Malta Work Permits & Visas: Employer Guide to Types & Sponsorship

Who Needs a Work Permit in Malta?

In Malta, the requirement for a work permit depends on the employee's nationality:

EU/EEA and Swiss nationals can live and work in Malta without a work permit for up to 90 days. For employment exceeding this period, they must register for a residence permit.

Non-EU/EEA nationals must obtain a work permit, commonly referred to as an employment license, to legally work in Malta. These permits are typically employer- and position-specific.

Types of Work Visas in Malta

Malta offers several work visa options tailored to different employment needs.

Single Permit: Standard Employment

The Single Permit is Malta’s primary route for non-EU/EEA/Swiss nationals to live and work in the country under one unified authorization. It is employer-sponsored, requiring a valid job offer from a Maltese employer and supporting documents such as an employment contract and labor market approval.

This permit simplifies the process by combining both residence and work authorization into a single application, streamlining compliance for businesses and employees alike.

💡 Best work permit option if: Your company intends to hire a non-EU national under a direct Maltese employment contract for long-term roles, ensuring straightforward legal residence and employment authorization.

EU Blue Card: Highly Skilled Employment

Malta issues the EU Blue Card for highly skilled third-country nationals, requiring proof of higher education or specialized professional qualifications, alongside a job offer that meets the minimum salary threshold (set above Malta’s average wage).

This pathway supports Malta’s efforts to attract global expertise in priority industries such as ICT, finance, and healthcare. It provides additional benefits, including easier family reunification and greater mobility across EU member states.

💡 Best work permit option if: Your business needs to attract highly skilled professionals who can fill specialized roles in Malta, with the added advantage of long-term retention and EU-wide career opportunities.

Key Employee Initiative (KEI): Fast-Track for Specialists

The Key Employee Initiative (KEI) is a special program providing expedited processing (typically within five working days) for highly skilled third-country nationals. It applies to individuals in managerial, highly technical, or specialized roles where local expertise may be scarce.

Eligibility requires a valid employment contract, proof of qualifications, and a minimum annual salary threshold (currently €30,000 or above). The KEI is particularly attractive for businesses that need urgent onboarding of specialized staff.

💡 Best work permit option if: Your company urgently requires a highly skilled foreign national in a managerial or technical position, benefiting from Malta’s fast-tracked approval process.

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Work Permit Application Process in Malta (Step-by-step)

Malta’s work authorization system centers on the Single Permit, which combines residence and work authorization for most third-country nationals, and on the EU Blue Card for certain highly skilled roles. The process is document-heavy and requires close coordination between the employer, the employee, and Maltese authorities.

• Step 1: The employer defines the role and confirms that it is genuinely needed. This usually involves preparing a detailed job description, salary offer that meets or exceeds applicable thresholds, and evidence of recruitment efforts in Malta and the EU where required.
• Step 2: The employer checks eligibility and selects the appropriate route (Single Permit or EU Blue Card). At this stage, you should verify the candidate’s qualifications, professional experience, and whether the role meets any minimum salary or skills criteria.
• Step 3: The employer gathers company documentation. This often includes the company’s registration certificate, VAT and tax numbers, recent tax compliance confirmations, and, where relevant, sector-specific licenses to show the business is active and compliant.
• Step 4: The employee collects personal supporting documents. Typical items include a valid passport, CV, educational certificates, professional references, a clean police conduct certificate, health insurance evidence, and, where applicable, translations and legalizations.
• Step 5: The Single Permit or EU Blue Card application is prepared and submitted to Identity Malta / Identità. Depending on the route, this may be lodged by the employer, the employee, or jointly, and can be filed from abroad or, in some cases, while the person is already legally in Malta.
• Step 6: Authorities review the application and may request clarifications or additional documents. During this stage, Jobsplus may assess the labor market aspects, and security and background checks are usually carried out.
• Step 7: Once approved, the employee receives an approval letter and, if required, a national visa (such as a D visa) to enter Malta. On arrival, the employee typically needs to finalize biometrics and collect the residence card that confirms their right to live and work in Malta.
• Step 8: After arrival, the employer onboards the employee in line with Maltese labor law. This includes registering the employee for social security, ensuring the employment contract matches the permit conditions, and keeping track of permit expiry dates for future renewals.

Requirements and Eligibility for a Work Permit

Eligibility for a Maltese work permit depends on the type of permit, the role, and the individual’s qualifications and background. Authorities focus on genuine vacancies, appropriate skills, and compliance with labor standards.

Common requirments inlcude:

• Valid job offer from a Maltese employer. The role should be clearly defined, with a written employment contract that meets Maltese employment law, including working hours, leave, and termination provisions.
• Proof of qualifications and experience. Applicants are usually expected to provide diplomas, professional licenses, and references to show they can perform the role, and in some sectors qualifications may need recognition in Malta.
• Minimum salary and fair working conditions. For Single Permits and especially for EU Blue Cards, authorities look at salary levels to ensure they meet statutory or policy thresholds and are not undercutting local standards.
• Employer in good standing. The sponsoring company should be properly registered, actively trading, and compliant with tax, social security, and employment obligations, as non-compliance can delay or jeopardize applications.
• Clean criminal record and security checks. Applicants are generally required to submit a recent police conduct certificate, and authorities may run additional background checks for security and public order reasons.
• Health insurance and accommodation. In many cases, proof of adequate health coverage and suitable accommodation in Malta is requested to ensure the worker will not become a burden on public systems.
• For EU Blue Card: higher qualification and salary thresholds. Highly skilled professionals must typically hold a higher education degree or equivalent experience and meet a higher salary benchmark compared with standard Single Permits.

Work Permit Processing Time in Malta

Processing times for Maltese work permits can vary depending on the permit type, the volume of applications, and how quickly applicants respond to any requests for further information. Seasonal peaks and policy changes can also affect timelines.

The typical processing time for a work permit or visa in Malta can vary depending on whether you are applying for a Single Permit, an EU Blue Card, or a related residence document, and whether the application is lodged in Malta or via a consulate abroad. Generally, you can expect the following timelines:

• Temporary Residence or Work Permit: Around 2 to 4 months after all required documents are submitted and any interviews or checks are completed, though complex cases can take longer.
• Permanent Residence: Approximately 6 to 12 months or longer, depending on the specific permanent residence route, background checks, and the completeness of the supporting file.
• Short-Term Business or Work Visas: Roughly 2 to 6 weeks after submission of a complete application, particularly for business meetings, short training visits, or brief project assignments.

Expected Processing Timeline: Employer vs Employee

While exact timelines differ by case, it is useful to think of the process as a shared project with parallel tasks for the employer and the employee. Below is an indicative week-by-week view once you decide to hire.

• Week 1: Employer finalizes the job offer and contract terms, while the employee confirms acceptance and begins gathering core personal documents such as passport and CV.
• Week 2: Employer compiles company documents and, where needed, evidence of recruitment efforts, while the employee requests police certificates, academic transcripts, and any required translations or legalizations.
• Week 3: Employer and employee jointly complete the Single Permit or EU Blue Card forms and submit the application to Identity Malta / Identità or the relevant consulate, paying applicable fees.
• Week 4: Authorities conduct initial checks and may request clarifications; the employer and employee respond promptly to avoid delays.
• Week 5–8: Substantive review continues, including labor market, security, and background checks; the employer monitors status and the employee prepares for relocation (housing, schooling, etc.).
• Week 9–12: If approved, the employee secures any necessary entry visa, travels to Malta, completes biometrics, and collects the residence card, while the employer completes onboarding and social security registration.

Who Does What During Malta Work Permit Sponsorship?

• Employers are responsible for: Defining the role, confirming the business need, preparing and submitting the work permit application, paying applicable government fees, and ensuring compliance with Maltese labor, tax, and immigration rules throughout the employment relationship.
• Employee is responsible for: Providing accurate personal information and supporting documents, attending any required medicals or interviews, maintaining a valid passport and immigration status, and complying with the specific terms of the permit, including role, employer, and duration.

Work Permit Renewal Periods in Malta

Most Single Permits in Malta are issued for a limited period, commonly up to one year at a time initially, with the possibility of renewal if employment continues and all conditions remain satisfied. EU Blue Cards may be granted for a longer initial period, often up to several years, but still require renewal before expiry.

Renewal applications generally need to be filed before the current permit expires, and it is prudent for employers and employees to start preparing renewal documents several months in advance. Practice may vary depending on the specific permit type and the individual’s circumstances, so you should always check the latest guidance from Identity Malta / Identità or consult local immigration counsel for up-to-date timelines and document lists.

What Are the Fees for a Work Permit or Visa in Malta?

The fees associated with work permits and visas in Malta are as follows:

Visa Requirements for Digital Nomads in Malta

Malta offers a Nomad Residence Permit for digital nomads, enabling non-EU nationals to legally reside in Malta while working remotely. Applicants must demonstrate their ability to work independently of location using telecommunications technologies.

 
• Proof of Remote Work – Evidence that the applicant works for an employer registered abroad, conducts business activities abroad, or provides freelance services to foreign clients.
• Minimum Income Threshold – Applicants must have a minimum gross annual income of €42,000.
• Health Insurance – Valid health insurance covering risks in Malta is mandatory.
• Accommodation – Proof of accommodation in Malta, such as a rental agreement or property ownership.
• Clean Criminal Record – A police conduct certificate from the applicant’s country of residence is required.

The application process involves submitting documents to the Residency Malta Agency, paying a €300 application fee, and awaiting processing, which typically takes 30 days. The permit is valid for one year and renewable if eligibility criteria continue to be met.

Employer Compliance & Obligations in Malta

Employers in Malta may face several challenges when hiring international talent. Below are some common issues and tips for navigating them effectively:

 
• Skills Shortages – Employers may struggle to find qualified candidates locally. Investing in employee development and training programs can help address gaps.
• High Salary Expectations – Foreign talent may demand higher salaries, impacting budgets. Offering competitive compensation packages can attract skilled workers.
• Talent Retention – Employers may face difficulties retaining talent due to high turnover rates. Providing career development opportunities and promoting workplace culture can improve retention.
• Compliance Risks – Navigating local employment laws can be challenging. Employers should work closely with legal advisors or Employer of Record (EOR) solutions to ensure compliance.

Hire Global employees without hassle with an EOR solution

Expanding your workforce across international borders is an exciting step, but it can be a logistical nightmare to hire and pay employees in different countries. That’s the advantage of using a trusted Employer of Record like Playroll. They can:

• Handle your international payroll: An EOR will act as your payroll provider, paying your employees on your behalf in the local currency. The company will also have in-depth knowledge of local tax codes, regulatory practices, and everything else that goes into managing global payroll.
• Alleviate compliance concerns: Different countries each have their own federal and local laws governing employee payments. An EOR helps ensure that you are compliant with the unique set of laws for any country in which your company operates. This is extremely important since a compliance slip-up can result in heavy fines or even a lawsuit.
• Hire and pay international contractors: Sometimes a particular project or role doesn’t require hiring a full-time employee. An EOR gives employers the flexibility to also hire contractors as needed, and avoid the potential for misclassification under local labor law.