Across Europe, gender balance on corporate boards is no longer a distant aspiration but is rather becoming a core expectation of modern governance.

It has been shown that diverse leadership teams make better decisions, improve organisational culture, and strengthen long‑term performance. Against this backdrop, Malta’s listed companies now face an important regulatory deadline on the 30th of June 2026.

Indeed, listed companies falling within the scope of Chapter 13 of the MFSA Capital Markets Rules, which transpose Directive (EU) 2022/2381 must comply with these requirements. Debt issuers and micro, small, and medium‑sized enterprises are however excluded from these requirements.

There are two routes to compliance – by the 30th of June 2026, companies must ensure that their board composition satisfies one of the following thresholds:

• 40% representation among non‑executive directors by the underrepresented sex; or
• 33% representation across the entire board, covering both executive and non‑executive directors.

Companies may choose whichever option best aligns with their corporate structure.

Compliance however is not limited to meeting the numbers but goes beyond in that, companies must also fulfil annual transparency obligations, which include:

• Providing the MFSA with a breakdown of the board’s gender composition;
• Explaining the measures adopted to support gender balance;
• Publishing this information on the company’s website and, where relevant, in the Corporate Governance Statement;
• If the targets are not met, giving a clear explanation and outlining corrective steps already taken or planned.

The next reporting deadline falls on the 1st of July 2026 and therefore companies need to make sure they are ready for same.

Gender balance is increasingly recognised as a driver of stronger governance and not merely a compliance exercise. Indeed, boards that reflect a broader range of perspectives tend to challenge assumptions more effectively and foster healthier organisational cultures.

Therefore, with the 30th of June 2026 fast-approaching, companies should ensure they are readily prepared not least by, reviewing their current board composition and identifying any gaps and, by documenting internal initiatives that demonstrate commitment to gender balance but by, also seeking to ensure timely and accurate reporting.