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Christine Calleja

Christine Calleja is a Partner at Mamo TCV Advocates and heads the firm’s Employment and Industrial Relations department.

Christine graduated Doctor of Laws from the University of Malta in 2011, after which she obtained a Masters in European and Comparative Law, also from the University of Malta, in 2012. Both her theses focused on employment law; the doctoral thesis was titled ‘Furthering the Case for Constructive Dismissal in Malta’ and her Masters thesis focused on the scope of application of the Acquired Rights Directive.

She joined the firm as a trainee in 2009, became an associate when she was called to the Bar in 2011 and was promoted to the post of Senior Associate in 2017.

Christine’s main areas of practice are employment law and insurance litigation.

Insofar as employment law is concerned, she regularly assists clients in all matters relating to human resources. She also represents clients, both employers and employees, in front of the Industrial Tribunal and courts in relation to these matters and has assisted clients in trade disputes and in the negotiation of collective agreements. She also delivers seminars and lectures for practitioners in the field on a regular basis and is also one of the founding members of the Maltese Employment Lawyers Association.

Her other special area of focus is insurance law, in particular insurance claims litigation, where she regularly assists and represents a number insurance companies in proceedings brought by or against them.

Legal Update: Uniform Bereavement and Marriage Leave Entitlements Across All Sectors Employment and Industrial Relations

Legal Update: Uniform Bereavement and Marriage Leave Entitlements Across All Sectors

The Minimum Special Leave Entitlement Regulations (Subsidiary Legislation 452.101) have been amended to establish a uniform minimum entitlement of three working days' marriage leave and three working days' bereavement leave. These minimum entitlements apply across all sectors, irrespective of whether an employee is covered by a Conditions of Work Regulation Order. Prior to these amendments, employees who were not covered by a Wage Regulation Order (‘WRO’) were generally entitled to one day of bereavement leave and two days of marriage leave, while more favourable entitlements often applied under certain WROs. The reform also eliminates certain sector-specific conditions which required employees…
Christine Calleja and Klara Cachia
11th August 2026
A New Way to Hire? Understanding the Employer of Record Model in Malta Employment and Industrial Relations

A New Way to Hire? Understanding the Employer of Record Model in Malta

Introduction Employer of Record (EoR) arrangements have emerged as an attractive solution as businesses increasingly seek to expand into new markets and hire talent across borders without the cost and administrative burden of establishing a local presence. Under this model, an EoR hires workers on behalf of a client company and is responsible for handling employment administration, payroll, tax withholding and compliance with local employment law. While the concept may appear to be relatively straightforward, its legal treatment varies from one jurisdiction to another. Businesses considering engaging workers in Malta through an EoR established in Malta should be aware of…
Christine Calleja and Klara Cachia
5th August 2026
Upcoming Deadline: Gender Balance on Boards Employment and Industrial Relations

Upcoming Deadline: Gender Balance on Boards

The 30 June 2026 deadline is fast approaching for in-scope listed companies to fulfil the gender balance targets laid down in Chapter 13 of the Malta Financial Services Authority (‘MFSA’)’s Capital Markets Rules (implementing Directive (EU) 2022/2381). These requirements do not apply to debt issuers and micro, small and medium-sized enterprises. What must be achieved? By 30 June 2026, companies must meet one of the following targets: At least 40% of non-executive directors are of the underrepresented sex; or At least 33% of all directors (executive and non-executive) are of the underrepresented sex. Reporting and disclosure obligations In addition to…
Christine Calleja and Klara Cachia
10th June 2026
The New Equal Pay Regulations 2026 Published: Implementing the EU Pay Transparency Directive in Malta Employment and Industrial Relations

The New Equal Pay Regulations 2026 Published: Implementing the EU Pay Transparency Directive in Malta

The introduction of the EU Pay Transparency Directive marked a significant shift in how organisations across the European Union approach pay transparency, workplace equality and gender pay gap reporting. Malta has now implemented the Directive through the new Equal Pay (Transparency and Reporting) Regulations 2026, published on 5 June 2026. Businesses are entering a new phase of employment law compliance in Malta, one that is more data-driven, structured and accountable than ever before. While equal pay obligations are not new, the way they are enforced is changing. Employers can no longer take a reactive approach. Instead, they will be expected…
Christine Calleja, Jeanine Mallia Schembri and Klara Cachia
8th June 2026
Malta’s WRO Reform Explained: Key Questions on Updated Conditions of Work Employment and Industrial Relations

Malta’s WRO Reform Explained: Key Questions on Updated Conditions of Work

Malta’s reform of Wage Regulation Orders (WROs) marks a significant step towards modernising sector-specific employment rules. Now redesignated as Conditions of Work Regulation Orders, the reform aims to simplify existing frameworks, align entitlements across sectors, and provide greater clarity for both employers and employees. Below, we address the key questions arising from the reform, focusing on its purpose, core principles, and the main changes introduced. Background and Purpose Q: What is a Conditions of Work Regulation Order? A: A Conditions of Work Regulation Order is a set of legal rules that provides the minimum conditions of work which must apply…
Christine Calleja and Jake Buttigieg
21st May 2026
Court of Appeal Upholds Insurers’ Freedom to Select Their Risks Insurance & ReinsuranceLitigation & Dispute Resolution

Court of Appeal Upholds Insurers’ Freedom to Select Their Risks

In the case of Joseph Psaila vs Argus Insurance Company (Europe) Ltd  decided on the 26th of March 2026, the Court of Appeal confirmed that insurers may, at their own discretion, decide which risks and clients they wish to accept. Joseph Psaila, a taxi driver licensed to operate Y-plate vehicles, owned two cars: a Toyota and a Peugeot . At the time proceedings were initiated before the First Hall of the Civil Court, the Toyota was still insured, while the Peugeot’s policy had already expired. Both vehicles had previously been insured with Argus Insurance Company (Europe) Ltd (‘Argus’). Psaila alleged…
Christine Calleja and Justyne Falzon
27th March 2026