The government has introduced a comprehensive set of measures intended to reform the admission and management of non-EU workers, forming the next stage in the implementation of the Malta Labour Migration Policy.
This reform programme follows a public consultation launched in early 2025 and reflects the authorities' intention to regulate labour migration more rigorously, improve oversight, safeguard the rights of workers and ensure that only genuinely needed workers are admitted into the country.
Deputy Prime Minister and Minister for Foreign Affairs and Tourism Ian Borg and the Minister for Home Affairs, Security and Employment Byron Camilleri, presented these initiatives during a press conference on Friday.
A central element of the next phase is the compulsory Pre-Departure Course for individuals from third countries seeking employment in Malta. The Government views this course as a mechanism to ensure that incoming workers possess a basic level of linguistic competence, cultural awareness, and understanding of rights and obligations before arrival. The course covers English language fundamentals, workplace rights, civil rights, basic norms of conduct, hygiene, and general cultural orientation.
Every applicant will be required to undergo an assessment at the end of the course. Only those who pass may proceed to submit a work application. The assessment will cost €250, and passing it constitutes the initial step in the application process. The programme will begin on 5 January, and as of 1 March 2026 the national identity agency Identità will only consider applications supported by a certificate of successful completion.
In sectors where the Skills Pass is already in force, such as tourism, applicants must also complete the second part of the Skills Pass relevant to the industry. As the Skills Pass expands into additional sectors, similar requirements will apply. The authorities have stated that further technical details will be communicated by the regulatory bodies concerned.
Minister Camilleri emphasised that the policy is intended to ensure that workers who come to Malta are adequately prepared for life and work in the country, and that the burden of adaptation should not fall disproportionately on Maltese society. At the same time, he noted that migrants must be provided with transparent knowledge of their rights and protections, since safeguarding workers remains a foundational principle of the new labour migration framework.
He also highlighted forthcoming changes to residence permit durations. Beginning in January, applicants may be eligible for two- or three-year permits where the employer demonstrates investment in skills or where high-level competencies or specialised training exist. This is part of a broader strategy to prioritise stability within the labour market rather than persistent turnover.
The Malta Labour Migration Policy includes provisions for permit renewals after the first year of residence. Low-skilled workers seeking renewal will be required to undertake a structured training programme, while highly skilled workers may receive an automatic two-year extension so long as they maintain a valid employment contract. The training programme, created specifically for the Ministry for Home Affairs, Security and Employment and delivered through licensed institutions, includes modules on Maltese culture, civic engagement, legal awareness, workplace safety, personal and professional development, and instruction in both English and Maltese.
The Minister added that stricter rules for employers, including higher fees for new worker applications, are balanced by the prospect of increased stability for businesses that invest in their workforce. The Government intends to discourage practices that treat workers as expendable or that exploit regulatory gaps.
Deputy Prime Minister Borg described the reform not merely as a technical upgrade but as an articulation of Malta's social and economic direction. He noted that the measures aim to strengthen the workforce, support meaningful integration, and safeguard Malta's international reputation, particularly in sectors such as tourism that rely heavily on service quality.
Additional procedures form part of the implementation package. All applicants will be subject to a Suitability Check conducted by Jobsplus. This review requires documentation demonstrating completion of the Pre-Departure Course or Skills Pass, any required sectoral approvals, recognition of qualifications where relevant, and a declaration from the employer confirming the applicant's suitability. Jobsplus retains the authority to request supplementary information.
Enforcement mechanisms are also being reinforced through amendments to the Single Permit Directive. Authorities will have clearer powers to disqualify employers found guilty of violating workers' rights, and employers will be expressly prohibited from taking financial compensation from workers during recruitment or termination.
These reforms accompany earlier measures that introduced minimum termination periods before employers can submit new applications, strengthened obligations to advertise vacancies publicly, and imposed restrictions on employers with a history of unjust dismissals. Recent changes also include doubling fees for new applications in most sectors, enforcing compliance with disability employment quotas, tightening entry rules for those arriving without valid visas, and mandating electronic payment of wages.
The Government has stated that further guidance can be obtained through the Jobsplus website or via the national helpline.