Malta Employment Guide

Malta is a small island country in the central Mediterranean, with a strategic location connecting Europe, Africa and the Middle East. It has a population of approximately 500,000, and its economy is dominated by tourism, financial services, information technology, shipping and manufacturing. Valletta, the capital, serves as the political, economic and cultural center. Malta’s labor laws require employment contracts to be in writing, with a standard working week of 40 hours. Employers are obligated to guarantee the minimum wage, social insurance coverage and paid leave. Dismissals must comply with legal procedures and include corresponding compensation for employees. The country has a well-established labor relations system, is friendly to foreign-funded enterprises and multinational companies, and maintains an overall stable employment environment.

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Currency

Euro (EUR)

Capital

Valletta

Official language

Maltese and English

Salary Cycle

Monthly

Our Employment Guide in Malta

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Essential Elements of International Employment Contracts

When drafting employment agreements for overseas operations, contracts must be executed in English and formalized through written documentation signed by both employer and employee. This practice ensures legal clarity across jurisdictions.

A comprehensive employment contract should clearly specify these critical components:

Full legal names of both parties
Official commencement date of employment
Duration and terms of engagement
Detailed job description and responsibilities
Conditions governing contract termination

Navigating Probation Period Regulations

Mandatory probation periods serve as a crucial evaluation phase in international hiring. Standard requirements mandate a minimum 3-month probation, extendable to a maximum of 6 months for most positions.

For specialized roles including executive, technical, managerial, or supervisory positions where compensation exceeds twice the annual minimum wage, probationary terms may extend to 6 months initially, with potential for an additional 6-month extension, reaching a total of 12 months. SailGlobal's global HR platform helps organizations manage these complex probationary requirements while maintaining compliance across different legal systems.

Practical Implementation Considerations

Companies expanding internationally should establish clear probation assessment criteria upfront. Regular performance reviews during this period help make informed decisions about permanent employment. SailGlobal's case studies demonstrate that organizations implementing structured probation management systems reduce legal disputes by 40% compared to those using informal approaches.

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