Malta is a popular tourist destination in Europe and around the world. A growing number of digital nomads and remote workers are drawn to the country's pristine waters, 15th-century architecture, and rich history.
However, Malta provides an industrialised economy for expanding businesses with low corporate taxes, strong GDP growth, a high income, a bilingual population, a strong democracy (18th best), and a growing IT industry.
Why work in
Malta is a multifunctional island. It has a solid foundation in the fishing sector as a whole. Since Malta is entirely encircled by sea on all sides, it naturally boasts some of the world's most beautiful beaches and harbours. There has been a lot of activity in trade in Malta. The maintenance of commercial links with a diverse range of countries accounts for the vast majority of the nation's economic output. In addition to its role in international trade and fishing, Malta is also involved in the gambling industry. It holds banking licences that allow it to issue credit cards, register ships and aircraft, and manages funds.
Through the Gloroots’ Recrew platform, you can discover amazing talent in Malta.
Grow your team in
Growing a team means hiring the right employees at the right time and for the appropriate positions. Employers in Malta must have a local legal organisation and use local resources to handle compliance, payroll, tax, and benefits management. The complexity of employment regulations in Malta demands compliance with employment laws.
With Gloroots’s global Employer of Record (EoR) service, you can let Gloroots do the heavy lifting of payroll, tax, benefits, and compliance and concentrate on what matters to you most: your employees and company growth.
Risks of misclassification
Malta treats contractors, sole proprietors, self-employed individuals and full-time workers differently and there are significant risks associated with misclassification.
Maltese labour standards are established in the 1974 Republican Constitution, which establishes the foundation of employees' rights and benefits, as well as in a number of acts, including:
Employees in Malta are protected from discrimination on the basis of their age, religion, sexual orientation, gender expression, or race.
It’s important for employers to understand the intricacies of these programs before making a hire.
This might sound overwhelming—but it doesn’t have to be. A solution like Gloroots eliminates the barriers for you. With Gloroots’ Employer of Record offering, hiring and managing employees globally is a piece of cake.
Get an overview of what you need to know when hiring in Malta.
Legal aspects of employing in
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- All employee payments will be made in equal monthly increments, due in arrears, on or before the last working day of each calendar month.
Maltese labour law requires firms to provide a minimum weekly wage to all employees and statutory raises when an employee's tenure increases. The following is a breakdown of what employers should pay as a bare minimum.
- €181.08 (€724.32 per month) for those aged 18 and up
- €174.30 (€697.2 per month) for 17 years
- Under the age of 17: €171.46 (€685.84 per month)
After a year of service with the same employer, an employee earning the minimum wage is entitled to a weekly raise of €3. After the second year, that rises to €6 per week or a €24 bonus on the employee's monthly wage. Employees earning more than the minimum wage will receive equivalent raises beginning in the second and third years of their employment with the same company.
The Maltese social security office handles many financial obligations for employee sickness benefits.
As a general rule, an employer can either: Pay an ailing employee the normal gross wage during the first three days of illness, then pay the gross wage less the government sickness benefit, or
Pay the employee in full and obtain reimbursement from the employee for illness benefits paid by the social security office
In effect, the social security office pays a sickness stipend while the employee pays the difference between the stipend and the employee's regular income.
According to the Medical Board's judgement, sickness benefit entitlements can be paid for up to 156 days and increased to 468 days in two years.
Taxes in Malta
10% - social security contribution
Maltese labour law requires that employees be informed in advance of their employment termination so they can make suitable transition plans.
If an employee has completed at least one month of employment during their probation period, they may be removed with one week's notice. From here, notice periods are calculated on a sliding scale:
- 1 week from 1 month to 6 months
- 2 weeks from 6 months to 2 years
- 4 weeks for children aged 2 to 4 years.
- 8 weeks for children aged 4 to 7 years.
- More than 7 years: 8 weeks, plus 1 week for each year added.
Probation can last anything from a week to a year if both parties agree on it in advance.
Employment Termination and Severance:
In Malta, an employee can be fired for reasonable cause, redundancy, or attaining the retirement age. If an employee has completed at least one month of employment, the employer is required to give an employment certificate that includes dates worked and a description of duties. The cause for termination must also be given if the employee demands it. There are no statutory laws on severance pay.