Minimum wage and employee rights in Gibraltar

Quick heads-up: this guide is general information, not legal advice. Employment law has exceptions, and your contract, a collective agreement or a sector order may give you more than the legal minimum. Check the official sources linked below and contact the Department of Employment or a qualified adviser about your own situation.

Most workers in Gibraltar are covered by a set of minimum rights in the Employment Act and the orders and regulations made under it. This guide sets out the main ones in plain English: the minimum wage, holidays, working hours, notice, written terms, probation, sick pay, maternity and parental leave, unfair dismissal, how employment is registered, and where to go if something goes wrong. We quote the official legislation and link to it, so you can read the exact wording.

On this page

What is the minimum wage in Gibraltar?

From 1 August 2026, the standard minimum wage for workers aged 15 and over is:

Source: Conditions of Employment (Standard Minimum Wage) (Amendment) Order 2026, Legal Notice 230 of 2026 (Gazette No. 5329, 20 July 2026; in operation 1 August 2026; PDF read in full 21 Oct 2026). The consolidated Order shows the same Schedule (last update 1 Aug 2026; read 21 Oct 2026).

How it works, per the Order (checked 21 Oct 2026):

• The weekly rate relates to a 39-hour week excluding overtime, and is reduced proportionately if you work fewer than 39 hours (paragraph 4(2)).
• Recognised meal breaks of up to 2 hours a day are left out of the calculation (paragraph 4(3)).
• If your employer provides food, accommodation or other benefits as part of your pay, their value can count for no more than 35% of the minimum (paragraph 4(4)).
• If you work at least 34 hours at your normal duties and are willing and available for other reasonable duties, you still get the full weekly minimum (paragraph 5).
• Employers must keep weekly records of hours, breaks, wages and holidays for 12 months (paragraph 6).
• Better pay by agreement is always allowed (paragraph 7).

Who it covers

The Order applies to "all employees in any undertaking" with two listed exceptions: a domestic servant working in a private household, and a seaman employed in a sea-going vessel registered in Gibraltar (paragraph 3; checked 21 Oct 2026). Some sectors also have their own Conditions of Employment Orders (for example retail and wholesale trade), which may set different terms. If you are unsure whether you are an employee or whether an exception applies, ask the Department of Employment.

Holidays and public holidays

Paid annual holiday is set by the Employment (Annual and Public Holidays) Order (last update 27 Apr 2022; read 21 Oct 2026).

• Holiday is earned on a calendar-year basis: your entitlement for a year depends on how many weeks you worked for the employer in the previous calendar year (the "qualifying period"). You need at least 4 weeks of employment in that period to qualify (paragraph 4(1)).
• Entitlement also rises with continuous service. For a full qualifying year (48 weeks or more) the minimums are (Schedule 2, Tables I to IV):

• Part-time staff get a pro rata share of the "5 days or less" column (paragraph 4(1)).
• Public holidays falling in your holiday do not count as holiday days (paragraph 4(2)).
• Holiday pay is paid on the last pay day before the holiday (paragraph 5). On leaving, you are normally paid for accrued holiday not taken, with exceptions for dismissal for dishonesty or misconduct, or leaving without the notice the Act requires (paragraph 6).
• Public holidays: if you are not required to work, you get a day's holiday pay, subject to conditions such as being employed for the six days before (paragraph 8). If you work a public holiday, you get a day off in lieu within 28 days, or extra pay (paragraph 9).
• The Order does not apply to Dock Labour Pool employees or to employees of official employers in the Official Employers Joint Industrial Council (paragraph 3), who have their own arrangements.

Working time, breaks and rest

The Working Time Act 1999 (last update 1 Jan 2021; read 21 Oct 2026) sets these minimums:

• 48 hours a week on average, including overtime, averaged over 17 weeks (section 4). You can agree in writing to opt out, and you cannot be treated badly for refusing (section 4(3) to (4)).
• Young workers (15 to 17): no more than 8 hours a day or 40 hours a week (section 4A).
• Night workers: average of no more than 8 hours in 24, with a free health assessment (section 5).
• Daily rest: 11 consecutive hours in each 24 (12 hours for under 18s) (section 8).
• Weekly rest: at least 24 hours uninterrupted in each 7 days for adults (section 9).
• Rest break: at least 20 minutes if you work more than 6 hours in a day, unless an agreement sets other details. Under 18s get at least 30 minutes if they work more than 4 hours (section 10).

Some sectors, such as road transport and fishing vessels, have their own working time rules.

Contracts and written terms

In Gibraltar, an employer who takes on a worker must give the Director of Employment a Notice of Terms of Engagement and give the worker a copy within 14 days of the start date (Employment Regulations 1994, regulations 6 and 11; consolidated text, last update 27 Aug 2026; read 21 Oct 2026).

The form (Schedule 2) covers, among other things: your duties and place of work, start date, whether the job is fixed-term or indefinite, pay and pay intervals, hours, paid holidays, sick pay, pension, notice periods on both sides, and any collective agreement or Conditions of Employment Order that applies.

• Changes to your terms must be notified to the Director and to you within 7 days (regulation 12).
• When a job ends, the employer must tell the Director within 7 days (regulation 13).
• If you are not given the required information, you may be able to complain to the Employment Tribunal (regulation 16).
• At the end of a job lasting over a month, you can ask your employer for a certificate of service stating how long you worked, what you did and your pay (Employment Act, section 58).

Registering employment with the Department of Employment

Every job in Gibraltar has to be registered. For an entitled worker, the employer must notify the Director no later than the day the job starts (Employment Regulations 1994, regulation 6(3)). Engaging a worker who needs a work permit without one is an offence (regulation 5). The Department of Employment says employers submit Terms of Engagement to employment.officers@gibraltar.gov.gi, and work permit and detached worker applications to work.permits@gibraltar.gov.gi (Department of Employment; checked 21 Oct 2026).

Who is "entitled" and who needs a permit depends on nationality, residence and the current UK and EU arrangements, so we do not try to summarise it here. See our permits and residency guide and check with the Department.

Tip: ask your employer for your copy of the Terms of Engagement. It is the clearest record of what you agreed.

Probation

The Employment Act says only that the first week of any job is probationary and can be ended at the end of that week by either side without notice (section 53; Employment Act, consolidated to 26 Jan 2023; read 21 Oct 2026). Longer probation periods are common in contracts, but the law does not set one. Check what your contract says, and remember the statutory notice minimums below still apply.

Notice periods

For a job of indefinite length, the Act sets minimum notice, whatever the contract says (Employment Act, section 54):

Notice from the employer

Notice from the employee: 1 week if paid at least fortnightly; 1 month for everyone else (section 54(2)).

• Notice starts the working day after it is given (section 54(3)).
• If notice is not given, the side at fault can owe wages for the notice period (section 55).
• Notice is not needed where there is "good and sufficient cause", but an employer cannot rely on loss of skill or "loss of confidence" alone (section 56).
• Giving correct notice does not stop a dismissal from being unfair (section 56(2)).

Sick pay

The Employment (Sick Pay) Order (last update 1 Jan 2021; read 21 Oct 2026) sets a minimum of, in any 12 months:

• 2 weeks on full pay, then 4 weeks on half pay,

as long as you (paragraph 3):

1. have worked for the employer continuously for at least 3 months;
2. report your illness within 3 days of being off; and
3. provide a medical certificate from a doctor registered in Gibraltar, the UK or an EU member state.

A "week" means the days you normally work, and overtime is ignored. The employer can deduct any employment injuries benefit for the same period. The Order does not apply to official employers in the Official Employers Joint Industrial Council and their staff (paragraph 2). Your contract may be more generous.

Maternity, paternity and parental leave

Source: Employment (Maternity and Parental Leave, and Health and Safety) Regulations 1996 (last update 13 Oct 2016; read 21 Oct 2026).

• Maternity leave: 14 weeks, or until the birth if later (regulation 5(1)). You cannot work in the 2 weeks after the birth (regulation 5(4)).
• Notice: tell your employer and the Director at least 21 days before you plan to start leave, or as soon as reasonably practicable (regulation 6).
• During leave your other terms continue, but the employer does not have to pay you. You may be entitled to maternity allowance under social security law (regulation 3). Check the amount and conditions with the Department of Social Security.
• Antenatal care: paid time off for antenatal appointments once you have told your employer in writing that you are pregnant (regulation 5(5)).
• Longer absence and right to return: if you have at least one year's continuous service at the start of the 11th week before the expected week of birth, you can return up to 29 weeks after the week of birth, subject to notice rules (regulations 7 onwards).
• Parental leave: with at least one year's service, each parent can take up to 4 months' unpaid leave per child, no more than 4 weeks a year, before the child turns 5 (regulations 25 to 27).
• Paternity leave: we found no statutory paternity leave for private-sector employees in the legislation we checked (21 Oct 2026). The Government has said for some time that paternity and shared parental leave laws are being prepared. Check your contract, and check for updates before relying on this.

Unfair dismissal

Employees have the right not to be unfairly dismissed (Employment Act, section 59). In most cases you need at least 52 weeks' continuous employment to claim (section 60(1)). That service requirement does not apply where the main reason for dismissal is, for example, trade union membership or activity, pregnancy or maternity, health and safety reasons, asserting a statutory right, or making a protected disclosure (sections 60(2) to (4), 62, 65A to 65D).

• Some jobs are excluded, for example employment by a spouse or close relative, or where you ordinarily work outside Gibraltar (section 61).
• Claims go to the Employment Tribunal and must normally be made within 3 months of the date the job ended (section 70(4)).
• The Tribunal can recommend re-engagement or award compensation (sections 70 to 71).

Whether a dismissal is unfair depends on the facts. Get advice early because of the short time limit.

Where to get help

• Department of Employment, Labour Inspectorate: for questions about pay, hours, holidays and registration, and for enforcement. Unit 75-77 Harbours Walk, New Harbours, GX11 1AA. Tel 20011000; Labour Inspectorate 20011082 or 20011038, labour.inspectorate@gibraltar.gov.gi (Department of Employment; checked 21 Oct 2026).
• Employment Tribunal: for claims such as unfair dismissal. Tel 20046257, employment.tribunal@gibraltar.gov.gi (same page; checked 21 Oct 2026). You can appear in person or be represented (Employment Act, section 14G).
• Legislation: the full texts are free on Gibraltar Laws.
• A trade union or a qualified employment lawyer can advise on your own case.

Using this when you job-hunt

• Check an offer against the £10.00 an hour minimum using our salary calculator, and compare typical pay in our salaries and cost of living guide.
• Ask for your Terms of Engagement and read the notice, holiday and sick pay terms.
• Living in Spain? See our frontier worker guide.
• Browse all Gibraltar jobs.

FAQ

What is the minimum wage in Gibraltar in 2026?

£10.00 an hour from 1 August 2026, with a weekly rate of £390.00 (39 hours) and a monthly rate of £1,690.00, for workers aged 15 and over. Source: Legal Notice 230 of 2026 (checked 21 Oct 2026).

Does the minimum wage apply to everyone?

It applies to employees generally, but the Order excludes domestic servants in private households and seamen on sea-going vessels registered in Gibraltar. Some sectors have their own orders. Check with the Department of Employment if you are unsure (checked 21 Oct 2026).

How much paid holiday do I get in Gibraltar?

For a full qualifying year on a 5-day week, at least 15 working days with up to 3 years' service, rising to 25 days with 8 years or more, plus public holidays. Part-timers get a pro rata amount. Source: Employment (Annual and Public Holidays) Order, Schedule 2 (checked 21 Oct 2026).

What notice must my employer give me?

For an indefinite contract, at least 1 week (if paid weekly or fortnightly) or 1 month (if paid otherwise) in the first years, rising with service to 13 weeks or 3 months after 10 years. Source: Employment Act, section 54 (checked 21 Oct 2026).

Am I entitled to sick pay?

After 3 months' continuous service, at least 2 weeks on full pay and then 4 weeks on half pay in any 12 months, if you report sickness within 3 days and provide a medical certificate. Source: Employment (Sick Pay) Order (checked 21 Oct 2026).

Is there paternity leave in Gibraltar?

We found no statutory paternity leave for private-sector employees in the legislation on 21 Oct 2026. Parents with a year's service can take unpaid parental leave. Your contract may offer more.

How long do I have to claim unfair dismissal?

Normally 3 months from the date your employment ended, and you usually need 52 weeks' continuous service. Source: Employment Act, sections 60 and 70 (checked 21 Oct 2026).

Sources

URL	Supports	Checked
https://www.gibraltarlaws.gov.gi/uploads/legislations/employment/2001s065/2026=230.pdf	Minimum wage £10.00 / £390 / £1,690 from 1 Aug 2026	21 Oct 2026 (PDF read in full)
https://www.gibraltarlaws.gov.gi/legislations/conditions-of-employment-standard-minimum-wage-order-2001-34	Coverage, exclusions, 39-hour week, 35% benefits cap, records	21 Oct 2026 (consolidated PDF read; last update 1 Aug 2026)
https://www.gibraltarlaws.gov.gi/legislations/employment-annual-and-public-holidays-order-15	Annual and public holidays, Schedule 2 tables	21 Oct 2026 (PDF read; last update 27 Apr 2022)
https://www.gibraltarlaws.gov.gi/legislations/working-time-act-341	48-hour average, opt-out, rest, breaks, young and night workers	21 Oct 2026 (PDF read; last update 1 Jan 2021)
https://www.gibraltarlaws.gov.gi/legislations/employment-regulations-1994-24	Registration, Terms of Engagement (14 days), variations and terminations (7 days), Schedule 2	21 Oct 2026 (PDF read; last update 27 Aug 2026)
https://www.gibraltarlaws.gov.gi/legislations/employment-act-9	Probation (s.53), notice (ss.54 to 56), certificate of service (s.58), unfair dismissal (ss.59 to 71), Tribunal representation (s.14G)	21 Oct 2026 (consolidated PDF to 26 Jan 2023 read)
https://www.gibraltarlaws.gov.gi/legislations/employment-sick-pay-order-16	Sick pay minimum and conditions	21 Oct 2026 (PDF read; last update 1 Jan 2021)
https://www.gibraltarlaws.gov.gi/legislations/employment-maternity-and-parental-leave-and-health-and-safety-regulations-1996-29	Maternity leave, notice, antenatal time off, return, parental leave	21 Oct 2026 (PDF read; last update 13 Oct 2016)
https://www.gibraltar.gov.gi/department-employment	Contacts, registration route, Labour Inspectorate, Employment Tribunal contacts	21 Oct 2026 (page fetched)

Work in Gibraltar is a jobs site, not a law firm or government body. This guide is general information, not legal advice, and it may be out of date. Check the official sources linked here and speak to the Department of Employment or a qualified adviser about your own case.