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Malta offers access to EU-based talent in technology, gaming, finance, and support services at generally lower costs than many Western European hubs. Your total cost to hire in Malta combines gross salary with mandatory employer social security contributions and any additional benefits your company chooses to offer.
Below are average monthly costs for popular roles in 2026, combining typical market salaries in Malta with the standard employer social security contribution of 10% on most earnings up to the annual SSA contribution ceiling. Figures are estimates for full-time roles in major Maltese hubs and will vary by seniority, niche skills, and benefits. USD values assume an exchange rate of roughly €1 = USD 1.08 and are rounded.
- Software Engineer:
Average salary €3,300 (≈ USD 3,560) + employer contributions €330 (≈ USD 360) = Estimated Total Monthly Cost €3,630 (≈ USD 3,920). Costs are higher for senior engineers, iGaming or fintech specialists, and roles requiring scarce cloud, DevOps, or cybersecurity skills. - Product Manager:
Average salary €4,100 (≈ USD 4,430) + employer contributions €410 (≈ USD 445) = Estimated Total Monthly Cost €4,510 (≈ USD 4,875). Product leaders working on complex digital platforms or regulated sectors typically command higher pay and may negotiate performance-based bonuses. - Marketing Specialist:
Average salary €2,400 (≈ USD 2,590) + employer contributions €240 (≈ USD 260) = Estimated Total Monthly Cost €2,640 (≈ USD 2,850). Digital, performance, and CRM marketers in export-oriented tech or gaming firms usually sit at the upper end of the range. - Customer Support Representative:
Average salary €1,600 (≈ USD 1,730) + employer contributions €160 (≈ USD 175) = Estimated Total Monthly Cost €1,760 (≈ USD 1,905). Multilingual agents, night-shift work, or high-volume gaming and fintech environments can increase both salary and allowances. - HR Manager:
Average salary €3,700 (≈ USD 4,000) + employer contributions €370 (≈ USD 400) = Estimated Total Monthly Cost €4,070 (≈ USD 4,400). HR leaders experienced in Maltese and EU employment law, gaming or financial regulation, and scaling international teams often attract a premium.
Figures may change with exchange rates and your internal policies on bonuses, health coverage, allowances, and equity or long-term incentives.
💡 Curious how much it would cost to hire your next role in Malta? Use our Salary Benchmarking Tool to get an instant, role-specific estimate - including taxes and compliance costs.
When you hire in Malta, salary is only one piece of your budget. You also need to factor in social security contributions, generous EU-aligned leave rights, public holidays, and local practices around allowances, benefits, and performance incentives.
In 2026, mandatory employer social security contributions in Malta generally add around 10% on top of gross salary up to the published contribution ceiling, before any voluntary benefits such as supplemental health insurance, meal subsidies, or relocation support.
Leave and Paid Time Off
Full-time employees in Malta are entitled to at least 24 days of paid annual leave per year, pro-rated for part-time work, plus paid public holidays. Malta has roughly 14 public holidays annually, and if a holiday falls on a weekend, employees usually receive an extra day added to their vacation balance.
Maternity leave in Malta is 18 weeks, of which 14 weeks are compulsory, and it is generally paid through a mix of state benefits and employer obligations depending on timing. There is also statutory paid paternity and parental leave aligned with EU rules, which you should plan for when resourcing small teams.
Mandatory Employer Contributions
The main statutory cost on top of salary in Malta is the employer contribution to social security at 10% of the employee's basic weekly wage up to the annual SSA contribution ceiling, with flat-rate amounts applying above that threshold. Employers also pay a training levy of 0.5% of basic pay as part of the social security framework, which helps fund workforce development.
These contributions are due for most employees and add a predictable percentage to payroll, although the impact is capped for high earners because of the contribution ceiling. When budgeting, you should also consider that rates and ceilings are reviewed periodically and may change from year to year.
Probation and Notice Periods
In Malta, probation periods typically last six months, although longer periods of up to one year can apply for managerial or technical roles earning above a statutory salary threshold. During probation, either party may terminate with one week's notice for employment longer than one month, which reduces your early-stage risk but still requires planning.
After probation, statutory notice periods depend on length of service, starting at one week and increasing up to several weeks or months, with longer periods often agreed for senior roles. You should budget for salary during notice, any garden-leave arrangements, and payment of accrued but unused leave on termination.
Compensation Structure and Bonuses
In Malta, compensation is usually expressed as a monthly or annual gross salary, sometimes broken down into basic pay plus fixed allowances for shifts, on-call duties, or travel. A 13th-month salary is not mandated by law in Malta and is not universal practice, though some employers offer annual performance bonuses or discretionary Christmas bonuses to stay competitive.
Sector norms vary, with iGaming, tech, and financial services more likely to include variable pay tied to KPIs, while other industries may rely mainly on fixed salary. You should clarify whether bonuses are guaranteed or discretionary, as this affects your recurring cost base and employer obligations.
Social Security and Tax Compliance
Employers in Malta must register with Jobsplus and the Commissioner for Revenue, obtain a PE number, and ensure correct monthly social security and PAYE income-tax withholdings for each employee. Social security and tax are usually reported and paid monthly, using the FS5 form, with year-end FS3 and FS7 submissions to reconcile totals.
Failure to withhold or remit on time can trigger interest and penalties, so accurate payroll calculations and local compliance support are crucial. Non-resident employers hiring in Malta must also consider permanent-establishment risks and may prefer an Employer of Record to simplify ongoing obligations.
Hiring and Engagement Models
If your company does not have a Maltese legal entity, you can still hire Malta-based talent compliantly by working with an Employer of Record that becomes the legal employer and handles payroll, contracts, and contributions. This lets you access Malta's skilled workforce quickly without the cost and complexity of setting up a company.
If you do establish a local entity, you can hire employees directly but must manage registrations, payroll, social security, and terminations in line with Maltese law. In both cases, understanding how salary, contributions, leave, and any bonuses interact will help you build accurate hiring budgets for Malta.
Bring them on board seamlessly with Playroll. Our legal experts handle compliance so you don’t have to.
Book a DemoHere are six actionable ways to make your hiring strategy more cost-efficient – wherever you’re building your team.
- Plan Around Statutory Contribution Caps
Most countries set salary ceilings for mandatory employer contributions like pensions, healthcare, or unemployment insurance. Once an employee’s earnings exceed that cap, your contribution amount stays fixed. Mapping compensation bands against these limits before finalizing offers helps you remain competitive without paying unnecessary premiums. - Localize Benefits Strategically
Every market values different perks. Instead of applying a global benefits template, align packages to local expectations and cultural norms. In some regions, private healthcare or transport allowances are far more attractive than bonuses or extra paid leave. Prioritize what your team will value most and trim the rest – you’ll keep engagement high while reducing spend. - Consider an Employer of Record (EOR)
Running your own entity can be expensive – local payroll systems, tax filings, and compliance administration add up fast. Partnering with a trusted EOR like Playroll simplifies hiring anywhere in the world. We manage contracts, benefits, payroll, and compliance for you, all under one transparent monthly fee. It’s the easiest way to scale globally without unexpected costs or compliance risks. - Revisit Employment Contract Types and Terms
Not every role needs to be permanent or full-time. Many labor frameworks allow fixed-term or project-based contracts, which can offer both flexibility and cost control. Be intentional about probation periods, notice clauses, and renewal terms – clear definitions reduce risk and prevent costly disputes later. - Explore Cross-Border Hiring Options
If a role doesn’t require strict on-site presence, widen your search to include neighboring or lower-cost markets. With compliant hiring solutions, you can engage top talent in other countries while reducing salary and overhead costs – all without setting up additional legal entities. - Build Internal Mobility
Before recruiting new talent, look at who you already have. Upskilling or promoting existing employees can fill gaps faster and for less cost than external recruitment. This also boosts retention and engagement, since employees see clear career progression within your organization.
What is the average employer cost of hiring in Malta in 2026?
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In 2026, total employer costs in Malta for mid-level professionals typically range from about €2,000 to €4,500 per month, including salary and roughly 10% social security. Optional benefits and bonuses will increase this budget.
Are there regional or industry-specific variations in employer costs in Malta?
In Malta, employer costs differ mainly by industry, with iGaming, tech, and finance paying premium salaries and bonuses. Back-office and service sectors usually offer more modest packages, keeping overall hiring costs lower.
What is the estimated timeline for hiring in Malta?
Most roles in Malta can be filled within 4-8 weeks, though specialist tech, gaming, and compliance positions may take longer. Tight talent markets or multilingual requirements extend the hiring timeline.
What factors impact the cost of hiring in Malta?
In Malta, hiring costs depend on seniority, industry, language needs, and your benefits and bonus structure. Social security caps further shape the employer cost, especially for higher-paid employees.
How often do employment-cost rules change in Malta?
Malta usually updates social security ceilings, contribution rules, and tax bands on an annual basis. Regularly checking government changes helps you keep employer cost estimates and payroll processes accurate.
about the author
Jaime Watkins
Jaime is a content specialist at Playroll, specializing in global HR trends and compliance. With a strong background in languages and writing, she turns complex employment issues into clear insights to help employers stay ahead of the curve in an ever-changing global workforce.
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