Hiring persons with disabilities is about more than meeting a legal requirement. It is about recognising talent, creating opportunities and building a workplace where everyone has the chance to contribute.<\/p>\n\n\n\n
Many employers are also unaware that Malta offers financial incentives, recruitment support and guidance to encourage inclusive employment. Understanding what is available, together with your legal responsibilities, can help you make informed recruitment decisions while supporting a more diverse workforce.<\/p>\n\n\n\n
In many cases, yes. Employers with more than 20 employees are generally required to ensure that at least 2% of their workforce consists of registered persons with disabilities<\/a><\/strong>.<\/p>\n\n\n\n Where the quota is not met, an annual contribution may become payable for each position that should have been filled, up to the maximum amount established by law. However, the purpose of the quota goes beyond compliance. It is designed to promote equal opportunities and encourage businesses to recognise skills and potential, rather than focusing on limitations.<\/p>\n\n\n\n Businesses employing fewer than 20 people are not subject to the quota, but they may still benefit from a range of support measures when employing registered persons with disabilities.<\/p>\n\n\n\n Malta offers several schemes to encourage inclusive recruitment. Depending on eligibility and the schemes available at the time of application, employers may benefit from:<\/p>\n\n\n\n Jobsplus administers several schemes to encourage employers to recruit and retain registered persons with disabilities. Among the best-known are the Access to Employment Scheme (A2E)<\/a><\/strong>, which provides wage subsidies to eligible employers, and the Bridging the Gap Scheme<\/a><\/strong>, which supports work exposure and placements that may lead to long-term employment. Employers may also benefit from National Insurance contribution incentives and funding for workplace adaptations or reasonable accommodations, depending on the applicable scheme and eligibility criteria.<\/p>\n\n\n\n Employers do not have to navigate the recruitment process alone. Jobsplus and the Lino Spiteri Foundation<\/a> work with businesses to identify suitable candidates, provide guidance throughout recruitment and, where appropriate, help shape a role around an individual’s strengths. This collaborative approach often makes inclusive hiring easier than employers expect.<\/p>\n\n\n\n Inclusive employment does not end once a contract is signed. Employers should provide equal opportunities throughout recruitment and employment<\/a>, while considering reasonable workplace adjustments where needed. In many cases, these are simple and inexpensive, such as adapting working hours, providing assistive technology or making small changes to the working environment. The best solutions usually come from open communication, as every employee’s needs are different.<\/p>\n\n\n\n Employing a person with a disability does not change an employer’s general obligations. Employment contracts, payroll, tax deductions, National Insurance contributions, leave entitlements and health and safety requirements continue to apply in the same way as for any other employee.<\/p>\n\n\n\n Any financial assistance received supports the employer and does not affect the employee’s salary or statutory employment rights.<\/p>\n\n\n\nFinancial Incentives Available<\/h2>\n\n\n\n
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Recruitment Support<\/h2>\n\n\n\n
Creating an Inclusive Workplace<\/h2>\n\n\n\n
Employment Responsibilities<\/h2>\n\n\n\n
More Than a Legal Obligation<\/h2>\n\n\n\n