Malta is a democratic state incorporating fundamental rights and freedoms; in fact the 1974 Constitution of the Republic states that all citizens have the right to work. The principles and rights of the worker can be found in the Constitution and in the Employment and Industrial Relations Act of 2002. These can range from working hours, gender, education and livelihood. The 2002 Act represents Malta and is considered the primary source of employment law. Together with a number of subsidiary laws, this Act regulates industrial relations in Malta, such as the Industrial Court Rules of Procedure. The employee has the right to be informed about his working conditions which are found in the employment contract between the employer and the employee. In other words, the contractual agreement can be for a fixed or indefinite period where it serves as the basis for employment law in Malta. After fifteen days of signing this agreement, a copy is sent to the director to demonstrate the authenticity of this document. The employer is responsible for explaining and offering a written statement of these conditions. This statement should include information about overtime rates, hours of work, location of work, normal rates of pay, conditions that the two parties may have agreed upon, and holiday entitlements. Parents, legal guardians and adoptive parents are entitled to unpaid leave upon the arrival of a new family member. This is important in a person's life as they struggle to manage and plan their time, especially if it is the firstborn. Since last January 2013, when a woman becomes pregnant she can benefit from eighteen weeks of maternity leave. This period is applicable for full-time redundancies... mid-document, he or she has an obligation under this law to give notice seven days before the redundancy takes place. Furthermore, a consultation process must be organized in which the employer must explain why the dismissal occurred. For all cases of unfair dismissal, discrimination, harassment, unequal value and victimisation, the employment tribunal has a duty to resolve these industrial disputes. Basically, these conditions must be recognized by the employee and the employer, so everything is under control. The employee must be responsible in protecting their salary and be aware of the termination of the contract and avoid discrimination. The employment has led Malta to comply with EU legislation such as collective redundancies, fixed-term service contracts regulations and regulations on the organization of working time.