A case involving serious allegations of workplace abuse against a foreign worker employed at a shop in Malta has been resolved following intervention by the General Workers’ Union, highlighting ongoing concerns around the treatment of third-country nationals in Malta’s labour market.
General Workers’ Union Hospitality and Food Section Secretary Brian Bonnici first brought attention to the issue in a Facebook post on 24th March, describing what he termed “inhumane treatment full of greed and arrogance” and alleging threats involving deportation, imprisonment, and the removal of a newborn child.
In a follow-up post three days later, Mr Bonnici confirmed that the case had been resolved “in the best interest of our member” after negotiations, describing the outcome as “a win for the employee”.
Allegations include threats, harassment and denial of basic needs
Speaking to WhosWho.mt, Mr Bonnici provided further details about the case, which concerns a foreign national working in a local shop who had recently returned to work following maternity leave.
According to Mr Bonnici, the employee, who also has a physical disability, reported experiencing harassment after requesting adjustments to her work schedule to better care for her child. He said the situation escalated into what he described as a pattern of bullying.
He alleged that the employer warned the worker that losing her job could render her an irregular resident, given the requirement for third-country nationals to remain in employment. The worker also claimed she was told that her newborn could be taken into care or given to another family. The employer has denied issuing such statements as threats, maintaining that they were presented as possible outcomes rather than warnings.
Further allegations relate to working conditions following childbirth. Mr Bonnici stated that the employee was required to work shifts of between eight and twelve hours and was allegedly denied the opportunity to express breast milk during working hours, despite being in pain. He also said that a supervisor told the employee she should have considered the consequences before having a child and should have sought permission prior to pregnancy.
Additional claims include the installation of a camera in an area where the employee could have expressed milk, which the employer reportedly said was for security purposes, as well as the possible falsification of the employee’s signature on a document, which she denies signing.
Mr Bonnici also alleged that workers were discouraged from speaking in their native language and instructed to communicate only in English, even when this limited their ability to communicate effectively with colleagues.
The worker eventually resigned via text message, although this led to further problems with the employer arguing that the resignation did not follow the regular procedures. On its part, the shop then dismissed the employee.
Settlement reached and a hefty fine waived
The case was ultimately settled through negotiations led by the union. The employee had been facing a potential fine of €5,500 for breach of contract, which was waived as part of the agreement. The employer also agreed to notify Jobsplus that the employee had resigned rather than been dismissed, allowing her to seek alternative employment more easily.
Mr Bonnici said the decision not to involve the police was taken to avoid prolonged proceedings and to secure a quicker resolution for the worker. He added that the employer’s position appeared to shift following public attention generated by the case.
The employee has since been referred to a mental health professional.
Wider concerns over contracts and systemic vulnerabilities
Mr Bonnici used the case to highlight broader structural issues affecting foreign workers in Malta, particularly around employment contracts and power imbalances.
He warned that some workers unknowingly sign agreements containing restrictive clauses that can expose them to financial penalties. In one separate case he recalled, a supermarket employee seeking to leave his job for better pay was contractually required to pay €6,000 to terminate his employment.
“This forces workers into impossible decisions,” he said, adding that many lack access to professional advice before signing contracts.
He also pointed to living conditions among some foreign workers, including overcrowded housing arrangements and the practice of “bed sharing”, where individuals use the same bed in shifts.
Call for awareness, unionisation and workplace solidarity
Mr Bonnici emphasised three key measures that he believes are essential to addressing such issues: Ensuring workers understand the contracts they sign, encouraging union membership, and fostering solidarity among employees.
He also argued that improving conditions for foreign workers ultimately benefits Maltese workers, stating that exploitation can distort the labour market and suppress fair competition.
“If we ensure equal conditions, Maltese workers will also benefit,” he said, pushing back against criticism that unions prioritise foreign workers disputes over locals.
While noting signs of gradual social acceptance of foreign workers, Mr Bonnici said cases such as this underline the need for continued vigilance and enforcement.
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