1. Monitoring Termination Rates
As part of Malta’s Labour Migration Policy, Jobsplus will introduce a system to monitor employer termination rates to promote fair and stable employment practices.
Starting August 2025, Jobsplus will begin tracking the frequency at which employers terminate employment contracts, particularly in relation to foreign workers. This data will be used to assess whether employers are maintaining acceptable levels of workforce retention.
· Thresholds will be established to identify unusually high termination patterns.
· Employers exceeding these thresholds will receive formal notifications, allowing them to review and adjust their practices.
· No penalties will be applied during the initial phase, as the focus will be on education, transparency, and gradual alignment with policy expectations.
2. Vacancy Advertising Requirements
To ensure transparency and fairness in the recruitment process, the Malta Labour Migration Policy introduces enhanced vacancy advertising requirements for employers seeking to hire foreign workers.
Starting 1 August 2025, employers must demonstrate that each job vacancy has been publicly advertised for a minimum period of two to three weeks on appropriate media platforms. This measure is designed to prioritise local workforce opportunities and ensure that foreign recruitment is aligned with genuine labour market needs.
From 1 October 2025, it will become mandatory for all vacancy advertisements to be published on the Jobsplus/EURES portal. This centralised approach will:
· Improve visibility and accessibility of job opportunities for local and EU jobseekers.
· Standardise recruitment practices across sectors.
· Serve as a verifiable record of compliance for employment-related applications. Exemptions will apply whereby to TCNs eligible under the Key Employment Initiative, the Specialist Employment Initiative, the Blue Card Directive, and the Skilled Occupation List must advertise for a minimum of two weeks within the two months prior to application on an appropriate local media platform.
Employers are encouraged to begin aligning their recruitment processes with these requirements ahead of the mandatory implementation date to avoid delays or complications in future applications.
3. Redundancy Reporting
Employers will be required to fully comply with redundancy reporting obligations. This includes timely and accurate notification of redundancies to Jobsplus, ensuring transparency and accountability in workforce reductions. The measure aims to monitor employment trends and prevent misuse of the system.
4. Timely Submission of Engagement and Termination Forms
To strengthen compliance and ensure accurate labour market data, the Malta Labour Migration Policy introduces stricter expectations around the timely submission of employment engagement and termination forms.
Starting 1 August 2025, employers will be required to:
· Submit engagement forms immediately upon hiring a new employee.
· Submit termination forms promptly upon the end of employment.
Jobsplus will begin actively monitoring compliance with these obligations. Employers who fail to submit the required forms within the prescribed timeframes will receive formal notifications highlighting the breach. While enforcement will be introduced gradually, this measure is a critical step toward:
· Enhancing transparency in employment practices.
· Preventing misuse of the employment system.
· Ensuring that third-country nationals (TCNs) are accurately tracked and protected under the law.
Employers are strongly encouraged to review their internal HR processes and ensure that all employment-related notifications are submitted without delay to avoid future sanctions.
5. Compliance with the Persons with Disability
All employers must comply with the Persons with Disability (Employment) Act (CAP 210) by 1 August 2025. This includes meeting the required employment quotas for persons with disabilities. Non-compliance will result in sanctions, reinforcing Malta’s commitment to inclusive employment practices.
6. Revised Application Fees
A new fee structure for employment-related applications will come into effect. These revised fees are intended to reflect administrative costs and support the sustainability of the migration system.
The updated fee schedule will apply to a range of services, including:
1. First-time applications: €600
2. Renewal fee: €150 per annum
3. Change of employer: €600
4. Change of designation: €300
5. For occupations in the health sector and roles involving elderly and disability care, all fees will be set at €150.
6. Any other fees currently below this threshold will remain unchanged.
7. Extended Grace Periods for TCNs
As part of Malta’s commitment to fair and humane labour migration practices, the policy introduces extended grace periods for third-country nationals (TCNs) whose employment has been terminated.
Effective 1 August 2025, TCNs will be granted additional time to:
· Seek alternative employment within Malta.
· Regularise their stay through other lawful channels.
· Prepare for voluntary departure, if necessary, without facing immediate penalties.
The proposal includes a provision to extend this initial 30-day period by an additional 30 days, bringing the total potential stay to 60 days, contingent upon the TCN demonstrating sufficient financial resources to support themselves without accessing social assistance.
8. New Salary Benchmarks for KEI and SEI
Updated salary thresholds will be introduced for the Key Employment Initiative (KEI) and Special Employment Initiative (SEI) schemes. These benchmarks aim to ensure that foreign workers are compensated fairly and in line with their skills and responsibilities.
· KEI: an annual gross salary of at least €45,000 per annum;
· SEI: an annual gross salary of at least €30,000 per annum;
9. Permit Restrictions for Non-Work Visa Holders
Individuals who entered Malta on non-work visas (e.g. tourist or family visit visas) will face new restrictions when applying for single work permits. This measure is intended to reinforce the integrity of visa categories and ensure that work permits are issued through appropriate channels.
10. Renewal Verification Checks
Enhanced verification procedures will be introduced for permit renewals. These checks will ensure that applicants continue to meet eligibility criteria and that employment conditions remain compliant with national standards.
11. Workforce Application Limits
To promote balanced recruitment and prevent over-reliance on foreign labour, application limits will be introduced per employer. These limits will be based on sectoral needs, company size, and compliance history.
12. Support for Partners and Families
New measures will be introduced to support the family life of migrant workers.
The following categories of individuals will be issued a residence permit that explicitly includes a notation exempting them from the standard single permit process typically required for TCNs:
· partners of Maltese nationals
· parents of Maltese nationals who are under 23 years old.
