Employment

Malta is a small island nation located in the Mediterranean, and it's become an increasingly popular destination for expats and international workers. With its beautiful landscapes, vibrant culture, and growing economy, Malta has a lot to offer those looking to work abroad. However, before you can start working in Malta, you'll need to obtain a work permit.

Malta has a fast-developing economy & a rising demand for both local and international employees. Thanks to the EU employment rules policies, employers now have a vast pool of job seekers to choose from. So, here are all the necessary steps and requirements of successful employee recruitment Malta.

According to the Maltese labour law, employment is usually on a contract basis between the employee and his or her employer as long as statutory employment conditions are adhered to. Although the law regulates certain employment conditions, others are left for the two parties to agree upon before the employee can start work. The law ensures that the only enforced provisions are those that favour the employee without any discrimination. Collective agreements also work in the same manner as an employment contract, where they bind the employer to the agreement and members of the trade union that negotiates on behalf of employees.

Depending on your type of contract and how long you have been working for your employer, there’s a notice period for the termination of employment, that must be observed no matter which party (you or the employer) wants to terminate your employment position. In case you’re still going through the 1-month initial probationary period, notification must be made a week in advance. For indefinite contracts beginning after the probationary period, the notice period will grow in proportion to your time in that employment position:

A work contract to provide services in Malta is also known as an employment contract and it serves as a security device for the employer and employee. It details rules and employment conditions, how to settle disputes and a pledge from the employee to offer services to the employer in return for wages. Any contract, whether verbal or written is deemed valid and enforceable by law.

Rules on overtime vary by sector and are governed by the Wage Regulation Order (WRO) that applies to the particular activities you are carrying out. If your job or sector is not covered by a WRO, then the default overtime rate is 1.5 times your ordinary pay and will apply to any hours worked over 40 per week. However, this is averaged over a four-week period or shift cycle, so if you worked less than 40 hours in one week, it may affect your entitlement to overtime the next week.