Mid-Summer Scoop of GelatoH!

Today, our team stepped outside the office for a refreshing break with GelatoH — the coolest gelato van in town. 
Between enjoying a sweet treat  and soaking up the sunshine, it was the perfect opportunity to recharge and reconnect.

Nothing brings people together like good vibes , great conversations , and a variety of Gelato .  More than just a sweet escape, it was a chance to unwind  and celebrate the collaboration and connection that power our work every day.

Grateful for a team that blends hard work  with happiness   and knows that sometimes, the best ideas  come over a scoop of something sweet. 

🎯🎳3A Malta Bowling Team Event✨🥂

🎳 An incredible evening at The Eden : From exciting strikes to non-stop laughter, our team had a fantastic time bowling, enjoying drinks 🍹, and creating unforgettable memories together 📸.

At 3A Malta, we believe that strong teams are built not only through dedication at work 💼, but also through shared moments of fun and connection 🤝.
This event was full of energy ⚡, friendly competition 🏆, and amazing team spirit  a true reflection of our 3A values.

👏 A huge thank you to everyone who participated, played, and cheered.  you made the night truly special.💙

The EU Pay Transparency Directive Coming into force in June 2026

The European Union’s Pay Transparency Directive (Directive (EU) 2023/970) is set to come into force in June 2026, introducing significant new obligations for employers across the EU. This legislation aims to close the gender pay gap and strengthen enforcement of equal pay for equal work or work of equal value.

We encourage all clients with operations in the EU to begin preparing now to ensure compliance and avoid potential legal or reputational risks.

Key Provisions

Pay Transparency for Job Seekers

Employers must disclose the initial pay level or pay range in job postings or before interviews. Salary history questions will be prohibited during recruitment.

Right to Information

Employees will have the right to request information on their pay level and the average pay levels of colleagues doing the same or equivalent work, broken down by gender.

Reporting Obligations

Employers with 100+ employees must report on gender pay gaps. For employers with 250+ employees the reporting obligation is annual, and every three years for those with 100–249 employees. Significant pay gaps (>5%) may require a joint pay assessment with employee representatives.

Pay Structure Transparency

Employers must ensure that pay policies are gender-neutral and based on objective, gender-independent criteria.

In cases of alleged pay discrimination, the burden of proof shifts to the employer to prove no discrimination occurred. Stronger sanctions for non-compliance will come into force. Workers affected by pay discrimination can claim full back pay and compensation.

This directive marks a significant shift in employment law and equality policy in the EU. Compliance will not only be a legal requirement but also a signal of your organization’s commitment to fairness and transparency. Clients are encouraged to start planning to conduct an Internal Pay Audit to assess existing pay structures, identify gaps, and develop plans to close unjustified disparities. Companies should also review Recruitment and HR Policies, update job descriptions, advertisements, and interview practices, and are to define clear criteria for pay, promotion, and career progression. Finally, management and staff are to be educated about the new rights and obligations under the directive.

3a will be organising an online information session at the end of August. Should you be interested in attending, kindly express your interest by sending an email by 30th July to [email protected] so that we may share details of this session with you, closer to the date.