SHELTONS INTERNATIONAL GROUP
The Government of Malta launched a new Labour Migration Policy aimed at updating and strengthening Malta’s approach to labour migration whilst meeting the country’s evolving economic and social needs. Centered around fair and efficient management of Third-Country Nationals (TCNs), this policy ensures a balance between labour demand and the protection of workers’ rights.
The first set of measures will become applicable from the 1st of August 2025, with another set of measures becoming applicable from the 1st of October 2025.
Key Changes Effective 1 August 2025:
1. Job Vacancy Requirement
Before hiring TCNs, employers must advertise roles as follows:
– 3 weeks for general roles
– 2 weeks for KEI, SEI, Blue Card or Skilled Occupation List roles
Adverts must be posted within 2 months before application submission.
Exemptions include:
– Healthcare and care workers
– Students in structured placements
– Recommended applicants by authorities (e.g. Malta Enterprise, Gaming Malta, Sportspersons)
2. Updated Application Fees
– First-Time Single Permit: €600
– Permit Renewal: €150
– Change of Employer: €600
– Change of Designation: €300
– Flat €150 fee for healthcare and care sector roles
3. New Salary Thresholds
Applicants applying under the following programmes must now meet the following new salary thresholds:
– Key Employment Initiative (KEI): €45,000/year
– Specialist Employment Initiative (SEI): €30,000/year
4. Extended Grace Periods for Terminated TCN Workers
TCN workers currently have a 10-day grace period to find alternative employment in Malta following termination of employment. With effect from the 1st of August 2025, the following new grace periods shall apply:
– 30-day grace period to find new employment
– Possible 30-day extension upon proof of financial self-sufficiency
5. Termination rate threshold
Employers will start being monitored for high employee termination rates. If such rates exceed established thresholds, employers may eventually be restricted from hiring new TCNs. Initially, Jobsplus will issue notifications regarding any violations, with enforcement measures being phased in over a 12-month period.
6. Redundancy Restrictions
Employers who have laid off employees on the basis of redundancy within the past year cannot rehire TCNs for that same role.
7. Deadline for Submission of Engagement and Termination Forms
Engagement and Termination forms must be submitted with JobsPlus within 4 working days. Delays in submission may lead to the suspension or disqualification of the employer from hiring TCNs.
8. Compliance with Disability Employment Laws
Employers are required to comply with the provisions of the Persons with Disability (Employment) Act. This act requires that at least 2% of an employer’s workforce should be persons with disabilities or require an annual contribution. Failure to meet
such requirements may result in a suspension of permit processing. This suspension will remain in effect until the issue is rectified.
9. Visa-based permit restrictions
TCNs present in Malta on non-work visas are not able to apply for a single permit and their application will be rejected. Sportspersons are exempted from this restriction.
10. Contract Verification Checks on Renewals
Upon renewal of permits, the authorities will undertake rigorous verifications to ensure that the employment conditions as per the employment contract, such as wages, match what was originally agreed in the permit application.
11. Caps of Workforce based on Company Size
The number of new TCNs that employers may recruit will now be tied to the employing company’s size and recent growth:
– Micro firms: 1-9 employees – Eligible for an increase up to 200% of the workforce of the employer during the 12 months prior to the date of application.
– Small firms: 10-49 employees – Eligible for an increase up to 100% of the workforce of the employer during the 12 months prior to the date of application.
– Medium firms: 50-249 employees – Eligible for an increase up to 50% of the workforce of the employer during the 12 months prior to the date of application.
– Large firms: 250+ employees – Eligible for an increase up to 25% of the workforce of the employer during the 12 months prior to the date of application.
The measure will apply to employers/companies from their third year of operation. Moreover, the above shall not apply in the following cases:
– Occupations within the health sector and the care of persons with disability and the elderly.
– Student workers recognised under Subsidiary Legislation 212.18 and students at the Institute of Tourism Studies and other higher institutions recognised by Jobsplus as requiring a work placement as part of their studies.
– TCNs eligible under the Key Employment Initiative.
– Any additional occupations designated as essential for maintaining the country’s critical services.
– Sportspersons.
12. Family Support
Although a work licence will still be required, partners of Maltese nationals, as well as parents of Maltese nationals under the age of 23, will be granted a residence permit including a notation exempting them from the standard Single Permit process normally required by TCNs.
Conclusion
This policy and these measures represent a significant step in Malta’s commitment to a sustainable, fair and well-regulated labour market. Further measures are expected to be implemented with effect from the 1 st of October 2025.
The full Malta Labour Migration Policy may be accessed through the following link: malta-labour-migration-policy-implementation-doc-jul-2025.pdf
