Malta Labour Migration Policy
In January, a significant consultation document was introduced, detailing a revised policy framework: the Malta Labour Migration Policy. This new policy is designed to ensure that the benefits of migration primarily support the Maltese taxpayer and workforce. It aims to enhance the country’s capacity to address exploitation, safeguard all employees, and transition towards a migration approach that emphasises specific skills. A central tenet of this strategy is the focus on long-term integration and worker retention.
The initial framework was built upon 32 recommendations, which served as the foundation for discussion. Over a two-month consultation period, a wide array of perspectives were actively sought and considered. This included insights from employers, unions, civil society organisations, and individual citizens. This thorough engagement process ensured that the feedback collected was crucial in shaping the policy’s ultimate direction. The constructive spirit and open dialogue demonstrated by the various stakeholders throughout this period were highly valued.
With the consultation phase complete, the focus now shifts to implementation. The refined policy, strengthened by integrated stakeholder feedback, is poised to contribute to Malta’s ongoing prosperity. It is anticipated that this policy will ensure migration is managed equitably, responsibly, and in alignment with Malta’s national interests.
As a Government, we have consistently achieved economic prosperity that has benefited our citizens. Malta maintains one of the European Union’s highest employment rates while experiencing sustained worker demand. Given our ageing population, the involvement of foreign workers is also crucial for sustaining key sectors that are vital to the well-being of our citizens.
Byron Camilleri
Minister for Home Affairs, Security and Employment
Download The 2025 Malta Labour Migration Policy FAQ Sheet
Malta Labour Migration Policy 2025 – FAQ’s
To promote sustainable economic growth by managing labour migration, protecting workers’ rights, attracting skilled talent, and ensuring fair, responsible migration practices.
The following table includes 12 key measures being implemented at the start of August 2025.
| Measure | Description |
|---|---|
| Retention & Stability | Focus on enabling foreign workers to stay long-term for better integration and economic benefits. |
| Worker Protection | Improve regulations to ensure dignified treatment, fair pay, and safe working conditions. |
| Labour Market Alignment | Address genuine labour shortages that cannot be filled by local workers. |
| Skills-Based Approach | Attract top talent through training, upskilling, and full integration of workers for long-term productivity. |
A total of 15 measures are scheduled for 2025, with 12 starting in August and 3 in October.
An additional 5 measures will be rolled out gradually on an ongoing basis.
The following table includes 12 key measures taking effect 1st August 2025.
| Measure | Description |
|---|---|
| Monitoring Termination Rates | Monitoring will begin, with notifications sent to applicants if thresholds are exceeded. No sanctions initially, but a gradual market alignment will start, reducing thresholds by 5% every three months until July 2026. |
| Vacancy Ad Requirements | Employers must provide evidence of at least a three-week advertisement period on suitable media. From October, advertising on the Jobsplus/EURES portal becomes mandatory. |
| Redundancy Processes | If an employer has made any worker redundant (regardless of nationality) due to business closure or lack of work for the same job position during the previous 12 months, their application will be rejected. |
| Prompt Submission of Engagement & Termination Forms | Employers are required to promptly submit engagement and termination forms for all employees, including TCNs who have been granted a work permit. |
| Compliance with the Persons with Disability (Employment) Act (CAP 210) | Employers must ensure at least 2% of their workforce are persons with disabilities or make an annual contribution. Non-compliance will suspend processing of all TCN applications, except renewals, until the issue is rectified. |
| New Fee Structures | The current fee for a first-time permit and renewal is €300. The new fees will be set at €600 for first-time applications, €150 per year for renewals, €600 for employer changes, and €300 for role changes. In health and care roles, fees are €150, with other fees below this amount remaining unchanged. |
| Extension of Grace Period for TCNs Post-Employment | A proposed amendment to Subsidiary Legislation 217.17 would allow TCNs a 30-day period to stay and seek new employment, with the possibility to extend this by another 30 days if they can prove sufficient financial resources. |
| New Salary Benchmarks for KEI & SEI | The revised salary thresholds are €45,000 annually for KEI and €30,000 annually for SEI. |
| Restrictions on Single Permit Applications | Applications from TCNs in Malta on visas that don’t allow work, like tourist visas, will be rejected. However, this restriction does not apply to sportspersons. |
| Renewal Verification Checks | Renewals will depend upon verification that the working conditions, as specified in the work contract at the time of single permit application approval, are being maintained. Jobsplus and Identita’ will request confirmation. |
| Workforce Application Limits | Employers can apply for additional TCNs based on a percentage of their workforce: micro firms (1-9 employees) can increase their staff by up to 200%, small firms (10-49) by 100%, medium firms (50-249) by 50%, and large firms (250+) by 25%, based on their workforce 12 months prior. |
| Support for Partners & Families | Partners of Maltese nationals and parents of Maltese nationals under 23 years old will receive residence permits exempting them from the standard TCN single permit process. They will still need an employment licence, similar to beneficiaries of protection, in their own name. |
Starting from August 2025, extended grace periods following employment termination will be enforced, allowing TCNs additional time to remain in the country legally. Verification checks on visa renewals will also be introduced to ensure compliance with immigration regulations. Additionally, restrictions will be placed on applications for single permits for non-work visa holders, limiting access to certain permit types.
Then, from October 2025, salary payment methods for newly engaged Third Country Nationals (TCNs) will be formalised, establishing clear requirements for how salaries must be paid to these workers.
Employers must achieve full compliance with the Persons with Disability (Employment) Act by 1 August 2025.
Full implementation of redundancy measures begins on the same date.
By clarifying application processes, ensuring fair treatment, protecting workers’ rights, and creating a phased approach that allows smooth transition and compliance over time.
The following table includes 3 additional measures planned taking effect 1st October 2025.
| Measure | Description |
|---|---|
| Salary Payments | All salary payments to third-country nationals registered from 1 August 2025 onwards must be made exclusively through licensed financial institutions via electronic payments. Cash payments will no longer satisfy employment contract requirements. This applies to new applications and ‘change of employer’ registrations after 1 August 2025. |
| Interim Permits for TCNs from Visa Waiver Countries | Third-country nationals from visa waiver countries who apply for a single permit within 60 days of entering the Schengen Area will receive an interim permit to stay in Malta while their application is processed. Those applying between 61 and 90 days after entry must wait for the application outcome outside the Schengen Area. |
| Victims of Human Trafficking | Victims of human trafficking applying for residence permits under S.L. 217.07 will be exempt from application fees. These permits will be valid for one year, instead of six months, and can be renewed throughout any ongoing court proceedings. |
| Month | Measures |
|---|---|
| August 2025 | Monitoring termination rates, vacancy advertising, redundancy procedures, fee updates, application limits, salary payment rules, expansion of skilled occupations. |
| October 2025 | Salary payment for new TCNs, interim permits for visa waiver nationals, trafficking victim support measures. |
Monitoring of termination thresholds will commence in August 2025. Employers will be notified if their termination rates exceed the set thresholds. Exemptions are available for temporary or seasonal employment, and the thresholds for larger employers will be increased by 5 percentage points.
Additionally, terminations involving transfers from third-party arrangements to direct employment will be exempt if the worker has been engaged for at least one year.
When applying for a licence to employ TCNs, the employer’s recruitment practices will be reviewed. If the company’s termination rate is excessively high, it may result in the failure of the Labour Market Test (LMT) and the application could be rejected.
| Firm Size | Employee Range | Termination Rate Threshold | Outcome if Exceeded |
|---|---|---|---|
| Micro | 1–9 employees | Not applicable | N/A |
| Small | 10–49 employees | Above 50% of workforce | Labour Market Test fails; application refused |
| Medium | 50–249 employees | Above 45% of workforce | Labour Market Test fails; application refused |
| Large | 250+ employees | Above 40% of workforce | Labour Market Test fails; application refused |
Yes. From 1 August 2025, the fee structure for work permits has been updated to specify charges for different application types:
| Application Type | Fee (from 1 August 2025) |
|---|---|
| First-time permit application | €600 |
| Renewal of permit | €150 per year |
| Change of employer | €600 |
| Change of designation | €300 |
| Roles in health sector & elderly/disability care | €150 (all fees at this level) |
Additionally, under the new policy, all salary payments for foreign workers must now be processed exclusively through licensed financial institutions and must be made using electronic transfer methods.
The Malta Labour Migration Policy has officially incorporated a clear and standardised definition of ‘Partners and Families’ into its framework. This aligns with the current definition used by Identità, Malta’s national identity and residency authority.
Yes. Future announcements will provide updates on the further phases of implementation, especially for measures scheduled beyond 2025, including those set for 2026 and subsequent years.
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