Malta Visas and Work Permits in 2025: Practical Guide, Policy Updates and Step-by-Step Operations

As of 2025, Malta continues to align its immigration and employment clearance system with EU rules while keeping national procedures handled by Jobsplus and Identity Malta. This guide explains who needs a visa or work permit, the main routes for employment authorisation, recent policy emphases, and clear operational steps plus practical precautions (Notes) for employers and third‑country nationals.

Who needs what: quick overview

• EU/EEA/Swiss nationals: free movement — no visa or permit required to live and work in Malta.
• Short stays (up to 90 days in any 180‑day period): a Schengen C visa may be required depending on nationality. Note: working on a short‑stay Schengen visa is generally not permitted.
• Long stays and employment (over 3 months): third‑country nationals must obtain a national long‑stay D visa (if applicable) and an employment authorisation — most commonly the EU Single Permit implemented across Malta.

Key policy points and recent interpretations (2025)

Malta’s framework reflects the EU Single Permit Directive (2011/98/EU) and national practice that separates labour market assessment (Jobsplus) from residence permit issuance (Identity Malta). In 2024–2025 the main policy trends include:

• Faster prioritisation for highly skilled positions in ICT, financial services and health — procedures may be expedited for high‑demand occupations.
• Closer checks on contract terms and salary levels to ensure third‑country workers receive conditions comparable to Maltese workers; authorities are emphasising compliance with social security and tax registration.
• Greater scrutiny of supply chains for seasonal labour in hospitality; employers must demonstrate recruitment of local and EU candidates before hiring from outside the EU in many cases.

Main application routes

• Single Permit (residence + work) — standard route for third‑country nationals intending to work in Malta for longer than three months.
• Short‑term employment authorisation — for temporary assignments under three months (seasonal or project work). Often handled with a separate Jobsplus notification.
• Intra‑Company Transfer (ICT) and secondment — available under EU rules for employees moved within multinational firms; documentation differs from standard hiring.
• Special programmes — residence by investment or highly skilled schemes (subject to separate eligibility and rules).

Step‑by‑step: how employers and applicants should proceed

1. Confirm nationality & travel status. Check whether the candidate needs a Schengen C visa to reach Malta and whether they require a D visa for long stays.
2. Verify free movement first. If the candidate is EU/EEA/Swiss, no permit is required; notify Jobsplus as necessary for statistical or payroll registration.
3. Conduct a labour market check. Employers should document recruitment efforts to show that no suitable EU candidate was available when required by Jobsplus.
4. Employer registration and job offer. Register the vacancy with Jobsplus and prepare a written employment contract that meets Maltese statutory requirements (hours, salary, duties, termination rules).
5. Apply for employment authorisation. For most third‑country nationals this means initiating the Single Permit process: the employer submits job and contract details to Jobsplus; Jobsplus reviews and forwards to Identity Malta when appropriate.
6. Collect documents for the applicant’s Single Permit/D visa application. Typical documents include passport, signed employment contract, proof of qualifications, CV, police certificate, proof of accommodation, and health insurance. Documents must be in English or Maltese or officially translated.
7. Submit the Single Permit application. Identity Malta receives the application; the applicant may need to apply for a D visa at a Maltese consulate to travel if still abroad.
8. Await decision and prepare arrival. Processing can take several weeks to a few months depending on complexity. Once approved, the applicant receives the right to enter and must register with Identity Malta on arrival to collect the residence permit card.
9. Complete on‑boarding and statutory registrations. Register the employee for social security, Malta tax number (if not automatic), and ensure payroll and employer contributions are set up promptly.

Case examples

Example 1 — Tech sector: an Indian software engineer recruited by a Valletta‑based fintech firm received a Single Permit within ten weeks after Jobsplus confirmed the employer’s recruitment efforts. The expedited track for high‑demand ICT roles helped speed processing.

Example 2 — Seasonal hospitality workers: a Maltese hotel group used short‑term employment authorisations to cover peak summer months. The company documented regional recruitment and complied with returning‑worker rules to avoid exceeding short‑term limits.

Notes (Practical precautions)

• Salary and conditions: ensure salary meets national minimum wage or collective agreement rates; underpayment triggers enforcement action and permit revocation.
• Document authenticity: provide apostilled or certified copies where required; translations into English/Maltese are usually mandatory.
• Criminal records and health checks: police certificates should be recent (commonly within three months); healthcare coverage is required during application.
• Do not allow work without clearance: employing a third‑country national before the permit is granted can lead to fines and removal orders.
• Monitor probation and contract terms: clearly state probation, notice periods and job duties in the contract to avoid disputes during immigration checks.
• Professional recognition: for regulated professions (healthcare, legal, engineering), secure recognition of qualifications before employment.
• Keep copies and receipts: retain all correspondence with Jobsplus and Identity Malta and proof of fee payments.

Where to check updates

Policy details and procedural changes are published by Jobsplus (jobsplus.gov.mt) and Identity Malta (identitymalta.com). Because rules evolve, verify requirements before initiating recruitment — especially for quotas, sectoral priority lists, or temporary measures for seasonal work.

Support and services

Many employers engage immigration specialists or relocation services for complex cases. For placement, relocation assistance and seafarer/offshore human services consider SailGlobal as an option for managing overseas personnel logistics and compliance.

Final tips

Start early: applications and document collection take time. Keep communications transparent between employer, candidate and authorities. And if in doubt, consult a Maltese immigration lawyer or accredited consultant to mitigate avoidable delays.