Preliminare

Un ricorso contro una decisione di rigetto presa dalla Commissione d'Appello per l'Immigrazione nei confronti del nostro cliente, un cittadino nepalese.

Fatti

Il ricorrente ha presentato domanda per un permesso di soggiorno per lavorare in un'azienda a Malta. Dopo un processo di due diligence da parte dell'Identità, il cliente ha ricevuto una lettera di approvazione e un visto, che gli ha permesso di arrivare a Malta nel luglio 2022. Ha ricevuto un permesso di soggiorno valido da agosto 2022 ad agosto 2023. Il ricorrente aveva pianificato di lavorare come corriere e ha deciso di prendersi una vacanza in Portogallo nell'agosto 2022, in attesa di iniziare il suo lavoro.

Il 26 agosto 2022, la polizia ha effettuato controlli sul volo FR 1509 per Porto e ha trovato tre cittadini nepalesi, inclusa la ricorrente, in possesso di tutti i loro effetti personali, CV, referti medici e documenti di assicurazione sanitaria. Questi elementi suggerivano che non avessero intenzione di tornare a Malta. La polizia ha constatato che il datore di lavoro della ricorrente era ignaro dei suoi piani di viaggio. Identità è stata informata e i loro permessi di soggiorno sono stati revocati.

Le autorità hanno emesso ordini di rimpatrio e divieti di ingresso per tre anni, citando violazioni della legge sull'immigrazione, tra cui la permanenza a Malta senza autorizzazione, la mancanza di mezzi per mantenersi e il mancato rispetto delle condizioni dei loro permessi di soggiorno. Il ricorrente e gli altri hanno affermato di essere in vacanza per un breve periodo con biglietti di ritorno, ma la polizia ha concluso che intendevano lasciare Malta permanentemente, come dimostrato dai documenti di lavoro che portavano con sé.

Merito

Sciberras Advocates ha impugnato la decisione dinanzi al Collegio e ha presentato le memorie, comprese le memorie di cauzione affinché l'appellante sia rilasciato dalla detenzione.

La decisione impugnata

Atti

Il Consiglio di Appello dell'Immigrazione ha tenuto diverse udienze, con testimonianze e prove presentate da entrambe le parti.

• La decisione di ricorso si è basata su diversi motivi tra cui:
• Ingresso senza permesso del Funzionario per l'Immigrazione Principale.
• Incapacità di provare il proprio sostegno finanziario o rischio di diventare un peso pubblico.
• Violazioni della legge sull'immigrazione o dei relativi regolamenti.
• Inosservanza delle condizioni del permesso di soggiorno o di licenza.
• Modifiche alle circostanze che hanno giustificato il congedo iniziale o il permesso di soggiorno.

Quadro giuridico

L'articolo 5, comma 1, del Capo 217 considera una persona priva di permesso in regola dal Funzionario Capo dell'Immigrazione come un immigrato proibito.

L'articolo 5(2) delinea varie condizioni in base alle quali una persona può essere considerata un immigrato proibito, tra cui la mancanza di mezzi finanziari, le violazioni dell'Immigration Act e i cambiamenti nelle circostanze del loro soggiorno.

Il ricorso è stato presentato a seguito dell'emissione di tali decisioni, con la Immigration Appeals Board chiamata a emettere un giudizio dopo aver considerato tutte le prove e le argomentazioni.

Considerazioni

Da tutte le prove prodotte, è emerso che l'arrivo dell'appellante a Malta è avvenuto pochi giorni prima del viaggio a Porto. L'appellante era già in possesso di un permesso singolo valido, valido tra il 16 agosto 2022 e il 16 agosto 2023 e l'itinerario di volo dell'appellante che mostrava il volo di andata per Porto il 26 agosto 2022 e il volo di ritorno per Malta il 31 agosto 2022. La prova di quando sono stati acquistati i voli non è stata presentata all'Immigration Appeals Board.

Decidere

Dall'evidenza prodotta è emerso che l'appellante non ha fornito prove che dimostrino alla soddisfazione di questo Collegio che il volo in arrivo Porto-Malta sia stato acquistato prima dell'emissione della decisione di rimpatrio, dell'ordine di allontanamento e del divieto di ingresso, emessi il 26 agosto 2022. Alla luce di quanto sopra, il Collegio delle Immigrazioni respinge l'appello dell'appellante e conferma la decisione di rimpatrio, l'ordine di allontanamento e il divieto di ingresso emessi all'appellante il 26 agosto 2022.

L'Appello

Nell'appello presentato da Sciberras Advocates, abbiamo chiesto alla Corte di accettare questo appello e di annullare la decisione di ritorno, l'ordine di espulsione e il divieto di ingresso emessi dal Funzionario Principale dell'Immigrazione. Abbiamo anche chiesto di ribaltare la decisione del Collegio di consentirgli di richiedere un nuovo permesso di soggiorno a Malta.

Sentenza della Corte d'Appello

La Corte d'Appello ha accolto il ricorso del nostro cliente e ha revocato la decisione originale del Board per il rimpatrio e l'espulsione da Malta, unitamente al divieto di reingresso emesso nello stesso giorno, in modo che il nostro cliente potesse presentare una nuova domanda di permesso di soggiorno a Malta.

Tuttavia, non tutte le rimostranze sono state accolte. Nella seconda rimostranza, il ricorrente sosteneva che avrebbe potuto essere verificato, dalla sua parte, che il biglietto di ritorno per Malta era stato acquistato prima che fosse stata emessa la decisione, ma la corte decise di non pronunciarsi su tale rimostranza, poiché in fase di appello si possono sollevare solo questioni di diritto e non questioni di fatto. Pertanto, la corte non aveva competenza.

Nella terza istanza, il ricorrente ha sostenuto che il principio audi alterem partem è stato violato poiché non gli è stata data l'opportunità di far valere le proprie ragioni, sebbene fosse parte del procedimento. La corte ha stabilito che le decisioni erano di natura amministrativa e che il richiedente aveva il diritto di appellarsi alla decisione sia davanti al Consiglio che davanti alla Corte. Davanti al Consiglio, il ricorrente ha avuto la possibilità di dimostrare il proprio caso e spiegare le ragioni per cui non doveva essere considerato un immigrato clandestino. Pertanto, questa istanza è stata respinta. 

Il giudizio finale può essere scaricato da qui:

https://ecourts.gov.mt/onlineservices/Judgements/Details?JudgementId=0&CaseJudgementId=146104.

Questo articolo è solo a scopo informativo e non deve essere interpretato come consulenza legale.

Articolo scritto dalla Sig.ra Charlene Sciberras, B.A. (Hons), collaboratrice esterna, specialista in marketing e amministrazione aziendale con un focus particolare su questioni societarie, contabili e legali.

Sciberras Advocates, fondato dall'Avvocato Adrian Sciberras, è uno studio legale con sede a Malta. Lo studio si vanta di essere multidisciplinare, innovativo e flessibile per far fronte ai tempi che cambiano e a qualsiasi sfida nello scenario legale locale e internazionale. Qualunque siano le complesse esigenze private o societarie richieste, Sciberras Advocates offre soluzioni legali pratiche ed economiche per raggiungere i risultati desiderati. È possibile contattare Sciberras Advocates telefonicamente al numero +35627795222o via email su [email protected].

Vorremmo informare tutti che recentemente la Politica sui Membri della Famiglia a Malta è stata aggiornata e attualmente la soglia salariale è stimata a €18.940, come da aggiornamento emesso dall'Ufficio Nazionale di Statistica il 12 giugno 2024. Questo equivale al salario mediano, con un'aggiunta del venti percento di reddito per ogni membro della famiglia che sarà oggetto della domanda.

Desideriamo ricordarvi che questa politica sui familiari di cittadini di paesi terzi è disponibile per coloro che non hanno diritto al ricongiungimento familiare ai sensi dei Regolamenti sul Ricongiungimento Familiare S.L. 217.06.

Per maggiori informazioni sul processo di ricongiungimento familiare o sulla politica sui familiari, visita la nostra pagina dedicata qui: https://sciberras.legal/practice-areas/family-reunification-malta/.

Se necessitate della nostra assistenza per la domanda di ricongiungimento familiare, per la domanda di politica per i familiari, o per qualsiasi altra procedura di immigrazione o ricorso a Malta, vi preghiamo di contattarci all'indirizzo [email protected].

Questo articolo è solo a scopo informativo e non deve essere interpretato come consulenza legale.

Articolo scritto dalla Sig.ra Charlene Sciberras, B.A. (Hons), collaboratrice esterna, specialista in marketing e amministrazione aziendale con un focus particolare su questioni societarie, contabili e legali.

Sciberras Advocates, fondato dall'Avvocato Adrian Sciberras, è uno studio legale con sede a Malta. Lo studio si vanta di essere multidisciplinare, innovativo e flessibile per far fronte ai tempi che cambiano e a qualsiasi sfida nello scenario legale locale e internazionale. Qualunque siano le complesse esigenze private o societarie richieste, Sciberras Advocates offre soluzioni legali pratiche ed economiche per raggiungere i risultati desiderati. È possibile contattare Sciberras Advocates telefonicamente al numero +35627795222o via email su [email protected].

Il Malta Global Residence Programme (GRP) è stato concepito per attrarre individui extra-UE, SEE o svizzeri che cercano una residenza fiscale all'interno dell'Unione Europea. Questo popolare programma, introdotto dal governo maltese nel 2013, è stato ideato per attrarre individui facoltosi di nazionalità non comunitaria.

I principali vantaggi del Malta Global Residence Programme sono principalmente che, una volta approvato dall'Ufficio del Commissario per le Entrate, il titolare riceverà un certificato di status fiscale speciale che darà diritto al richiedente e ai suoi familiari a richiedere un permesso di soggiorno a Malta. Questo permesso non consente solo di risiedere a Malta, ma anche di viaggiare nell'area Schengen senza il nuovo requisito di richiedere ogni volta un visto Schengen.

Il regime fiscale speciale prevede che qualsiasi reddito di fonte estera trasferito dal richiedente a Malta sia tassato a un’aliquota fissa speciale del 15%, con la possibilità di richiedere lo sgravio dalla doppia imposizione. Tutti gli altri redditi di provenienza estera non trasferiti a Malta non saranno soggetti a tassazione locale. Tuttavia, qualsiasi reddito generato a Malta sarà tassabile all’aliquota del 35%.

L'idoneità a richiedere questo status fiscale speciale ai sensi del Global Residence Programme a Malta sono:

• Essere un cittadino di un paese terzo
• Non beneficiare di alcun altro schema di residenza
• Noleggiare o acquistare una proprietà a Malta
• Avere un'assicurazione sanitaria
• Essere considerato una persona idonea e appropriata
• Essere fluenti in inglese o maltese

Alla richiesta, si dovrà pagare una tariffa una tantum non rimborsabile di €6.000.

È importante notare che il richiedente principale deve pagare un'imposta annuale minima di €15.000 e non deve risiedere in alcuna altra giurisdizione per almeno 183 giorni in un anno solare.

Se desideri trasferirti a Malta attraverso il Malta Global Residence Programme, il nostro team di avvocati di Sciberras Advocates si occuperà di tutte le tue pratiche burocratiche e ti guiderà durante l'intero processo di candidatura. Per maggiori informazioni e per richiedere assistenza nella candidatura al Global Residence Programme a Malta, ti preghiamo di contattarci al numero [email protected]. Sciberras Advocates is an Authorised Registered Mandatory under Registration Number ARM5203 (Dr Adrian Sciberras).

Questo articolo è solo a scopo informativo e non deve essere interpretato come consulenza legale.

Articolo scritto dalla Sig.ra Charlene Sciberras, B.A. (Hons), collaboratrice esterna, specialista in marketing e amministrazione aziendale con un focus particolare su questioni societarie, contabili e legali.

Sciberras Advocates, fondato dall'Avvocato Adrian Sciberras, è uno studio legale con sede a Malta. Lo studio si vanta di essere multidisciplinare, innovativo e flessibile per far fronte ai tempi che cambiano e a qualsiasi sfida nello scenario legale locale e internazionale. Qualunque siano le complesse esigenze private o societarie richieste, Sciberras Advocates offre soluzioni legali pratiche ed economiche per raggiungere i risultati desiderati. È possibile contattare Sciberras Advocates telefonicamente al numero +35627795222o via email su [email protected].

Malta started welcoming digital nomads through the Nomad Residence Permit since 2021 and it has become nowadays a very popular location in Europe for nomads who are able to work remotely whilst enjoying many days of sunshine on the little island of Malta.

If you have a flexible career and only need a stable Internet connection, the Malta Digital Nomad Residence Permit allows you to settle in Malta and enjoy diverse lifestyles and cultures.

The Malta Nomad Residence Permit is open to individuals who can work remotely and independent of location, meaning they are not tied to a specific office or desk. The Nomad Residence Permit enables holders to retain their current employment based in another country whilst legally residing in Malta for up to a year, with the opportunity to renew for a maximum stay of four years if the applicants meet the eligibility criteria. Applicants must prove they can work remotely, either for an employer or as a freelancer and show proof of a minimum gross annual income of €42,000.

The Nomad Residence Permit in Malta is of particular interest as it is open to individuals from third countries, who would normally, but not necessarily, require a Visa to travel to Malta. Family members of applicants will also be considered.

Malta ticks many boxes for a digital nomad lifestyle. As a multicultural and cosmopolitan country, Malta is home to a rapidly growing community of digital nomads. The island boasts excellent weather, a safe environment, good accommodation, vibrant nightlife, and much more. Its robust Internet infrastructure ensures a stable connection. Over the years, the government has fostered a thriving business ecosystem that has attracted many expats who are now Maltese residents, making Malta a truly international destination. The Maltese people are warm, generous, multilingual, and will make you feel at home.

If you want to migrate to Malta as a digital nomad, you will join a global community already present on the island. For more information and to seek assistance in applying for the Nomad Residence Permit in Malta, please contact us on [email protected].

Questo articolo è solo a scopo informativo e non deve essere interpretato come consulenza legale.

Articolo scritto dalla Sig.ra Charlene Sciberras, B.A. (Hons), collaboratrice esterna, specialista in marketing e amministrazione aziendale con un focus particolare su questioni societarie, contabili e legali.

Sciberras Advocates, fondato dall'Avvocato Adrian Sciberras, è uno studio legale con sede a Malta. Lo studio si vanta di essere multidisciplinare, innovativo e flessibile per far fronte ai tempi che cambiano e a qualsiasi sfida nello scenario legale locale e internazionale. Qualunque siano le complesse esigenze private o societarie richieste, Sciberras Advocates offre soluzioni legali pratiche ed economiche per raggiungere i risultati desiderati. È possibile contattare Sciberras Advocates telefonicamente al numero +35627795222o via email su [email protected].

We would like to notify all businesses carrying out activities of employment agencies or employment businesses that as from 1^st June 2024, the provisions of Subsidiary Legislation 452.130 – Employment Agencies Regulations will come into force.

The purpose of the new changes is to standardise the conditions of employment agencies, to establish clear procedures, to enforce licence conditions as well as to ensure that qualified and competent individuals are committed. The new regulations will affect employment agencies who render the following services:

• Temporary work services

Temporary work services refer to the provision of workers with a view to making them available to a third party, which assigns their tasks and supervises the execution of these tasks.

• Outsourcing services (sub-contracting)

Outsourcing services refer to the provision of workers with a view to making them available to a third party under the supervision, direction, and control of the outsourcing agency (contractors and sub-contractors).

Those that already hold an employment agency license, the expiry date will still be valid, and may continue to perform such activities as authorised under their existing licence conditions until such existing licence expires. However, if such businesses need to apply for a temping/outsourcing agency also, then one needs to apply under the new legislative regime.

If you are an agency and require assistance with understanding the new legislation and with the application process, please get in touch with us on [email protected].

Questo articolo è solo a scopo informativo e non deve essere interpretato come consulenza legale.

Articolo scritto dalla Sig.ra Charlene Sciberras, B.A. (Hons), collaboratrice esterna, specialista in marketing e amministrazione aziendale con un focus particolare su questioni societarie, contabili e legali.

Sciberras Advocates, fondato dall'Avvocato Adrian Sciberras, è uno studio legale con sede a Malta. Lo studio si vanta di essere multidisciplinare, innovativo e flessibile per far fronte ai tempi che cambiano e a qualsiasi sfida nello scenario legale locale e internazionale. Qualunque siano le complesse esigenze private o societarie richieste, Sciberras Advocates offre soluzioni legali pratiche ed economiche per raggiungere i risultati desiderati. È possibile contattare Sciberras Advocates telefonicamente al numero +35627795222o via email su [email protected].

In times where global mobility and citizenship options are becoming increasingly valuable, the complex landscape of residency permits, and citizenship acquisitions can be daunting. Whether you’re considering a move to Malta or exploring alternative citizenships, having the right legal guidance can make all the difference. In this article, we will explore the different options one can consider for relocating to Malta. Whether you’re a remote worker, a retiree, an entrepreneur launching a startup, or a high-net-worth individual seeking a second home, there’s a programme tailored to you.

Programma di Residenza Globale (GRP)

The Global Residence Programme (GRP) is a residency scheme offered by the government of Malta, designed to attract non-EU/EEA/Swiss nationals who meet certain financial requirements and wish to reside in Malta. This programme is particularly appealing to individuals seeking a better standard of living, and access to the European Union. Applicants must meet specific financial criteria, including having a stable and regular income sufficient to support themselves and any dependents and must also commit to purchasing or renting property in Malta. Applicants must also provide evidence of valid health insurance coverage for themselves and their dependents.

Programma di Residenza Permanente di Malta (MPRP)

The Malta Permanent Residence Programme (MPRP) is a residency scheme offered by the government of Malta, providing a pathway for non-EU/EEA/Swiss nationals to obtain permanent residency status in Malta. The Malta Permanent Residence Programme is designed to attract individuals and families who wish to reside in Malta on a long-term basis, offering various benefits and privileges to those who qualify. The Malta Permanent Residency Programme stands out as one of the highly coveted residency programmes in Europe, offering residency through property rental, investment, and government contribution.

Malta Retirement Programme

For retirees looking for a peaceful Mediterranean location, Malta offers the Malta Retirement Programme. This is tailored to individuals from the EU, non-EU nations, EEA, and Switzerland who are not engaged in formal employment but rely on pension income on a regular basis.

Permesso di soggiorno per nomadi

The Malta Nomad Residence Permit is open to individuals who can work remotely and independent of location, meaning they are not tied to a specific office or desk. The Nomad Residence Permit enables holders to retain their current employment based in another country whilst legally residing in Malta for up to a year, with the opportunity to renew if the applicants meet the eligibility criteria. Applicants will have to show proof of a minimum gross annual income of €42,000.

Malta Startup Residence Programme

The Malta Startup Residence Programme offers non-EU nationals a 3-year residency permit, extendable for an additional 5 years, to establish and grow their startups in Malta. This initiative supports founders, core employees, and their families, requiring beneficiaries to maintain a physical presence in Malta, including residency and tax obligations.

Alternatives Citizenship by Investment Programmes

Acquiring an alternative passport through citizenship by investment programmes, such as those offered by Dominica Citizenship By Investment Program or St. Lucia Citizenship by Investment offers a range of benefits for a global mobility, security and stability, a better qualify of life. These alternative citizenship by investment programmes are attractive options for entrepreneurs and their families.

Contact us today

At Sciberras Advocates, we know how important it is to get personalised help with residency and citizenship processes in Malta. Whether you’re pursuing residency in Malta or exploring alternative citizenship options, our team provides tailored solutions to meet your specific needs. Read more about our residence and citizenship here and contact us today for assistance and a quote: [email protected].

Questo articolo è solo a scopo informativo e non deve essere interpretato come consulenza legale.

Articolo scritto dalla Sig.ra Charlene Sciberras, B.A. (Hons), collaboratrice esterna, specialista in marketing e amministrazione aziendale con un focus particolare su questioni societarie, contabili e legali.

Sciberras Advocates, fondato dall'Avvocato Adrian Sciberras, è uno studio legale con sede a Malta. Lo studio si vanta di essere multidisciplinare, innovativo e flessibile per far fronte ai tempi che cambiano e a qualsiasi sfida nello scenario legale locale e internazionale. Qualunque siano le complesse esigenze private o societarie richieste, Sciberras Advocates offre soluzioni legali pratiche ed economiche per raggiungere i risultati desiderati. È possibile contattare Sciberras Advocates telefonicamente al numero +35627795222o via email su [email protected].

Over the past months, the Authority for the Responsible Use of Cannabis (ARUC) has issued the first cannabis club licenses. These clubs that are also known as Cannabis Harm Reduction Associations must strictly adhere to the local legislation, directives, guidelines.

There are five different categories to choose from depending on the number of members that the prospective club would like to cater for, as follows:

Category 1: up to 50 members

Category 2: 51 to 100 members

Category 3: 101 to 250 members

Category 4: 251 to 350 members

Category 5: 351 to 500 members

To start of an application, it is essential to propose a name for the cannabis club and details such as the registered address, and all personal details of the founding members, administrators and key person.

The application documentation and files must include:

• A draft statute of the cannabis association
• A logo
• A membership policies
• An organisational structure
• A personal declaration forms and source of wealth for all board members involved
• A Fit and proper enquiry for all board members involved
• A code of conduct of the association

Several other documents are required, including but not limited to:

• A declaration by an architect for the site
• A detailed floor plan of the site
• Details on the operating environment: Cultivation process, seeds, pest control management plan, hygiene, waste management, recovery plan, transportation policies and procedures, packaging, harm reduction initiatives, product display policies, record keeping for the register of members and more
• Details about the distribution process
• Human resources plan
• A detailed financial plan

You can read more about this in our dedicated webpage: https://sciberras.legal/practice-areas/cannabis-law/. If you are interested in establishing a cannabis club / cannabis association in Malta, contact us at Sciberras Advocates for legal guidance and expertise on the application procedures.

Questo articolo è solo a scopo informativo e non deve essere interpretato come consulenza legale.

Articolo scritto dalla Sig.ra Charlene Sciberras, B.A. (Hons), collaboratrice esterna, specialista in marketing e amministrazione aziendale con un focus particolare su questioni societarie, contabili e legali.

Sciberras Advocates, fondato dall'Avvocato Adrian Sciberras, è uno studio legale con sede a Malta. Lo studio si vanta di essere multidisciplinare, innovativo e flessibile per far fronte ai tempi che cambiano e a qualsiasi sfida nello scenario legale locale e internazionale. Qualunque siano le complesse esigenze private o societarie richieste, Sciberras Advocates offre soluzioni legali pratiche ed economiche per raggiungere i risultati desiderati. È possibile contattare Sciberras Advocates telefonicamente al numero +35627795222o via email su [email protected].

In today’s article, we will delve into a comprehensive exploration of key terms associated with the dynamic employment landscape in Malta. It’s important to emphasise that the information provided below serves as a foundational overview, offering essential insights into the fundamental aspects of Malta’s employment scenario. As we navigate through various terms, we aim to provide readers with a solid understanding of the basic elements that contribute to the unique and evolving employment environment in this Mediterranean island nation. Whether you are a job seeker or an employee this article will serve as a valuable resource on the fundamental concepts that shape the employment landscape in Malta. Employment, work permits, and residency are hot topics in Malta reflecting the complicated regulations and opportunities that define the island’s labour market.

Maltese Labour Law

The primary legislation for labour law is the Constitution of Malta, the Employment and Industrial Relations Act (EIRA), the Employment Commission Act, the Employment and Training Services Act and EU Regulations and Directives.

Employment Contract

Employment contracts can be indefinite or definite.

Indefinite: the employee is engaged in employment for an indefinite period, meaning it does not include a termination date. An indefinite contract of employment cannot be changed into a definite contract of employment.

Definite: the employer and employee agree on its duration, meaning such contract includes a termination date. A fixed term contract can be renewed up to a maximum period of four years, after which the employee shall be on an indefinite contract.

Probation Period

The probation is an established period during which the employee is assessed by the employer on suitability for the job and the employee decides whether he/she wants to continue the employment in that job. The probationary period is an obligation. During probation either party may terminate the employment without assigning any reason, provided that one week notice is given if the employment has exceeded one month. The whole probationary period is payable with the rate of wage agreed.

Wages

For 2024 the national minimum wage per week of a full-time employee is ​€​​213.54. On a yearly basis, the cost-of-living increase issued by the government is obligatory. A full-time employee is entitled to the full increase, while a part-time employee is entitled to it in proportion to the hours worked.

Working Hours

The standard normal hours of work for a full-time employment (excluding overtime) are based on 40 hours a week. However, working hours can vary according to the sector of industry. An employer can ask an employee to work more than an average of 48 hours per week but in such a case, a written consent is required from the employee.

Leave

Every employee with a 40-hour working week is entitled to paid annual leave of 192 hours. There is various other leave such as: Bereavement leave​, birth leave, court witness leave, injury leave, jury service leave, marriage leave, maternity leave, parental leave, sick leave, urgent family leave and others.

Notice Period

When terminating employment with an indefinite contract notice needs to be given prior to the termination of employment. Notice is calculated on the employee’s continuous length of service, as follows:

• ​For​ more than one month but not more than six months – one week
• ​For more than six months but not more than two years – two weeks
• ​For more than two years but not more than four years – four weeks
• ​For more than four years but not more than seven years – eight weeks
• ​For more than seven years, an additional 1 week for every subsequent year of service or part thereof up to a maximum of twelve weeks
• ​​For such longer periods as may be agreed by the employer and employee in the case of technical, administrative, executive or managerial posts.

Termination during Probation

The first six months of employment are the probation period. During probation either party may terminate the employment without justification, provided that a week’s notice is given when the employment has exceeded one month. However, in the case of a pregnant employee, the employer is obliged to give the employee reasons in writing to justify the dismissal so long as they are unrelated to the employee’s condition.

Wages and Payslips

Wages should be paid at regular intervals, not exceeding 4 weeks in arrears. Employers must give their employees an itemised payslip, either before or on the date when the wages are due. A complaint can be lodged at the Department of Industrial and Employment Relations (DEIR) if the employer fails to pay the employee the wages due and if the employer fails to provide the payslip due.

It is important that the employee always keeps his timesheet from the first day of employment ideally in digital format in a table which should include the day of the week, the date, the time in and time out less break and total working hours. This will help the Department build your claim of the employee when there is a wage dispute.

Wage Deductions

An employer is not allowed to make deductions from the employee’s wage, except where permitted by law or by an order of a court. The employer can impose fines on the employees only if it is agreed in a collective agreement or specified in a contract of employment or written statement and authorised by the Director of Industrial and Employment Relations.

Overtime

The employer can oblige an employee to work overtime, provided:

(1)          the total hours of work do not exceed on average 48 hours a week.

(2)          the employee has consented in writing to work more than the weekly average.

However, such a consent can be withdrawn by the employee, provided that a written notice of at least 7 days or a longer period of maximum 3 months as may be agreed, is given to the employer. Employees do not have to work overtime especially during pregnancy and for a period of 12 months from the birth of the child or from the date of a child’s adoption.

Overtime Rates

Most sectors have their overtime rate regulated by the respective Wage Regulation Order (WRO).

Employees whose overtime rate is not covered by this shall be paid one and a half (1.5) times the normal rate for each hour worked in excess of the 40 hours per week.

Rest Periods

Where the working day is longer than six hours, an employee is entitled to not less than 15 minutes of rest, unless a longer period of rest is provided by another agreement. This rest period is not considered as working time.

Sick Leave

The amount of sick leave varies according to each industry-specific sector and is stipulated in the relevant WRO that regulates each specific sector of industry. In the case of a sector not covered by a WRO, an employee is entitled to two working weeks of sick leave annually, calculated in hours.

Public Holiday

When a public holiday falls on any day of the week that the full-time employee is not scheduled to work on such day as part of the normal weekly roster, the equivalent in hours of one working day is to be added to the employee’s vacation leave entitlement. In the case of part-time employees and full-time employees working reduced hours, the equivalent in hours of one day pro rata is to be added.

Maternity Leave

A pregnant employee may take an uninterrupted period of eighteen (18) weeks maternity leave as follow: First fourteen (14) weeks with full wages paid by the employer and the remaining four (4) weeks which are not paid by the employer. However, the employee must apply for the Maternity Leave Benefit to which she is entitled in terms of the Social Security Act. On termination of maternity leave, the employee has the right to resume work in the post formerly occupied before the start of the maternity leave, and if such a post is no longer available, to a similar post.

Unfair Dismissal

The Employer may only terminate a contract of employment based on a ‘good and sufficient’ cause, redundancy, or the employee reaching retirement age. The following are a few example scenarios that are not considered to be ‘good and sufficient’ causes: Getting married, going on maternity, becoming a member of a trade union, joining religious groups, the employer no longer having the confidence of the employee, disclosing information to a public regulating body regarding alleged illegal activities being committed by the employer.

Reason of Termination

When the relationship between the employer and the employee ends, both parties need to inform Jobsplus about the reason of termination. If either the employee or the employer disagrees about the reason of termination, any party can take recourse and lodge a complaint to the National Employment Authority, by visiting personally and providing a copy of the Jobsplus.

The function of the National Employment Authority is to investigate and adjudicate any complaints which any interested party may bring before it regarding employment and training services provided by Jobsplus. Appeals may be filed by employees, employers and even by persons registering as unemployed.

Any person aggrieved by a decision of the Jobsplus, may within fifteen days from the notification of such decision, appeal in writing to the Authority. It is advisable one visits the Authority at Block C, Beltissebh, Floriana or seeks legal advise before doing this.

Employment Process for Third Country Nationals

If you are a Third Country Nationals thinking of relocating to Malta, or is already here and need employment guidance, have a look at this specific page containing Immigration Frequently Asked Questions by Third Country Nationals.

If you are in any type of employment situation where you require legal advice, our lawyers at Sciberras Advocates will be able to assist you with any employment issues. For more information, please contact us on [email protected].

Questo articolo è solo a scopo informativo e non deve essere interpretato come consulenza legale.

Articolo scritto dalla Sig.ra Charlene Sciberras, B.A. (Hons), collaboratrice esterna, specialista in marketing e amministrazione aziendale con un focus particolare su questioni societarie, contabili e legali.

Sciberras Advocates, fondato dall'Avvocato Adrian Sciberras, è uno studio legale con sede a Malta. Lo studio si vanta di essere multidisciplinare, innovativo e flessibile per far fronte ai tempi che cambiano e a qualsiasi sfida nello scenario legale locale e internazionale. Qualunque siano le complesse esigenze private o societarie richieste, Sciberras Advocates offre soluzioni legali pratiche ed economiche per raggiungere i risultati desiderati. È possibile contattare Sciberras Advocates telefonicamente al numero +35627795222o via email su [email protected].

Malta offers several special residence permits for third country nationals who are considered as highly qualified individuals. These types of permits aim to facilitate the attraction and retention of highly skilled professionals from outside the EU, contributing to the competitiveness of the Maltese labour market and addressing skill shortages in certain sectors. In this article you can find the necessary information about these types of permits and the eligibility criteria.

Through Identità, the official government entity in Malta responsible for citizenship, passports, identity documents, and residence permits, a highly qualified individual can apply for employment through three different work permits, mainly being:

• Permesso di Lavoro Unico per Iniziativa di Dipendenti Specializzati (SEI)
• Permesso di lavoro singolo per iniziativa di dipendenti chiave (KEI)
• Carta Blu UE – Malta

It is important to note that the Key Employee Initiative (KEI) and the Specialist Employee Initiative (SEI) are residence and work permit issued for highly qualified purposes under Maltese policies, whilst the EU Blue Card work permit is issued in accordance with the provisions of the relative EU directive.

Permesso di Lavoro Unico per Iniziativa di Dipendenti Specializzati (SEI)

Provides a fast-tracked service to highly skilled third country nationals, who may not be eligible for the Key Employee Initiative, but who hold the relevant academic, vocational or technical skills in line with their employment offer in Malta. The scheme will facilitate the issuing of work/residence permits if they hold the necessary qualifications and will be offered an annual gross salary of at least €25,000 (updated to €30,000 as from 1st August 2025) per annum.

In summary:

• A minimum gross basic salary of €25,000 (updated to €30,000 as from 1st August 2025)
• The position offered in Malta is professional or technical
• Minimum MQF Level 6 or equivalent qualifications directly related to the job
• In case of an MQF lower than level 6, proof of a minimum of three years’ experience in a position directly related to the one being offered in Malta
• Processing time – fifteen working days

Permesso di lavoro singolo per iniziativa di dipendenti chiave (KEI)

Provides a fast-tracked service to highly specialised Third Country Nationals who are looking to be employed in Malta. The scheme that holds an accelerated service will facilitate the issuing of work/residence permits if they hold the necessary qualifications and will be offered an annual gross salary of at least €35,000 (updated to €45,000 as from 1st August 2025) per annum.

In summary:

• A minimum gross basic salary of €35,000 (updated to €45,000 as from 1st August 2025)
• The position offered in Malta is either managerial or highly technical
• Duly certified and recognised qualifications of the applicant by (MQRIC)
• Processing time – five working days

Carta Blu UE – Malta

The EU Blue Card is a work and residence permit for highly skilled non-EU/EEA nationals which allows one to work and live in 25 out of 27 countries (except Denmark and Ireland) within the European Union. The European Blue Card provides rights and a path towards permanent residence in the EU.

An EU Blue Card gives highly qualified workers from outside the EU the right to live and work in an EU country, provided they have higher professional qualifications, such as a university degree, and an employment contract or a binding job offer for at least one year with a high salary compared to the average salary in Malta (1.5 x the average gross annual salary). A third country national must be in possession of professional qualifications and have a work contract that covers at least a period of one year, together with travel documents and health insurance. The EU Blue Card does not apply to self-employed individuals.

Following the first renewal, one can apply for a residence permit for a validity period of two years if the Blue Card holder is in possession of a work contract for a period exceeding two years. During the first two years as a Blue Card holder, if there is a change in employment, one would be required to submit a new application, however after having been employed as a Blue Card holder for more than two years, if one changes employment, all that is required is to present the new work contract to Identità. If a Blue Card holder loses employment, one has three months to find a new job. Following these three months, the EU Blue Card will be withdrawn completely. One of the advantages of the EU Blue Card is that it allows holders to move and work within other EU member states under certain conditions.

For assistance on Specialist Employee Initiative (SEI) Single Work Permit, Key Employee Initiative (KEI) Single Work Permit or Malta EU Blue Card applications in Malta, please do not hesitate to get in touch with us on [email protected].

Questo articolo è solo a scopo informativo e non deve essere interpretato come consulenza legale.

Articolo scritto dalla Sig.ra Charlene Sciberras, B.A. (Hons), collaboratrice esterna, specialista in marketing e amministrazione aziendale con un focus particolare su questioni societarie, contabili e legali.

Sciberras Advocates, fondato dall'Avvocato Adrian Sciberras, è uno studio legale con sede a Malta. Lo studio si vanta di essere multidisciplinare, innovativo e flessibile per far fronte ai tempi che cambiano e a qualsiasi sfida nello scenario legale locale e internazionale. Qualunque siano le complesse esigenze private o societarie richieste, Sciberras Advocates offre soluzioni legali pratiche ed economiche per raggiungere i risultati desiderati. È possibile contattare Sciberras Advocates telefonicamente al numero +35627795222o via email su [email protected].

Yesterday, Residency Malta Agency, the Government agency responsible for managing the Nomad Residence Permit in Malta issued two important policy changes that are coming into effect shortly.

Increase in minimum annual gross income requirement

With effect from 1^st April 2024, new Nomad Residence Permit application will have to show proof of a minimum gross annual income of €42,000, instead of the existing €32,400. It’s important to note that this adjustment does not affect current beneficiaries applying for a renewal, who will retain the same income conditions under which they applied originally. Also, this adjustment does not affect applicants who have submitted their applications before 1^st April 2024 and whose application is still in process.

Increase in maximum stay period

With effect from 1^st April 2024, it will be possible for Nomad Residence Permit card holders to apply for a renewal for a third time, having a maximum stay of 4 years in Malta, instead of the current 3 years. This option is open to all applicants.

Malta Nomad Residence Permit

The Malta Nomad Residence Permit, is open to individuals who can work remotely and independent of location, meaning they are not tied to a specific office or desk. The Nomad Residence Permit enables holders to retain their current employment based in another country whilst legally residing in Malta for up to a year, with the opportunity to renew if the applicants meet the eligibility criteria. If you would like to move to Malta on the Nomad Residence Permit, you will join a global community already present on the island. For more information and to seek assistance in applying for the Nomad Residence Permit, please contact us on [email protected]. You can also check out our relocation services here: https://sciberras.legal/practice-areas/relocation-services/.

Questo articolo è solo a scopo informativo e non deve essere interpretato come consulenza legale.

Articolo scritto dalla Sig.ra Charlene Sciberras, B.A. (Hons), collaboratrice esterna, specialista in marketing e amministrazione aziendale con un focus particolare su questioni societarie, contabili e legali.

Sciberras Advocates, fondato dall'Avvocato Adrian Sciberras, è uno studio legale con sede a Malta. Lo studio si vanta di essere multidisciplinare, innovativo e flessibile per far fronte ai tempi che cambiano e a qualsiasi sfida nello scenario legale locale e internazionale. Qualunque siano le complesse esigenze private o societarie richieste, Sciberras Advocates offre soluzioni legali pratiche ed economiche per raggiungere i risultati desiderati. È possibile contattare Sciberras Advocates telefonicamente al numero +35627795222o via email su [email protected].