As 2026 unfolds, Malta is introducing a number of employment and migration updates aimed at creating a more organised, skills‑focused labour environment. The government’s plans reflect a clear push toward better workforce preparation, stronger protections, and fairer standards for both workers and employers. These reforms are designed to improve integration, clarify expectations, and make Malta’s labour system more sustainable for the long term.
New Entry Requirements for Third‑Country Nationals
One of the biggest updates this year affects non‑EU nationals who want to work in Malta. Under the second phase of the Labour Migration Policy, new applicants must now complete a Pre‑Departure Course before they can receive a single permit.
Beginning 5 January 2026, all first‑time Third‑Country National (TCN) applicants must complete a 20‑hour course, costing €250, which covers essential skills, basic Maltese cultural awareness, and workplace expectations. After finishing the course, applicants must pass an assessment and attend a verification interview. This forms Part 1 of Malta’s new two‑step model, designed to help workers feel more prepared before they even arrive.
Some roles — particularly in tourism, hospitality, and other regulated sectors — will also require a Skills Pass, which is Part 2 of the process. From 1 March 2026, Identità will officially begin recognising Pre‑Departure Course certificates as part of the permit‑review stage.
Enhanced Suitability Checks for Work Permit Applicants
The second phase of Malta’s labour‑migration policy brings a much closer look at whether applicants are genuinely suited to the jobs they’re applying for. Jobsplus and Identità will now carry out more in‑depth checks on each application, such as verifying an applicant’s skills and training, confirming job‑specific qualifications, and reviewing evidence that clearly shows the person is a good match for the role.
If an application doesn’t demonstrate this suitability, it may be declined early in the process. This stronger level of review is designed to support long‑term workforce stability in Malta and ensure that migration aligns with the country’s real labour‑market needs.
Employment Standards and Wage Guidance for 2026
In parallel with migration reforms, the Department for Industrial and Employment Relations (DIER) continues its role in clarifying minimum employment standards. The officially published Resource Pack 2026 offers a detailed overview of statutory requirements related to minimum wages and other core entitlements.
The document divides information into two main areas:
- Minimum Wage Structures — including national minimums and Wage Regulation Orders (WROs) that apply to various economic sectors.
- Other Mandatory Conditions of Employment — covering holiday entitlements, working hours, and sector‑specific obligations.
The resource emphasises that these rates and conditions represent minimum standards and must be read together with the Employment and Industrial Relations Act (CAP. 452). It serves as a practical reference for employers and workers who need clarity on legal obligations in 2026.
A Policy Focused on Fairness and Market Alignment
Taken collectively, these reforms underscore Malta’s intention to build a more structured and socially responsible labour system. The official Labour Migration Policy highlights four guiding priorities that continue to shape government action:
- Promoting stability and long‑term retention
- Strengthening worker protections and oversight
- Matching labour supply with actual market needs
- Supporting skills‑based employment pathways
These principles indicate a clear move toward a system where regulation, preparedness, and fairness form the foundation of Malta’s labour environment.
How Leap29’s Malta EOR Solution Can Help
With Malta introducing stricter migration steps and clearer employment standards in 2026, many businesses face being overwhelmed. Leap29’s Malta EOR Services simplifies this by acting as the legal employer, ensuring full compliance with Malta’s updated rules—while you focus on operations.
Global Expansion Solutions manages employment contracts, payroll, statutory obligations, and supports companies hiring Third‑Country Nationals by coordinating Pre‑Departure Course requirements and suitability‑check documentation. This helps reduce delays, avoid compliance risks, and keep your workforce aligned with Malta’s evolving regulatory framework.
Simon Duff – Director Leap29 shares his perspective
“What we’re seeing in Malta is a real shift toward thoughtful, responsible hiring. The Pre‑Departure Course is a great example — it’s not just about ticking a box, it’s about making sure people arrive with the right context and confidence. The stricter suitability checks are pushing employers and workers to take that extra moment to make sure the match is genuinely right. And with DIER’s clearer wage and employment guidelines, everything feels much more transparent. It’s the kind of change that makes us rethink what good onboarding and good hiring should really look like”
