Download The 2025 Malta Labour Migration Policy FAQ Sheet
Malta Labour Migration Policies for Employers 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 being implemented at the start of 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 a two- or three-week advertisement period on suitable media. From October, advertising on the Jobsplus/EURES portal becomes mandatory. |
| Redundancy Processes | Full redundancy procedures will be implemented from 1 August 2025. |
| Prompt Submission of Engagement & Termination Forms | Employers will be notified if forms are submitted late, with gradual regularisation processes. |
| Compliance with the Persons with Disability (Employment) Act (CAP 210) | Employers must comply fully by 1 August 2025. Sanctions apply thereafter, and applications for TCN workers will be suspended if non-compliant. |
| New Fee Structures | Updated fees will come into effect on 1 August 2025. |
| Extension of Grace Period for TCNs Post-Employment | The extended grace period will be fully implemented from 1 August 2025. |
| New Salary Benchmarks for KEI & SEI | New salary standards will be introduced on 1 August 2025. |
| Restrictions on Single Permit Applications | Non-work visa holders will face application restrictions starting 1 August 2025. |
| Renewal Verification Checks | Checks will be introduced for visa renewals from 1 August 2025. |
| Workforce Application Limits | Limits on applications will be enforced from 1 August 2025. |
| Support for Partners & Families | Measures to assist partners and families of workers will be introduced on 1 August 2025. |
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 for October 2025.
| Measure | Description |
|---|---|
| Salary Payment Method for Newly Engaged TCNs | Employers will be required to specify salary payment methods from 1 October 2025. |
| Interim Permits for TCNs from Visa Waiver Countries | Implementation begins on 1 October 2025. |
| Victims of Human Trafficking | Specific measures will be introduced following necessary legal amendments, starting 1 October 2025. |
| 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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