or another forum and need advice on procedure, evidence, time limits, and likely remedies.

- You are a union member, or want to involve a union, and need help coordinating representation and collective remedies.

Local Laws Overview

Key legal elements relevant to wrongful termination in St. Julian's reflect national Maltese employment law and local practice. The main points to bear in mind are:

- Governing law and contracts - Employment relationships are governed by the employment contract, collective agreements where applicable, and statutory protections under Maltese employment legislation. Always check the written contract for termination clauses, notice provisions, and grievance procedures.

- Unfair dismissal - An employee may challenge a dismissal that is unjustified or where the employer has not followed fair disciplinary or dismissal procedures. Dismissal may also be automatically unfair where it relates to a protected ground or a protected act.

- Protected grounds - Employees are protected from dismissal for discriminatory reasons such as sex, pregnancy, disability, race, religion, age, or sexual orientation. Special protections apply for pregnancy, maternity leave and certain family-related entitlements.

- Constructive dismissal - If an employer breaches fundamental terms of the employment contract or creates untenable working conditions, an employee may claim constructive dismissal where resignation is treated as an unlawful termination by the employer.

- Redundancy and collective dismissals - Redundancy processes must be carried out in accordance with statutory requirements and any applicable collective agreements. Employers must follow fair selection criteria and procedures when making redundancies.

- Remedies and enforcement - Remedies may include compensation, arrears for unpaid wages, statutory penalties, and in limited circumstances reinstatement. Disputes are normally brought to the competent tribunal or court for enforcement.

- Time limits and procedural steps - Time limits apply to bring claims and pursue remedies. There are usually strict filing periods for tribunal claims, and trying to resolve the issue early - for example through internal grievance procedures, conciliation or union assistance - is often advisable.

- Dispute resolution bodies - Employment disputes can be addressed by conciliation services, trade unions, Jobsplus or other statutory bodies, and finally by an employment tribunal or court if settlement is not reached.

Frequently Asked Questions

What is the difference between wrongful termination and unfair dismissal?

Wrongful termination is a general term that can cover any termination that breaches contract or law. Unfair dismissal is a specific legal concept under Maltese employment law where a termination is considered unjustified or made without following fair procedures. In practice the terms are often used interchangeably, but unfair dismissal is the category used in tribunal claims.

How long do I have to bring a claim after being dismissed?

Time limits apply to employment claims. You should act promptly because there are strict filing deadlines for tribunal or court claims. The exact period can vary by type of claim and procedure, so get legal advice early to avoid missing the deadline.

What remedies can I expect if my dismissal is found unlawful?

Possible remedies include compensation for lost earnings, payment of unpaid salary and holiday pay, statutory penalties, and in limited circumstances reinstatement or re-engagement. The remedy granted depends on the facts, the type of claim, and tribunal discretion.

Can I be reinstated to my job?

Reinstatement is possible but less common. Tribunals often award compensation instead of ordering reinstatement, particularly where the employment relationship has broken down. Each case is assessed on its merits, including the wishes of the employee and the practicality of reinstatement.

What is constructive dismissal and how do I prove it?

Constructive dismissal arises when an employer fundamentally breaches the employment contract or makes working conditions intolerable, and the employee resigns as a result. To prove it you need evidence showing the employer's breach or conduct, that you resigned because of it, and that you did not accept the breach by continuing to work without protest.

Am I protected if I was dismissed while on maternity leave or for pregnancy-related reasons?

Yes. Maltese law provides special protections for pregnancy and maternity. Dismissal for pregnancy, maternity leave or related reasons can amount to automatic unfair dismissal and may give rise to additional remedies. Seek specialist advice immediately if you believe this has occurred.

What if my employer says I was dismissed for performance reasons?

Employers may lawfully dismiss for valid performance reasons but must follow fair procedures. This typically involves warning, an opportunity to improve, objective assessment and documented disciplinary steps. If procedures are not followed or the reason is a pretext, the dismissal may be unlawful.

Can I claim if I was dismissed during probation?

Probationary periods sometimes allow shorter notice or simpler dismissal procedures, but employees still have statutory protections and cannot be dismissed for discriminatory reasons or in breach of statutory rights. The specifics depend on the contract and the circumstances.

Do I need a lawyer to make a claim?

You are not required to have a lawyer, but employment law claims can be legally and procedurally complex. A lawyer can help assess strength of the claim, preserve evidence, meet time limits, negotiate settlements, represent you in mediation or tribunal, and advise on remedies and costs.

What evidence should I collect after a dismissal?

Keep written contracts, payslips, emails, messages, performance reviews, disciplinary records, termination letters, witness contact details, notes of conversations and any other documentation that shows the reason for dismissal or surrounding events. Detailed contemporaneous notes of meetings and dates are particularly valuable.

Additional Resources

- Jobsplus and relevant conciliation services for employment-related guidance and early dispute resolution options.

- The Industrial Tribunal or the competent labour tribunal for formal dispute resolution and to file claims.

- The National Commission for the Promotion of Equality for discrimination-related complaints and advice about protected characteristics.

- Trade unions such as the General Workers' Union and other sector unions for representation and support in disputes.

- The Legal Aid Agency and other public legal assistance schemes for people who qualify for subsidised or free legal help.

- The Chamber of Advocates or local directories for lists of lawyers and law firms with experience in employment and labour law.

Next Steps

1. Take practical steps immediately - make a clear record of the dismissal, preserve all documents and correspondence, and note dates, times and witness names.

2. Review your employment contract and any company grievance or disciplinary procedures. Follow internal appeal or grievance routes where required or advisable.

3. Seek early advice - contact a lawyer who specialises in employment law or, if eligible, obtain legal aid. A lawyer can assess your case, advise on time limits, and propose the best route to settlement or tribunal.

4. Consider union assistance - if you are a member of a union, speak to your representative about support, representation and internal processes.

5. Attempt conciliation or negotiation - many disputes can be resolved without litigation through negotiation or mediation, which saves time and costs.

6. If conciliation fails, and you have grounds, prepare to file a claim with the appropriate tribunal or court within the required time limits. Your lawyer will help prepare evidence and submissions.

7. Stay informed about likely outcomes - discuss with your lawyer realistic remedies and timelines, and consider settlement offers carefully in light of costs and uncertainty.

Acting quickly and gathering thorough evidence will give you the best chance of a favorable outcome. If you are unsure where to start, contact a local employment lawyer or one of the organisations listed above for initial guidance.