Malta’s labour market is not slowing down, but it is becoming more controlled. Recent updates from Jobsplus show a clear shift in approach. The system is moving away from simple processing of applications and towards a more structured evaluation of how employers hire and how foreign workers enter the market.
For employers and Third Country Nationals (TCNs), this means one thing. The process is still accessible, but it now requires more preparation, more consistency, and fewer errors.
A More Predictable Starting Point
One of the more practical improvements is the introduction of preliminary Labour Market Test results directly accessible through the Jobsplus portal.
Employers can now log into their account, access the employment section, and view an indication of their position. These results are updated monthly. This adds a level of predictability that was previously missing. Instead of submitting applications blindly, employers can now understand early whether their profile meets the expected criteria.
The Assessment Is Now Broader
Labour Market Testing still revolves around a simple question. Can the role be filled locally or within the EU?
What has changed is how this question is answered. The evaluation now looks at three areas together:
- The condition of the labour market
- The employer’s track record
- The profile of the individual being recruited
This combined approach means that even if a vacancy exists, an application can still fail if the employer or candidate does not meet expectations.
Employers Are Being Evaluated Differently
The most noticeable change is how employers are assessed. It is no longer enough to show that a role exists. Jobsplus is increasingly focused on how the business operates over time.
For example, companies that have reduced staff in the past year may find it harder to justify new applications. At the same time, submitting a high number of requests without clear growth can trigger additional checks.
There is also stronger emphasis on basic compliance. Employers must ensure that all employees, particularly TCNs, are correctly registered. Even small administrative gaps can affect outcomes.
For newer businesses, this goes further. They may be asked to provide documents that demonstrate real activity, such as contracts or operational records. This reflects a shift towards verifying that the business is genuinely active and not just formally registered.
Workforce Stability Is Now a Key Factor
Two elements now play a central role in how applications are assessed.
The first is how quickly a company is growing. There are now internal limits on how much a business can expand within a year through foreign recruitment, depending on its size.
The second is staff turnover. Authorities are looking more closely at how often employees leave within a 12-month period.
Not every termination is treated negatively. Promotions, internal changes, and the completion of internships are taken into account. However, consistently high turnover can weaken future applications. This introduces a new reality. Hiring foreign workers is now linked to how stable the workforce is overall.
Advertising the Role Is No Longer a Formality
Vacancy advertising has become a strict requirement rather than a formality. Employers must provide clear proof that the role was advertised on Jobsplus or EURES before applying. The timing of these adverts also matters, and applications without proper evidence are unlikely to proceed.
For candidates applying from abroad, this step is even more important. It ensures that local and EU candidates are given a fair opportunity first.
Getting the Details Right Matters More Than Ever
Beyond the broader policy changes, smaller procedural details are now being enforced more strictly. The employment start date must match the actual first day of work. For TCNs, this must align with the authorisation to work or residence documentation.
Changes in role or promotions are no longer treated informally. A new application must be submitted, followed by the correct termination and engagement forms. These may seem like technical points, but in practice they are becoming decisive. Applications can fail simply due to incorrect or inconsistent information.
Employment Licences and Updated Costs
Another important development is the adjustment to employment licence fees under Jobsplus.
Recent updates have introduced slightly higher, more standardised fees across different categories. For example:
- Employment licences for most third country nationals are now set at €250 at application stage
- Secondary employment licences are set at €150
While described as minor adjustments, the impact is noticeable for employers handling multiple applications. The cost of hiring has increased, reinforcing the need for more selective and well-prepared applications.
The Candidate Now Plays a Bigger Role
The profile of the individual being recruited is now playing a far more central role in the overall assessment process. Employers are no longer simply filling a vacancy. They are expected to actively demonstrate that the selected candidate is genuinely suitable for the position. This goes beyond a basic declaration. Employers must be able to support their choice with clear and verifiable documentation, particularly for roles that fall within skilled or regulated categories.
In practical terms, this means that qualifications, relevant work experience, and a consistent employment history must be aligned with the role being offered. In certain cases, additional validation may be required, including confirmation from sector-specific authorities or experts.
There is also a growing emphasis on preparation before the individual enters the Maltese labour market. This is especially relevant in sectors where standards, safety, or service quality are closely monitored. As a result, pre-departure requirements and structured onboarding are becoming more common.
Compliance Extends Beyond Recruitment
Labour Market Testing now reflects broader employment practices. For example, companies employing 20 or more people are expected to meet the 2 percent disability quota. Where this is not met, financial contributions may be required. This shows that access to foreign workers is no longer assessed in isolation. It is linked to how the business operates overall.
What Has Changed in Practice
The system has not become closed, but it has become more selective. Employers now need to approach hiring with more structure. This includes planning workforce growth, maintaining compliance, and ensuring that each application is properly supported. For foreign workers, including family members already in Malta, the environment is more competitive. Strong profiles and credible employers are now essential.
Final Thoughts
The recent changes do not limit access to Malta’s labour market, but they do redefine how access is granted. The focus has shifted towards consistency, credibility, and proper alignment between employer needs and candidate profiles.
Those who understand this shift and adapt to it will continue to find opportunities. Those who rely on outdated practices will find the process increasingly difficult to navigate.
We regularly share updates, insights, and real-case scenarios to help employers and foreign workers navigate Malta’s system more effectively. Follow Expatax Malta for ongoing guidance and updates.
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