Von 1. Oktober 2025, the second phase of Malta’s Labour Migration Policy takes effect. Building on the first measures introduced in August, this phase introduces new obligations for employers, updated rules for visa-exempt nationals, and additional safeguards for workers.
Here’s what you need to know if you are a Third-Country National (TCN) in Malta or an employer planning to hire one.
Changes from 1 October 2025
Salary payments
All salaries for TCNs whose employment is registered from 1 August 2025 onwards must be paid through licensed financial institutions. Bank transfers are mandatory and cash payments are no longer accepted.
Visa-exempt nationals
• If you apply for a Single Permit within 60 days of entering Malta, you may remain in the country while your application is processed and will receive a receipt as proof.
• If you apply between days 61 and 90 after entry, you must await the outcome of your application outside the Schengen Area.
Victims of trafficking
Recognised victims will not be required to pay application fees. Their residence permits will be issued for one year.
Vacancy advertising
Employers must advertise roles through the Jobsplus and EURES portals:
• Three weeks for general positions.
• Two weeks for roles under the Key Employee Initiative (KEI), Specialist Employee Initiative (SEI), EU Blue Card, or Skilled Occupation List.
Ausnahmeregelungen
No advertising requirement applies for health sector roles, elderly and disability care, regulator-endorsed applications, sportspersons, and change-of-employer cases.
Measures Already in Force Since August 2025
- Disability quota: Companies must employ at least 2% of their workforce as persons with disabilities or pay a contribution. Failure to comply may prevent the approval of new TCN applications.
- Grace period after job loss: TCNs now have up to 60 days to find a new job — 30 days automatically and an additional 30 days if they can prove financial means.
- Fee changes
| Art der Anwendung | Gebühr (€) |
|---|---|
| Erstmalige Einzelgenehmigung | 600 |
| Erneuerung (pro Jahr) | 150 |
| Wechsel des Arbeitgebers | 600 |
| Change of Job Designation | 300 |
| Long-Term Application | 500 |
| Family Member Applications | 50 |
- Salary thresholds: KEI salary threshold increased to €45,000, and SEI salary threshold increased to €30,000.
- Workforce caps: Companies may only increase their TCN workforce by a set percentage compared to the previous year:
| Company Size | Number of Employees | Maximum Increase in TCN Workforce |
|---|---|---|
| Mikro | 1–9 | Up to +200% |
| Klein | 10–49 | Up to +100% |
| Mittel | 50–249 | Up to +50% |
| Groß | 250+ | Up to +25% |
- Employer compliance obligations: Employers in Malta are now required to submit all engagement and termination forms within four working days. The authorities are also closely monitoring staff turnover and redundancies; if a company records unusually high turnover rates or has made redundancies for the same role within the previous 12 months, it may face restrictions on hiring new Third-Country Nationals (TCNs). Failure to comply with these obligations can result in serious consequences, including the suspension or even disqualification of the employer from submitting further applications for TCNs.
Labour Migration Policy Malta
Practical Guidance
Für Arbeitgeber
Employers must ensure full compliance with the new framework of labour migration policy, starting with the obligation to pay all TCN salaries electronically through licensed institutions. Recruitment practices also need updating, as vacancies must now be advertised on both the Jobsplus and EURES portals for the required duration before applying for work permits. Companies should carefully monitor termination levels and workforce growth caps, as high staff turnover or redundancies for the same role may restrict their ability to hire new TCNs. In addition, all engagement and termination forms must be submitted within four working days, while increased application fees and higher salary thresholds should be factored into workforce planning and budgeting in order to follow correctly the new migration policy.
For TCNs
Third-Country Nationals should be aware that renewals are now subject to stricter checks, with authorities verifying that salaries, contracts, and working conditions remain in line with original permit terms. If you are from a visa-exempt country, it is crucial to apply for your Single Permit within 60 days of arrival to remain legally in Malta during processing. In cases where employment ends, you can make use of the extended 60-day grace period to secure a new job, giving you more time and flexibility than under previous rules.
The second phase of Malta’s Labour Migration Policy has introduced important changes for Identità and for all Third-Country Nationals. Beyond stricter compliance and tighter recruitment rules, the most visible shift is the increase in application, renewal, and change-of-employer fees. With salary thresholds rising and advertising rules becoming more demanding, both employers and expats will need to adapt quickly.
For both employers and TCNs, the key now is to stay prepared and one step ahead of the changes.
If you would like to stay updated, follow us on our social media channels Facebook und Instagram, and if you need guidance with applications or compliance, sich melden — we work closely with trusted professionals who can assist you every step of the way.
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