In Malta, employment contracts can be categorized into two main types:

1. Indefinite Term Employment Contract: This type of contract does not have a specified end date and continues until either the employer or employee decides to terminate it according to the terms outlined in the contract.

2. Fixed Term Employment Contract: This contract is for a specific period. If an employee remains employed beyond the termination date of this contract or is re-hired within one year, the conditions must be at least as favorable as those in an indefinite contract. Additionally, the total probationary period for fixed-term contracts cannot exceed six months.

In Malta, the standard working week is set at 40 hours, with a daily maximum of 8 hours. Employees are entitled to a minimum of 11 consecutive hours of daily rest within a 24-hour period. Additionally, they must receive a weekly rest period of at least 36 hours, which includes 24 uninterrupted hours​.

It’s important to note that while the standard working hours are capped at 40 per week, regulations allow for an average of 48 hours per week over a specified reference period, typically 17 weeks. Employees may work more than this average only with their written consent​.

Furthermore, rest breaks are required: employees working more than six hours are entitled to at least a 20-minute break during their shift.

• Paid Vacation Leave: Employees are entitled to 24 days of paid vacation leave annually. In addition, if a national holiday falls on a Sunday, employees are entitled to an extra day off in lieu​.

• Sick Leave: Employees can take two weeks of paid sick leave per year. This provision ensures that workers have the financial support necessary during periods of illness​.

• Maternity Leave: Female employees are entitled to 14 weeks of paid maternity leave. At least six weeks of this leave must be taken after the birth of the child​.

• Paternity Leave: Male employees expecting a child are granted 10 days of paternity leave. This leave must be taken within the first 16 weeks following childbirth.

In Malta, employees benefit from a socialized healthcare system that provides essential medical services at little or no cost. This public healthcare model ensures that all residents have access to necessary health services, contributing to the overall well-being of the population​.

However, some employers may opt to offer private health insurance as an additional benefit. This can provide employees with faster access to medical services, a wider choice of healthcare providers, and enhanced coverage for specific treatments that may not be fully covered by the public system.

In Malta, employers have specific grounds for terminating an employment contract. These include:

1. Just Cause: An employer must demonstrate valid reasons for termination.
2. Redundancy: Termination may occur if the employee’s position is no longer necessary.
3. Retirement: Contracts can be terminated upon reaching the statutory retirement age.

Employees are entitled to notice periods before their contract can be terminated. The minimum notice period depends on the employee’s length of service, ranging from one week for less than six months of service to eight weeks for those employed for over eight years​.

If an employee decides to terminate their contract, they are not obligated to provide a reason, provided they comply with the statutory notice period. Failure to give the required notice results in the employee having to compensate the employer an amount equal to half of what they would have earned during the notice period.

In Malta, there is no statutory requirement for severance pay or redundancy compensation apart from the compensation in lieu of notice related to redundancies. This means that if an employee is made redundant, the only financial compensation they are entitled to is the payment for the notice period that they would have received had they continued their employment.

For citizens of EU and EFTA countries, as well as their close family members, there are no employment license requirements to work in Malta, even if the family members are not EU or EFTA citizens. This facilitates easier access to the Maltese job market for EU nationals and their families following Malta’s accession to the EU.

However, for nationals from non-EU countries, known as Third Country Nationals (TCNs), a single permit application is required to work and reside in Malta. This application process combines both work and residence permits into one, streamlining the procedure for TCNs looking to settle and work in the country.

Since 2014, every Third Country National (TCN) wishing to work and reside in Malta must complete the process for a single permit. This system requires the submission of a Single Permit application, which includes several key documents:

1. Copy of a Valid Employment Contract: This verifies the employment relationship.
2. Private Medical Insurance Coverage: Evidence of coverage for a minimum of 12 months is necessary.
3. Position Description: This must be signed by the employer, outlining the nature of the job.
4. Signed Curriculum Vitae (CV): A detailed CV reflecting the applicant’s qualifications and experiences.
5. References: Work experience references covering a minimum of three years must be submitted to Identity Malta.