Malta’s labour landscape is set to change with the implementation of its new Labour Migration Policy, its implementation was initiated on the 1st of August 2025. Designed to address both current workforce shortages and long-term sustainability, the policy introduces a series of regulatory, administrative, and financial measures that will affect how employers employ third-country nationals (TCNs).
Whether you are a business owner, HR manager, or a sector-specific operator—such as in aviation, healthcare, or technology—this overview outlines the key changes that all employers should be aware of.
Employers must advertise job vacancies before submitting applications to hire TCNs:
Adverts must be published within 2 months from the date of engagement with the company.
From October 2025, all advertisements must also appear on the Jobsplus portal.
Failure to comply with these advertising requirements will result in automatic rejection of the application.
Some roles and sectors are exempt from the advertising requirement. These include:
Employers in the aviation sector may benefit from this exemption when hiring foreign professionals, provided the application is endorsed by the Civil Aviation Directorate. This facilitates timely recruitment in a highly specialised industry.
The following application fees will apply:
Application Type | New Fee (€) |
First-time Single Permit | 600 |
Permit Renewal (per year) | 150 |
Change of Employer | 600 |
Change of Designation | 300 |
Applicants in healthcare and elderly care will benefit from a reduced rate of €150 across all permit types.
4. Updated Salary Thresholds
To qualify under KEI or SEI schemes, applicants must meet the following salary criteria:
TCNs whose employment is terminated will be granted:
This measure aims to reduce administrative burden and support workforce retention.
Employers are now required to:
Non-compliance may result in:
Automatic failure of Labour Market Tests in cases of high staff turnover.
All salaries for TCNs must be paid through licensed financial institutions. Cash payments will no longer be permitted. Breaches of this requirement may result in application rejections and other penalties.
Conclusion
The new Labour Migration Policy represents a major shift in Malta’s employment and immigration framework. Employers across all sectors are encouraged to review internal procedures and ensure full compliance with the updated regulations.
For regulated sectors such as aviation, gaming, and healthcare, the policy introduces a more streamlined process—subject to validation from the respective authority.
Vaia Legal is actively advising clients on compliance strategies, exemption eligibility, and application support. Contact us on [email protected] for more information.
Dr. Ciantar-Barbara is an experienced lawyer specialising in corporate and commercial law. She graduated with a Doctor of Laws degree from the University of Malta in 2012 and went on to obtain a Master of Laws (LL.M.) in Corporate and Commercial Law from Queen Mary, University of London in 2014.
With over a decade of experience at a leading Big Four firm, Dr. Ciantar-Barbara has advised a wide range of local and international clients on complex company law matters. Her practice covers all stages of a company’s lifecycle, including formation, continuation, restructuring, cross-border mergers and divisions, acquisitions, and liquidations. She also assists clients with their day-to-day corporate governance and compliance obligations, including beneficial ownership requirements and statutory reporting.
In addition to her core focus on corporate law, Dr Ciantar-Barbara has handled various employment law matters, offering guidance on issues such as employment contracts and workplace policies.
Proud member of the Chamber of Advocates and the Institute of Financial Services Practitioners.
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