Jobseekers who have not yet arrived in Malta should contact the EURES Malta office, who can offer personalized guidance on how and where to look for work.

If a person is looking for a job and has arrived in Malta, he or she can register with the Malta Public Employment Service, Jobsplus, via the website (www.jobsplus.gov.mt).) or in one of the Jobcentres (several locations that can be found on the Jobsplus website). It is important to make an appointment before visiting one of the job centres. Telephone numbers are also available on the Jobsplus website.

EURES services are provided within Jobsplus. Alternatively, they can access job vacancies via the Jobsplus homepage or the EURES homepage. This website contains an online database of vacancies, which can be searched by sector, job type and region. There is also a CV search facility that employers can use to search for job seekers. When a person registers with Jobsplus as an unemployed person, they receive personalized assistance in the form of an employment consultant.

Job vacancies are also advertised in industry magazines and local newspapers. There are also a number of private placement agencies available.

 

Links:

Title/name	URLs
Jobs plus	www.jobsplus.gov.mt
EURES	www.eures.europa.eu
EURES Malta	www.euresmalta.com

All job applications must include a Curriculum Vitae (CV) written in English and a cover letter. Job applications must be typed.

Usually, the CV is no longer than two pages. It is recommended to use the standard European CV format. This can be downloaded from the Europass website (details in the links section). Simplicity, conciseness and precision are recommended. Your CV should include the following: personal details, education, knowledge of languages, other skills, especially areas of expertise, career information and hobbies.

Cover letters are usually concise and no longer than a few paragraphs. The letter is an essential tool for providing the employer with information on career prospects, educational background, professional experience and availability. Express interest in the vacancy and use the accompanying cover letter to convince the prospective interviewer that you are qualified to fill the vacancy.

Some employers provide their own application forms for applicants to complete. Some forms are standard, while others ask more about previous work experience and use more unstructured (open-ended) questions. After viewing the CV, the employer can call candidates for an interview. In some cases, the applicant may be called for more than one interview. In other cases, a further assessment may be undertaken to further assess the applicant's competencies against what is required in that particular role.

In some cases, a medical exam may be required before work. A medical certificate is issued by a recognized doctor stating whether a candidate meets the required standard and whether or not they are suitable for the specified job.

 

Links:

Title/name	URLs
Europass CV	www.europa.eu/europass/en/create-europass-cv

Definition

Internships can be described as a form of work practice which includes a training component under Chapter 576 Work-Based Learning and Apprenticeship Act.

Overview

The traineeship or work exposure program is managed by Jobsplus, which is the Maltese public employment service.

The Work Exposure Program aims to provide jobseekers with practical training to help people acquire the knowledge, skills and competencies needed to find and keep employment. Internships are based on 240 hours of on-the-job practice. The programs offered are labor market driven, where the occupational preferences of jobseekers are matched by Jobsplus with the demands of the employers participating in the scheme.

Trainees participating in training programs are certified to demonstrate their participation in on-the-job training.

Participants are entitled to an hourly allowance paid by Jobsplus, calculated on the national minimum wage.

Admissibility

The scheme is open to people who meet the following criteria at the date of application:

• are between the ages of 20 and 64;
• are not currently employed;
• they have never participated in the same scheme before.

In the case of EU/EEA/Swiss citizens or third-country nationals, a valid residence permit covering at least the entire duration of the traineeship is also required.

Implementation

In line with the Council Recommendation on a quality framework for traineeships, traineeships in Malta last no longer than 12 weeks.

In line with the Council recommendation, traineeships in Malta are based on a written agreement between the employer, the trainee and a Jobsplus representative.

Living and working conditions

Participants are entitled to an allowance paid by Jobsplus calculated on the national minimum wage. It is calculated on every hour he attends.

Where to find opportunities

Directly in the Training department within Jobsplus

Funding and support

Directly in the Training department within Jobsplus

Where to advertise opportunities

Directly in the Training department within Jobsplus

Funding and support

Directly in the Training department within Jobsplus

 

Links:

Title/name	URLs
Jobs plus	www.jobsplus.gov.mt

Legal framework

The main legal documents relevant to the apprenticeship include:

Chapter 576—Work-Based Learning and Apprenticeship Act

Description of regimes

'Aprenticeships' means the scheme where apprentices are engaged in joint programs of school learning at an approved VET provider and work-based learning with a registered sponsor, leading to a recognized professional qualification or award, as set out in the Annex 1 of Chapter 576, Chapter 576 of the Work-Based Learning Act stipulates that the training relationship is established at the time of signing the training agreement between the VET provider, sponsor and apprentice.

Apprenticeships are offered by two bodies in Malta which are MCAST (Malta College of Arts, Science and Technology) and ITS (Institute of Tourism Studies) and combine the academic program with an element of work-based learning.

MCAST offers prospective students the opportunity to enroll in an apprenticeship program. MCAST offers over 50 apprenticeship-based courses. These courses at levels 3 and 4 of the Maltese Qualifications Framework are spread across different sectors and therefore offer a wide range of sectors and institutions for training and learning. Apprentices are paid a basic salary. A training agreement setting out the obligations and conditions of employers, students and VET providers is established and signed by all interested parties.

At ITS, students are offered apprenticeships in order to apply what they have learned from school to the workplace. At the same time, they engage with companies, which could potentially lead to job offers after graduating from ITS. Students also have a basic salary.

Admissibility

All EU/EEA/Swiss citizens residing in Malta applying for courses in the form of apprenticeships at the Malta College of Arts, Science and Technology (MCAST) or the Institute of Tourism Studies (ITS) are eligible for vocational training sponsored within the sector concerned, subject to availability.

Living and working conditions

Apprenticeships typically take between one and three years to complete, depending on their framework, so it's important that you are committed enough to complete this apprenticeship. An apprenticeship consists of both on-the-job and off-the-job training for a specified period of time. Programs begin at one of the MCAST/ITS Institutes, where the apprentice acquires the basic knowledge needed in the chosen profession. This is followed by hands-on training with a company willing to take on board to gain this experience. Apprentices should be governed by the Employment and Industrial Relations Act, the Youth (Employment) Regulation, if applicable, and the Social Security Act as regards but not limited to:

• a trial period;
• hours of work-based learning;
• overtime;
• rising cost of living;
• occupational health and safety;
• holidays and sick leave;
• maternity leave, parental leave and urgent family leave;
• public holidays that fall on a weekly rest day;
• wages paid at regular intervals;
• the payment of legal bonuses;
• entitlements to social security benefits;
• the hours spent by the learners with the sponsor are considered as the hours dedicated to the work-based learning component of the training program defined in the training program plan.

The training agreement also establishes the eligibility of apprentices to work overtime provided that the sponsor has obtained the required written consent from the VET provider.

Apprentices are entitled to up to four days of unpaid study leave per academic year, to be used during assessment periods when official timetables are presented by the VET provider.

Where to find opportunities

All students enrolled in a professional course offered on an apprenticeship program are eligible for work experience with an industry sponsor.

Industrial partners are registered by MCAST and are registered in a web portal system. The system allows registered industry partners to offer vacancies for MCAST students.

Students can contact the Institute of Tourism Studies (www.its.edu.mt)) for information on apprenticeship opportunities.

Funding and support

Once students are registered with MCAST, the college's Work-Based Learning department and Stipends office provide the necessary support.

Students can contact the Institute of Tourism Studies (www.its.edu.mt)) for more information.

Where to advertise opportunities

Industrial partners are registered by MCAST and are registered in a web portal system. The system allows registered industry partners to offer vacancies for MCAST students.

Employers can contact the Institute of Tourism Studies (www.its.edu.mt)) for more information.

Funding and support

Employers can contact MCAST at this address:  apprentices@mcast.edu.mt.

Employers can contact the Institute of Tourism Studies (www.its.edu.mt)).

 

Links:

Title/name	URLs
Chapter 576 of the Laws of Malta	www.legislation.mt/eli/cap/576
MCAST	www.mcast.edu.mt/
HIS	www.its.edu.mt

The free movement of goods is one of the cornerstones of the single European market.

The removal of national obstacles to the free movement of goods within the EU is one of the principles enshrined in the EU Treaties. From a traditionally protectionist starting point, EU countries have steadily lifted restrictions to form a single or "common" market. This commitment to creating a European trading area without borders has led to the creation of more wealth and new jobs and established the EU as a global trading player alongside the US and Japan worldwide.

Despite Europe's commitment to tear down all internal trade barriers, not all sectors of the economy have been harmonised. The European Union has decided to regulate at European level the sectors that could pose a higher risk to European citizens, such as pharmaceuticals or construction products. Most of the products (considered a "lower risk") are subject to the application of the so-called principle of mutual recognition, which means that essentially any product lawfully manufactured or marketed in one of the Member States can be freely moved and marketed within the EU's internal market.

Limits on the free movement of goods

The EU Treaty gives Member States the right to set limits on the free movement of goods in the presence of a specific common interest, such as the protection of the environment, public health or public order, to name a few. This means, for example, that if the import of a product is seen by the national authorities of a Member State as a potential one threat for public health, public morality or public order, it may deny or limit access to its market. Examples of such products are genetically modified foods or some energy drinks.

While there are generally no restrictions on buying goods in another Member State, as long as they are for personal use, there are a number of European restrictions for specific product categories, such as alcohol and tobacco.

Free movement of capital

Another essential condition for the functioning of the internal market is the free movement of capital.  It is one of the four fundamental freedoms guaranteed by EU legislation and forms the basis of the integration of European financial markets. Europeans can now manage and invest their money in any EU member state.

The liberalization of the capital markets marked a crucial point in the process of economic and monetary integration in the EU. It was the first step towards establishing our European Economic and Monetary Union (EMU) and the common currency, the euro.

Advantage

The principle of free movement of capital not only increases the efficiency of financial markets within the Union, but also brings a number of benefits to EU citizens. Individuals can carry out a large number of financial transactions within the EU without serious restrictions. For example, people with few restrictions can

1. easily open a bank account,
2. buy shares
3. invest, or
4. purchase of real estate

in another Member State. EU companies can invest in, own and manage other European companies.

Exceptions

Some exceptions to this principle apply both within Member States and with third countries. They mainly concern taxation, prudential supervision, public order considerations, money laundering and financial sanctions agreed under the EU's common foreign and security policy.

The European Commission continues to work on completing the free market in financial services, implementing new strategies for financial integration in order to make it even easier for citizens and businesses to manage their money within the EU.

Properties for sale and for rent are advertised in local newspapers, by real estate agents and on their respective websites or social media pages. The availability of properties and prices or leasing in Malta varies according to the size of the property and also from one place to another.

Rental of real estate

The rental market has seen an increase in both supply and demand in recent years and is expected to continue to grow. The availability of rental properties varies from location to location and tends to be more common in traditional tourist areas with higher rental rates.

Landlords advertise rental properties in local media. Houses or apartments can be rented through various estate agents in Malta and Gozo. A rental agreement is drawn up by both parties in writing. Rent is typically paid one month in advance, and the landlord may ask for an advance payment of one month's rent (generally) as security.

In 2020, a law governing the rental market was introduced in Malta. The law is the Private Residential Leases Act, 2019. In short, the new law contains a number of provisions, including requiring every private lease agreement to be registered with the Housing Authority, as well as determining the minimum and maximum duration of the lease (both short-term and long-term rentals).

Purchase of property

If you want to buy property, the process is set in motion by finding a property and signing a promise to sell before a public notary. When signing the promise of sale, the necessary checks are carried out to verify the owner of the property. Upon signing the sales promise, 1 % of the 5 % tax must be paid. The rest is paid upon signing the final contract. You will also be required to pay a deposit, to be agreed between you and the landlord which would normally be 10 % of the final price of the property.

Furthermore, citizens of all EU Member States (including Maltese nationals) who have not resided in Malta for at least five years need a permit to purchase property for use as a secondary residence.

Persons who are not nationals of a member state of the European Union will need a property purchase permit to purchase property in Malta.

The costs associated with the purchase of a property include:

• Stamp duty: 5 % of the value of the property, payable in two stages: 1 % after signing the promise of sale and 4 % after publication of the final deed of sale.
• Legal costs: (approximately) 1 % of the purchase price, payable in two stages: 33 % upon signing the promise of sale and 67 % upon publication of the final deed of sale.
• A variable amount for property searches, liabilities, etc.
• EUR 233 for the Acquisition of Real Estate (AIP), a government permit that any citizen intending to acquire property in Malta must obtain.
• If you found your property through a registered real estate agency, brokerage fees are paid by the seller only; if the property was found through a private agent (broker), you will have to pay a brokerage fee of 1 % to the private agent.

 

Links:

Title/name	URLs
Office of the Commissioner of Revenue — Purchase of a building	www.cfr.gov.mt/en/property_shares_transfers/Pages/Buying-a-Property.aspx
Private Residential Lease Act	www.legislation.mt/eli/cap/604/eng
Property Rental & Purchase	www.gov.mt/en/Life%20Events/Pages/Renting%20and%20Purchasing%20Property…

Parents can choose to send their children to state, religious or private schools. State primary and secondary schools are found in all major regions of Malta. If children are to attend a state school, it must be in the same place where you live. Demand for faith and private schools is high. Admission to faith schools is decided by lot design. Admission into private schools requires you to reserve a place in advance, sometimes months or years in advance. In state schools, tuition is free, while in private schools it is provided for a fee. On the other hand, religious schools generally require an annual donation to cover part of the tuition costs.

The education system is divided into three main sectors: primary education, which spans years 5 to 11, secondary education, which spans years 11 to 16, and tertiary education. Education is compulsory between the ages of 5 and 16.

Many childcare centers are available for children as young as three years old. The service is offered free of charge for working parents. More information on the education system in Malta can be found in another section.

 

Links:

Title/name	URLs
Ministry of Education	www.education.gov.mt/
Schools of EduMalta	www.edumalta.gov.mt/en/schools

The implementation of the principle of free movement of people, one of the cornerstones of our European construction, has involved the introduction of a series of practical rules to ensure that citizens can travel freely and easily to any Member State of the European Union. Traveling across the EU with your own car has become much less of a problem. The European Commission has established a set of common regulations governing the mutual recognition of driving licences, the validity of car insurance and the possibility of registering the car in a host country.

Your driving license in the EU

The EU has introduced a model harmonized licensing and further minimum requirements for obtaining a licence. This should help keep unsafe drivers off European roads wherever they take their test drive.

Since 19 January 2013, all driving licenses issued by EU countries have the same I wait. Licenses are printed on a piece of plastic that is the size and shape of a credit card.

Harmonized administrative validity periods have been introduced for the driving license document, ranging between 10 and 15 years for motorcycles and cars. This allows the authorities to regularly update the driving license document with new security features that will make more difficult to forge or tamper with — so that unqualified or banned drivers will find it more difficult to deceive the authorities, in their own country or elsewhere in the EU.

The new European driving license also protects vulnerable road users by introducing progressive access for motorcycles and other two-wheeled vehicles. The system "access progressive It means riders will need experience with a less powerful bike before moving up to bigger machines. Mopeds will also make up a separate category called the AM.

You must apply for a license in the country where you usually live or regularly. As a rule, it's the country where you live for at least  185 days per year due to personal or work ties.

If you have personal/business links in 2 or more EU countries, your usual place of residence is where you have personal links, as long as you return regularly. You do not have to fulfill the latter condition if you live in an EU country to carry out a task for a specific period of time.

If you move to another EU country to go to college or university, your usual place of residence does not change. However, you can apply for a driving license in your host country if you can prove that you have studied there for at least 6 months.

Car registration in the host country

If you move permanently to another EU country and take your car with you, you would need to register your car and pay car-related taxes in your new country.

There are no common EU rules on vehicle registration and related taxes. Some countries have tax exempt rules for vehicle registration when moving by car from one country to another on a permanent basis.

To benefit from a tax exemption, you need to check the deadlines and conditions applicable in the country you wish to move to.

Check with your national authorities for the exact rules and deadlines: https://europa.eu/youreurope/citizens/vehicles/registration/registration-abroad/index_en.htm 

Car Insurance

EU citizens can insure their car in any EU country, as long as the chosen insurance company is authorized by the host national authority to issue the relevant insurance policies. A company established in another Member State is only entitled to sell a compulsory liability policy if certain conditions are met. The insurance will be valid throughout the Union, regardless of where the accident occurs.

Taxation

Value Added Tax or VAT on motor vehicles is normally paid in the country where the car is purchased, although under certain conditions VAT is paid in the country of destination.
More information on the rules applicable when a vehicle is purchased in one EU Member State and intended to be registered in another EU Member State can be found at the following link https://europa.eu/youreurope/citizens/vehicles/registration/taxes-abroad/index_en.htm.

All EU citizens have the right to reside in Malta on the basis of freedom of movement and right of abode. This right applies to people working in Malta, as well as those who are not working there, but who have sufficient financial support without relying on public funds. EU citizens do not need a visa to enter Malta. Together with their accompanying family members, they are not obliged to apply for a residence permit for a period of three months following their arrival in Malta. However, they are required to have in their possession an identity document from their country, i.e. a passport or identity card.

Residency permit

The Immigration Act (Chapter 217 of the Laws of Malta) is the legal instrument governing immigration to Malta.

If a European citizen wishes to stay in Malta for more than three months, he must exercise his legal rights (to study, work or have sufficient means to live) and apply for a residence card. This application is made within the Expatriate Unit within Identity Malta. Such requests are usually accepted with proof that the person is working or self-sufficient, among other conditions. The residence permit issued to European citizens and their family members is valid for five years.

 

Links:

Title/name	URLs
Identity Malta — Expatriate Unit	www.identitymalta.com/unit/expatriates-unit/

Before the arrival

• Make arrangements for (temporary) accommodation.
• Make sure you have sufficient funds for the first few months of your stay.
• Contact the EURES office in Malta via their website (www.eures.com.mt) and visit the Jobsplus site to find a job (www.jobsplus.gov.mt).
• Make sure the following documents are readily available:
  • Valid passport or other valid travel document. (If you have small children accompanying you, make sure they are in your passport).
  • Documents relating to motor vehicles (such as a driving licence).
  • Certificates, diplomas, confirmation of previous employment, references (originals and translations if necessary).
  • Curriculum vitae.
  • Children's qualifications and school attendance statements.
  • European Union health insurance card or other proof of health insurance.
  • Form U1 or U2.
  • Pet passports for any pet.
  • Other personal documents (such as birth and marriage certificates).
• Make sure you have ordered the international calling service (roaming).

After your arrival (once you find a job)

• Register for a social security number once you have a contract (www.socialsecurity.gov.mt))
• Make sure your employer completes and submits the Job Start Form to Jobsplus to register your job legally as required by law. You must receive a confirmation letter upon processing your form (www.jobsplus.gov.mt)).
• Register with the Expatriate Unit at Identity Malta (www.identitymalta.com)) for the Residence Card.
• Open a bank account.

After arrival (if you haven't found a job)

• You can join Jobsplus as an unemployed job seeker. More information is available in another section.

 

Links:

Title/name	URLs
Jobs plus	www.jobsplus.gov.mt
Department of Social Security	www.socialsecurity.gov.mt
Maltese identity	www.identitymalta.com/unit/expatriates-unit/

Job quality and employment — a vital issue, with a strong economic and humanitarian impact

Good working conditions are important for the well-being of European workers. They

• contribute to the physical and psychological well-being of Europeans, e
• contribute to the economic performance of the EU.

From a humanitarian point of view, the quality of the working environment has a strong influence on the overall job and life satisfaction of European workers.

From an economic point of view, high-quality working conditions are a driving force of economic growth and a basis for the competitive position of the European Union. A high level of job satisfaction is an important factor in achieving a high productivity of the EU economy.

It is therefore essential for the European Union to promote the creation and maintenance of a sustainable and pleasant working environment, which promotes the health and well-being of European workers and creates a good balance between work and non-working time.

Improving working conditions in Europe: an important goal for the European Union.

Ensuring favorable working conditions for European citizens is a priority for the EU. The European Union is therefore working with national governments to ensure a pleasant and safe working environment. Support to Member States is provided through:

• exchange of experiences between different countries and common actions
• the definition of minimum requirements on working conditions and health and safety at work, to be applied throughout the European Union

Criteria for the quality of work and employment

In order to achieve sustainable working conditions, it is important to determine the main characteristics of a favorable working environment and thus the criteria for the quality of working conditions.

The foundation Union for the improvement of living and working conditions (Eurofound) in Dublin, is an EU agency providing information, advice and expertise on, as the name suggests, living and working conditions. This agency has established several criteria for the quality of work and employment, including:

• workplace health and well-being — this is a vital criterion, since good working conditions presuppose the prevention of occupational health problems, the reduction of exposure to risk and the improvement of work organization
• reconciling working life and non-working life — citizens should be given the opportunity to find a balance between time spent at work and leisure
• skills development — quality work is one that offers training, improvement and career opportunities

Eurofound's work contributes to the planning and design of better living and working conditions in Europe.

Occupational health and safety

The European Commission has undertaken a wide range of activities to promote a healthy working environment in EU Member States. Among other things, he worked out a strategy community for health and safety at work for the period 2021-2027. This strategy was set up with the help of national authorities, social partners and NGOs. Address changing worker protection needs resulting from the digital and green transitions, new forms of work and the COVID-19 pandemic. At the same time, the framework will continue to address traditional occupational safety and health risks, such as the risks of occupational accidents or exposure to hazardous chemicals.

Community occupational safety and health policy aims to improve the long-term well-being of EU workers. It takes into account the physical, moral and social dimensions of working conditions, as well as the new challenges posed by the enlargement of the European Union to include the countries of Central and Eastern Europe. The introduction of EU rules on health and safety at work has greatly contributed to improving the situation of workers in these countries.

Improve working conditions by setting minimum requirements common to all EU countries

The improvement of living and working conditions in EU Member States depends to a large extent on the establishment of common labor standards. EU labor laws and regulations have set minimum requirements for a sustainable working environment and are now applied in all Member States. Improving these standards has strengthened workers' rights and is one of the main achievements of EU social policy.

The importance of transparency and mutual recognition of diplomas as a fundamental complement to the free movement of workers

The possibility of having your qualifications and skills recognized can play a key role in the decision to take up a job in another EU country. It is therefore necessary to develop a European system which ensures the mutual acceptance of professional skills in the different Member States. Only such a system will ensure that the non-recognition of professional qualifications does not become an obstacle to the mobility of workers within the EU.

Fundamental principles for the recognition of professional qualifications in the EU

As a fundamental principle, every EU citizen should be able to freely exercise their profession in any Member State. Unfortunately, the practical implementation of this principle is often hampered by national requirements for access to certain professions in the host country.

In order to overcome these differences, the EU has set up a system for the recognition of professional qualifications. Within this system, a distinction is made between regulated professions (professions for which certain qualifications are legally required) and professions which are not legally regulated in the host Member State.

Steps towards a transparency of qualifications in Europe

The European Union has taken important steps towards achieving transparency of qualifications in Europe:

• Increased cooperation in the field of vocational education and training, with the intention of combining all tools for transparency of certificates and diplomas, in one easy-to-use tool. This includes, for example, the European CV or Europass trainings.
• The development of concrete actions in the field of recognition and quality of vocational education and training.

Go beyond the differences in education and training systems across the EU

Education and training systems in EU Member States still differ substantially. The latest enlargements of the EU, with different educational traditions, have further increased this diversity. This requires the need to establish common standards to ensure the recognition of skills.

In order to overcome this diversity of national rules on qualifications, education methods and training structures, the European Commission has proposed a number of tools aimed at ensuring greater transparency and recognition of qualifications for both academic and professional purposes.

1. European Qualifications Framework

The European Qualifications Framework is a key priority for the European Commission in the process of recognizing professional skills. The main objective of the framework is to create links between different national qualifications systems and to ensure smooth transfer and recognition of diplomas.

2. National Academic Recognition Information Centers (NARIC)

A network of National Academic Recognition Information Centers was set up in 1984 at the initiative of the European Commission. The NARICs provide advice on the academic recognition of periods of study abroad. Located in all EU Member States and European Economic Area countries, the NARICs play a key role in the process of recognizing qualifications in the EU.

3. European Credit Transfer System (ECTS)

The system European Credit Transfer aims to facilitate the recognition of periods of study abroad. Introduced in 1989, it works by describing an education program and assigning credit to its components. It is a key complement to the acclaimed Erasmus student mobility programme.

4. Europass

Europass is a tool to ensure the transparency of professional skills. It is made up of five standardized documents

• a CV (Curriculum Vitae),
• a cover letter editor,
• certified supplements,
• diploma supplements, e
• a Europass-Mobility document.

The Europass system makes skills and qualifications clearly and easily understood in different parts of Europe. In all countries of the European Union and the European Economic Area, national Europass centers have been set up as the main contact points for people seeking information on the Europass system.

A young worker is a person who has reached the age of 16 and is under the age of 18. Only people over the age of 16 can enter the world of work. The most common employment contracts are full-time contracts with an indefinite duration, sometimes called open-ended contracts. However, fixed-term and temporary employment contracts are becoming more common in Malta. The latest labor market trends show that fixed-term contracts are becoming increasingly common both in the top management grades and among skilled project-based workers.

It is possible for an employer to offer several fixed-term contracts in succession. The full adoption of the European directives implies that after a certain number of years (no more than 4 years, in accordance with Maltese law) the temporary employment contract must be converted into a permanent employment contract, with the consequent permanent employment of the worker.

In Malta, the trend of hiring temporary staff from specialized employment agencies is increasing. These services are used in low-skilled sectors but are also popular in the professional sector. Employment agencies may charge the employer to cover taxes, national insurance, allowances and labor costs.

For part-time workers working variable hours, the weekly number of hours worked is the average weekly number of hours worked spread over successive thirteen-week periods, starting on 1 January of each calendar year.

Employment in Malta always involves an employment contract, tacit or implied, whereby the employee agrees to perform specific work for an employer in exchange for agreed wages. A written statement must also be provided indicating the working conditions which will be delivered to the employee within 7 days of hiring.

Employment can be fixed-term or permanent, and full-time or part-time. Whatever type of work you are engaged in, check the terms and conditions of employment carefully so that you understand your rights and obligations. The employer is required to provide a copy of the employment contract in English and/or Maltese.

The interval between payments must not exceed 4 weeks, by law. Salary can be paid in cash, by check or directly into a bank account.

A trial period should be agreed at the beginning of the employment relationship. In general, the probationary period lasts for six months, but in technical, executive, administrative and managerial posts, where the salary exceeds double the national minimum wage, the probationary period lasts for one year. A shorter term can be agreed between the parties. During the first month of the probationary period, either party may cancel the employment contract without notice. After one month, one week's notice must be given during the trial period.

If the employee's employment relationship is terminated for reasons of dismissal, he/she has the right to a new job if the position previously occupied becomes available again within one year from the date of termination of the employment relationship.

When employers intend to terminate a worker's employment on grounds of dismissal, they terminate employment on a "last in, first out" basis for the relevant position/category.

Fixed-term and fixed-term employment contracts expire when the specified period ends without notice.

Any employee whose fixed-term contract has expired and who is held by the employer is presumed to have been retained on a permanent contract if the employee does not receive a new service contract within the first twelve working days following the expiry of the contract. previous contract. The most common employment contracts are full-time contracts with an indefinite duration, sometimes referred to as open-ended contracts. However, fixed-term employment contracts are becoming more common in Malta. The latest labor market trends show that fixed-term contracts are becoming more and more common both in the top management grades and among skilled workers engaged in project contracts.

A fixed-term contract cannot be less than six months, unless there are objective reasons justifying a shorter period. These reasons must be recorded in the employment contract.

Employers may subsequently offer fixed-term contracts. In the absence of an objective justification, a fixed-term employment contract automatically becomes an open-ended employment contract after four years of uninterrupted work under one or more fixed-term contracts, in which case the worker would be employed for an indefinite period.

Changes to employment contracts

No change or modification of working conditions may take place after the start of the employment relationship, unless such change is due to a change in the laws, regulations or collective agreements governing the workplace.

The changes and provisions can be made in collective agreements or in other agreements concluded between the principals and the workers more favorable to the protection of workers.

The updates contain provisions on health protection, accident prevention, personnel conduct and compliance within the organization.

The employer should not be obliged to inform a worker if the change or modification of working conditions is the result of changes in the laws, regulations or collective agreements governing the workplace.

Maltese employment law stipulates that any employee whose fixed-term service contract has expired and who is held by the employer is presumed to have been retained on an indefinite contract if that employee is not awarded a new employment contract. service within the first 12 working days following the expiry of the previous contract.

 

Links:

Title/name	URLs
Department of Industrial and Employment Relations	www.dier.gov.mt/mt/Pages/default.aspx

Young workers

Young workers benefit from lower maximum terms than for older workers. They must not work more than 8 hours per day and 40 hours per week (where the average maximum per week for older workers is 48 hours).

Any time spent by a young person in training, whether working in a combination of theoretical and/or practical work, a training program or an on-site work experience programme, counts as working time.

When a young person is employed by more than one employer, the working days and working hours are cumulative and must not exceed the working days and working hours established by this regulation.

It is up to the employer to check whether a young person works for another employer and to establish working hours in any other work activity.

If a young person has more than one job, they are responsible for informing the employer of the hours worked for any other employer.

An employer may not permit a young person to perform any form of work on any day that the young person performed any form of work for any other employer, unless the cumulative time spent working for more than one employer on that day does not exceed the total time that the young person in question can legally work for an employer on that day under the legislation.

No young person may work between 10pm one day and 6am the following day.

Workers with disabilities

The rights of workers with disabilities are protected by the Equal Opportunities (Persons with Disabilities) Act, 2000. The law prohibits employers from discriminating against workers with disabilities.

An independent organization, the Commission on the Rights of Persons with Disabilities (CRPD), works to eliminate discrimination against people with disabilities. It provides advice, information and support to people with disabilities and their families.

Interns

Jobsplus generally accepts internship notifications for people who are pursuing academic courses or have recently graduated. To this end, the employer must complete the traineeship notification form. Once completed, it must be sent back tointernships.jobsplus@gov.mttogether with a copy of the traineeship agreement (approved by all parties involved, i.e. the educational institution (if a course is still running), the intern and the host organisation/employer). It is important that the agreement also refers to remuneration or lack thereof. In the case of recent graduates, Jobsplus also requests a copy of the qualification obtained.

It is important to provide these documents as soon as they are available, (before the internship starts) so that there is sufficient time to process these documents. Once Jobsplus receives all required documents, the information is verified, accepted or otherwise, via email. If more information is needed, it is important to contact the person responsible for this process within Jobsplus.

 

Links:

Title/name	URLs
CRPD	www.crpd.org.mt/#
Jobs plus	www.jobsplus.gov.mt/employers-mt-MT-en-GB/em-other-services/notification-of-internships

Starting a self-employed business in Malta is a straightforward process and involves the following stages:

• Register with the Department of Social Insurance to obtain a Social Security number. This process can be done online or in one of their offices.
• Register with Jobsplus by submitting the recruitment form for both the employer and their employees. These forms are available on the Jobsplus website
• Register with the Department of Revenue as a self-employed person through its client department or via its website.
• Register with the Value Added Tax Department in person or via its website.
• Contact the Department of Commerce for a business license. If the business involves import or export, an import or export license is also required.

Apart from these, you may also need to contact one of the local banks, which have branches in almost all areas around Malta and Gozo. Two other bodies that may be helpful are the Planning Authority (PA) and Malta Enterprise (ME).

The PA issues planning and development permits of all types. These can range from 'change of use' permits for existing premises to completely new ones for new sites. These permits take into account various factors, ranging from parking to environmental issues.

Business First is the government agency that focuses on attracting domestic investment and supporting business in Malta. Provides prospective self-employed people with guidance in response to all their questions.

 

Links:

Title/name	URLs
Business first	https://businessfirst.com.mt/en

All employees receive annual cost-of-living salary increases. Employees earning the minimum wage are also entitled to additional bonuses. Hourly and daily wages and piecework are paid at least twice a month. Salaries are paid at least once every 4 weeks.

Malta's national (weekly) minimum wage for 2023 is:

18 years and older	€192.73
17 years	€185.95
16 years	€183.11

Note that while there is a minimum wage, most wages are paid above this rate.

The minimum payment for employment for several sectors is governed by Wage Council orders or by specific collective agreement firms. These legally binding agreements are applied equally to Maltese and foreign workers. Sometimes, collective agreements grant special conditions and privileges in the enterprise applying this collective agreement.

Employees can also receive additional reimbursement in the form of a company vehicle, accommodation, communication costs and health insurance. Higher-end benefits, such as company cars, are considered taxable income and are therefore allocated to the tax authorities at a taxable value.

Effective January 1, 2019, employers are required to provide their employees with an itemized payslip on or before the pay date. The payslip should include:

• the name of the employer and employee,
• the address of the employer,
• the title of the employee's position,
• the total amount of wages paid and its distribution,
• the period to which its content refers,
• the number of normal hours worked, including those worked on a Sunday or public holiday, when this forms part of the normal scheduled working hours;
• the number of hours paid as overtime or at special rates classified as worked outside working hours per day or week, hours worked on Sundays or public holidays,
• the number of hours of annual leave taken and the balance of leave remaining,
• the basic wages received,
• the distribution of any bonuses, fees or commissions received, e
• any deductions made, including national social security contributions, taxes and others.

If an employer fails to provide an itemized pay slip, they will be required to provide evidence clearing them without any doubt from any liability therein. Furthermore, when there are two different pay slips for the same period, the more favorable pay slip for the worker concerned prevails.

 

Links:

Title/name	URLs
Department of Industrial and Employment Relations	www.dier.gov.mt/mt/Pages/default.aspx

The working week is 40 hours per week in Maltese companies and organisations.

Under Maltese law, the maximum weekly working time in all occupational sectors is 48 hours (i.e. 40 hours worked and 8 hours of overtime), including overtime, which must be paid as an extra. No employer may compel a worker to work more than the 48-hour average week unless he has first obtained the worker's written agreement to work more than the 48-hour average.

Current working hours vary according to the sector and are governed by collective agreements and wage regulation orders, specific to each sector.

Organization of working hours

The organization of working time is the prerogative of the occupying organization within the limits of the relevant legal requirements (rest periods, breaks, annual leave and night work).

According to the subsidiary legislation 452.87 on the organization of working time adopted in April 2004, the following rules apply to all sectors:

• Every worker is entitled to a minimum daily rest period of 11 consecutive hours in any 24-hour period during which the worker performs work for his employer.
• Every worker has the right to a rest break of at least 15 minutes when the working day exceeds 6 hours.
• Every worker is entitled to a minimum uninterrupted weekly rest period of 24 hours, in addition to the daily rest period of 11 hours, for each 7-day period during which the worker performs work for the employer.
• Every worker is entitled to annual paid leave equivalent in hours to 4 weeks and 4 days of work, calculated on the basis of a 40-hour working week and an 8-hour working day, and to this right to paid annual leave, a minimum of 4 weeks cannot be replaced by an indemnity in lieu.
• The normal working hours of a night worker must not exceed an average of 8 hours in any 24 hour period. The employer must ensure that no night worker whose work involves particular risks or severe physical or mental strain is allowed to work more than 8 hours in any 24-hour period during which night work is carried out.

Extraordinary

Overtime, defined as hours worked beyond normal working hours, must not exceed the maximum working hours stipulated by labor law, i.e. an average of 48 hours per week, unless the worker voluntarily provides the written consent to work for longer periods.

 

Links:

Title/name	URLs
Department of Industrial and Employment Relations	www.dier.gov.mt/mt/Pages/default.aspx

Annual leave

Employees working full-time on a 40-hour week are entitled to 192 hours of vacation time per year. In addition, when a public holiday or public holiday falls on a Saturday or Sunday or on a weekly day of rest to which the worker is entitled, that worker is entitled to another day's leave for each such day.

National and public holidays add up to an additional 14 working days. Below is the list of annual national and public holidays:

January 1st	New Year's
February 10th	Feast of the shipwreck of St. Paul
March 19th	Feast of St. Joseph
31 March	Freedom Day — National holiday
& Moveable Feast >	Good Friday
May 1st	Workers day
7 June	June 7 — National Holiday
June 29th	Feast of St. Peter and St. Paul (L-Imnarja)
August 15th	Feast of the Assumption
September 8th	Feast of the Madonna delle Vittorie — National holiday
21 September	Independence Day — National Day
December 8th	Feast of the Immaculate Conception
December 13th	Republic Day — National holiday
25th December	Christmas day

All part-time workers are entitled pro rata to:

• The minimum entitlement to all public holidays and paid annual leave, sick leave, birth leave, mourning leave, marriage leave and accident leave applicable under recognized working conditions and any other leave stipulated in virtue of the law.
• Any entitlement to statutory bonuses and other income supplements to which comparable full-time workers performing similar duties for the same employer are accorded under the accredited conditions of employment applicable to them.

Maternity leave

An employee can take maternity leave for an uninterrupted period of 14 weeks: since 2013, this period has been extended to 18 weeks. You must inform your employer at least four weeks before the start of your maternity leave, as far as is reasonably possible.

Maternity leave can be taken as follows:

• six weeks of compulsory maternity leave immediately following the date of confinement;
• four weeks of maternity leave to be taken immediately before the expected date of confinement, unless otherwise agreed between the employer and the employee;
• the remaining entitlement to leave to be taken, in whole or in part, immediately before or immediately after the above periods, at the worker's choice.

If she is unable to take the maternity leave to which she is entitled before the due date, the balance of the entitlement can be used after the delivery.

A worker on maternity leave is entitled to 14 weeks of maternity leave with full salary paid by her employer.

Parental leave

Both male and female workers have an individual right to take parental leave in the event of the birth, adoption, fostering or legal custody of children in order to be able to care for that child.

The right to parental leave is four (4) months for each parent up to the age of eight (8).

For children born before 2 August 2022, this leave is unpaid.

Parental leave for children born after 2 August 2022 is paid for a period of two months (8 weeks), at the same rate as entitlement to sickness benefits under the Social Security Act and must be taken in at least two weeks .

The parental leave pay for each parent depends on the age of the child for whom they have requested parental leave and are paid as follows:

1. If the child for whom parental leave has been granted has not yet reached four (4) years of age — fifty percent (50 %) of the entitlement (4 weeks) is paid;
2. If the child for whom parental leave was granted has reached four (4) years of age, but has not yet reached six (6) years of age — twenty-five percent (25 %) of the entitlement is paid ( two weeks);
3. If the child for whom parental leave has been granted has reached six (6) years of age, but has not yet reached eight (8) years of age — twenty-five percent (25 %) of the entitlement is paid ( two weeks).

In the case of parental leave granted to foster care providers, the payment rate is as explained above, but the payment is granted for each parent requesting parental leave and not for each child who is in foster care.

You must have worked with the same employer for an uninterrupted period of at least twelve (12) months in order to apply for parental leave, unless a shorter period has been agreed.

The employer is required to keep a record of the parental leave granted to each worker.

The worker can submit a written request to obtain an account of this information. The request can also be made after the termination of the employment relationship. The employer submits a written statement of leave within two (2) weeks of the request.

Sick leave

Employees must inform their employer as soon as possible when they fall ill. A medical certificate is required.

Employees are entitled to sick pay under Maltese law or applicable collective agreements. If the entitlement to sick leave is exhausted, the employer is no longer required to pay salary. The employee may be eligible for sickness benefits from the Department of Social Insurance.

With regard to sick leave, the worker has the right to ask, up to a maximum of four times a year, the right to sick leave and the number of hours that the worker has used as sick leave in a year civil. The employer is required to provide this information in writing within five working days of the request. 

More leave

Employers are required by law to give each employee a minimum total of twelve paid hours per year as time off work for urgent family matters. The total number of hours worked by the employee for urgent family reasons is deducted from their annual leave entitlement.

The employer has the right to establish the maximum number of hours of rest from work in each specific case, provided that the minimum time is not less than one hour in each case, unless the employee expressly agrees to this condition. The employer has the right to request the evidence necessary to verify and confirm the employee's request for urgent leave. Part-time workers are entitled to pro rata emergency leave.

 

Links:

Title/name	URLs
Department of Industrial and Employment Relations	www.dier.gov.mt/mt/Pages/default.aspx

The employment relationship can be terminated if the employer has valid reasons for terminating an employment relationship. The reasons may relate to the individual employee or may be collective, relating to financial or operational difficulties. These include a reduction in workload for economic reasons or production-related causes. Employment can be terminated due to serious errors.

The employer must inform the employee in advance of the termination of the employment relationship in the event of dismissal. Unless otherwise agreed, this notice period depends on the duration of the employment relationship.

The employee may terminate the employment relationship at any time and, unless otherwise agreed, the notice period is between 1 and 12 weeks, depending on the duration of the employment relationship.

The notice periods in Malta, applicable to permanent employment only, are as follows:

More than 1 month but not more than 6 months — 1 week

More than 6 months but not more than two years — two weeks

More than two years but not more than 4 years — 4 weeks

More than 4 years but not more than 7 years — 8 weeks

More than 7 years — one additional week for each subsequent year of service up to a maximum of 12 weeks

Longer periods may be agreed upon by the employer and employee in the case of technical, administrative, executive or managerial assignments.

The notice period runs from the working day following the day on which the notification was served.

Employees who believe they have been unfairly terminated or who claim to have experienced some form of discrimination should consult the Department of Labor and Industrial Relations, the workplace union and/or seek legal advice to refer their case to court industrial.

Employees have the right to ask for a reference to the termination of employment. The reference will state the length of employment and the type of work performed.

The employer is obliged to send a termination of employment form to Jobsplus also indicating the reason for termination of employment. The employee and employer are both notified when the form is processed. If the former employee disagrees with the reason for the termination of employment, they have a short period in which to appeal and provide evidence.

 

Links:

Title/name	URLs
Department of Industrial and Employment Relations	www.dier.gov.mt/mt/Pages/default.aspx

All employees, whether they are office staff, workers or trainees, have the opportunity to be represented at work by a workers' union. The responsibilities, privileges and obligations of trade unions are governed by the Employment and Industrial Relations Act. Employees facing problems in the workplace can turn to the trade union relevant to their sector for help. There is a separate representative organization for the protection of special issues such as disability and gender equality.

A trade union and an employers' association are treated, for all legal purposes, as an association of persons and not as a corporate body. However, they must be able, inter alia, to conclude contracts. The two general trade unions in Malta are the General Workers' Union and the "Adiema Magûqudin" Union. A list of all registered trade unions and workers' associations can be obtained from the Registrar of Trade Unions, 121, Melita Street, Valletta, Malta, or via the following link:

 

Links:

Title/name	URLs
Department of Industrial and Employment Relations	www.dier.gov.mt/mt/Pages/default.aspx

The Employment and Industrial Relations Act 2002 is the main law governing employment relations in Malta. The law deals with individual working conditions and collective industrial relations. The law also specifies the mechanisms for the voluntary and mandatory resolution of industrial conflicts.

The Employment and Industrial Relations Act provides for the voluntary resolution of disputes through mediation and conciliation and the settlement of disputes by the Industrial Court. The conciliation services offered by the Department of Industrial and Employment Relations are available to unions and employers in the event of a labor dispute. The reasons for labor disputes are diverse, such as interpretation of a collective agreement, negotiation of a collective agreement, disciplinary issues, union recognition issues, etc. The conciliator seeks to bring the disputing parties closer to a common position within the parameters of the law. The conciliator can make recommendations, but must remain impartial. Agreement is normally reached in over two-thirds of all cases.

If an agreement cannot be reached through conciliation, the case may be referred to the Industrial Tribunal. The Tribunal is a judicial organization, established under the Employment and Industrial Relations Act, and has authority over employment and industrial relations conflicts. Court rulings are binding and cannot be appealed for a minimum period of 12 months.

Strikes

Labor legislation specifically recognizes that strikes and lockouts are permitted as an expression of the right to free association. However, strikes in some sectors may be prohibited by law. Strikes and lockouts are permitted when they concern labor relations and when there are no impediment obligations, such as the obligation to maintain peaceful labor relations. Employers are not obliged to pay wages for the duration of strikes.

 

Links:

Title/name	URLs
Department of Industrial and Employment Relations	www.dier.gov.mt/mt/Pages/default.aspx

The term Vocational Education and Training refers to practical activities and courses related to a specific profession or vocation, aimed at preparing participants for their future careers. Vocational training is an essential tool for obtaining professional recognition and improving the chances of finding a job. It is therefore essential that vocational training systems in Europe respond to the needs of citizens and the labor market in order to facilitate access to employment.

Vocational education and training has been an essential part of EU policy since the very establishment of the European Community. It is also a crucial element of the so-called Lisbon strategy of the EUwhich aims to transform Europe into the most competitive and dynamic knowledge-based society in the world. In 2002, the European Council reaffirmed this vital role and set another ambitious goal — to make European education and training globally recognized by 2010 — by supporting a number of world-class initiatives, and in particular by strengthening cooperation in vocational training sector.

On 24 November 2020, the Council of the European Union adopted a recommendation on education and training career for sustainable competitiveness, social equity and resilience.

The recommendation sets out the key principles to ensure the agility of vocational education and training as it adapts rapidly to labor market needs and provides quality learning opportunities for both young people and adults.

It places a strong focus on increasing the flexibility of vocational education and training, strengthening opportunities for work-based learning, apprenticeships and improving quality assurance.

The recommendation also replaces the EQAVET — European Quality Assurance in Vocational Education and Training — Recommendation and includes an updated EQAVET framework with quality indicators and descriptors. Repeals the previous ECVET recommendation.

To promote these reforms, the Commission supports i centers of professional excellence (CoVE) which bring together local partners to develop "skills ecosystem". Skills ecosystems will contribute to regional, economic and social development, innovation and smart specialization strategies.

Erasmus+

Erasmus+ is the EU program to support education, training, youth and sport in Europe.

It has an estimated budget of €26.2 billion. This is almost double the funding compared to the previous program (2014-2020).

The 2021-2027 program places a strong focus on social inclusion, the green and digital transitions and promoting the participation of young people in democratic life.

It supports the priorities and activities defined in the European Education Area, the Digital Education Action Plan and the European Agenda for Skills. The program too

• supports the European Pillar of Social Rights
• implements the EU Youth Strategy 2019-2027
• develops the European dimension in sport

Who can participate? find it out here.

Adult education and lifelong learning in Europe

Lifelong learning is a process that involves all forms of education — formal, informal and non-formal — and lasts from pre-school until retirement. It aims to enable people to develop and maintain key skills throughout their lives, as well as enable citizens to move freely between jobs, regions and countries. Lifelong learning is also a central element of the Lisbon strategy, as it is essential for self-development and increasing competitiveness and employability. The EU has adopted several instruments for the promotion of adult education in Europe.

A European area of lifelong learning

In order to make lifelong learning a reality in Europe, the European Commission has set itself the goal of creating one European area of lifelong learning. In this context, the Commission focuses on identifying learners' and labor market needs in order to make education more accessible and subsequently build partnerships between public administrations, educational service providers and civil society.

The EU initiative is based on the objective of providing basic skills, strengthening information and advice services at European level and recognizing all forms of learning, including formal education and informal and non-formal training.

EU organizations promoting vocational education in Europe

With the aim of facilitating cooperation and exchange in the field of vocational training, the EU has set up specialized bodies operating in the field of vocational training.

The European Center for Vocational Training  (CEDEFOP/Centre Européen pour le Développement de la Formation Professionnelle) was created in 1975 as a specialized EU agency for the promotion and development of vocational education and training in Europe. Based in Thessaloniki, Greece, it carries out research and analysis on vocational training and disseminates its expertise to various European partners, such as related research institutes, universities or training facilities.

The European Training Foundation  was established in 1995 and works in close collaboration with CEDEFOP. Its mission is to help partner countries (outside the EU) to modernize and develop their vocational training systems.

Quality of life — at the top of the EU social policy agenda

Favorable living conditions depend on a wide range of factors, such as quality health services, education and training opportunities or good transport facilities, just to name a few aspects that affect citizens' daily life and work. The European Union has set itself the goal of constantly improving the quality of life in all its Member States and of taking into account the new challenges of contemporary Europe, such as the social exclusion of people or the aging of the population.

Employment in Europe

Improving employment opportunities in Europe is a key priority for the European Commission. With a view to tackling unemployment and increasing mobility between jobs and regions, a wide range of initiatives at EU level are being developed and implemented to support the European Employment Strategy. These include the European Employment Services Network (EURES) and the EU Skills Landscape.

Health and healthcare in the European Union

Health is a precious value, influencing people's daily lives and therefore an important priority for all Europeans. A healthy environment is essential for our individual and professional development and EU citizens are increasingly demanding when it comes to occupational health and safety and the provision of high quality health services. They require quick and easy access to medical care when traveling across the European Union. EU health policies aim to respond to these needs.

The European Commission has developed a coordinated approach to health policy, implementing a number of initiatives that complement the actions of national public authorities. The Union's common objectives and actions are included in EU health programs and strategies.

The current EU4Health programme (2021-2027) is the EU's ambitious response to COVID-19. The pandemic has a major impact on patients, medical and healthcare staff and healthcare systems in Europe. The new EU4Health program will go beyond crisis response to address the resilience of health systems. 

EU4Health, established by regulation (EU) 2021/522will provide funding to eligible entities, healthcare organizations and NGOs from EU countries or third countries associated with the programme.

Under EU4Health, the EU will invest €5.3 billion at current prices in EU value-added shares, complementing EU countries' policies and pursuing one or more of EU4Health's objectives:

1. Improving and promoting health in the Union
   • disease prevention and health promotion
   • international initiatives on health and cooperation
2. Addressing cross-border health threats
   • prevention, preparedness and response to cross-border health threats
   • supplementing national stockpiles of crisis-relevant essential products
   • creation of a reserve of medical, health and support personnel 
3. Improving medicines, medical devices and crisis-relevant products
   • making available and affordable medicines, medical devices and crisis-relevant products
4. Strengthen health systems, their resilience and resource efficiency
   • strengthen health data, digital tools and services, digital transformation of healthcare
   • improve access to health care
   • development and implementation of EU health legislation and evidence-based decision-making 
   • integrated work between national health systems

Education in the EU

Education in Europe has deep roots and great diversity. As early as 1976, education ministers decided to create an information network to better understand education policies and systems in the then European Community of Nine Nations. This reflects the principle that the particular character of an education system in a Member State should be fully respected, while the coordinated interaction between education, training and employment systems needs to be improved. Eurydice, the information network on education in Europe, was formally launched in 1980.

In 1986, the focus shifted from information exchanges to student exchanges with the launch of the Erasmus programme, which has now become the plan Erasmus+, often cited as one of the EU's most successful initiatives.

Transport in the EU

Transport was one of the first common policies of the then European Community. Since 1958, when the Treaty of Rome entered into force, EU transport policy has focused on removing barriers at borders between Member States, thus enabling people and goods to move quickly, efficient and economical.

This principle is closely linked to the EU's central objective of a dynamic economy and a cohesive society. The transport sector generates 10 % of the EU's wealth measured by gross domestic product (GDP), equal to around €1 trillion a year. It also offers more than ten million jobs.

The Schengen area

The Schengen Convention, which has been in force since March 1995, abolished border controls in the area of the signatory states and created a single external border, where controls must be carried out in accordance with a common set of rules.

Today, the Schengen area includes most EU countries, with the exception of Bulgaria, Croatia, Cyprus, Ireland and Romania. However, Bulgaria, Croatia and Romania are currently in the process of joining the Schengen area and already apply the Schengen acquis to a large extent. In addition, the third countries Iceland, Norway, Switzerland and Liechtenstein have also joined the Schengen area.

Airplane transport

The creation of a single European air transport market has resulted in lower fares and a wider choice of carriers and services for passengers. The EU has also created a set of rights to ensure air passengers are treated fairly.

Rights of air passengers

As an air passenger, you have certain rights when it comes to information about flights and reservations, damage to baggage, delays and cancellations, denied boarding, compensation in the event of an accident or difficulties with package holidays. These charges apply to scheduled and chartered flights, both domestic and international, from an EU airport or from an EU airport to one outside the EU, if operated by an EU airline.

Rail transport

Over the past 25 years, the Commission has been very active in proposing the restructuring of the European rail transport market and in strengthening the position of the railways in relation to other modes of transport. The Commission's efforts have focused on three broad sectors which are all crucial for the development of a strong and competitive rail transport industry:

1. the opening up of the rail transport market to competition,
2. improve the interoperability and security of national networks e
3. development of rail transport infrastructure.

Malta is a democratic and independent republic. In 1964, Malta gained independence from the United Kingdom but remained a monarchy with the British monarch as head of state. In 1974, Malta became a republic with a president as head of state. However, the president acts on the advice of the prime minister in many circumstances. The president chooses one person as prime minister who "is capable of commanding the support of a majority of the members of the House (of Representatives)." The Prime Minister exercises executive powers.

The Constitution defines the function and powers of the Parliament of Malta, including the power to legislate. Parliament consists of the President and the House of Representatives. The House of Representatives has 79 members. This number may vary according to the constitutional provisions on the allocation of seats following a general election. The number of representatives changes according to a mechanism which considers the percentage of each party represented in Parliament. Therefore, there is usually an adjustment through an increase in the number of representatives. In the last election held in 2022, another nomination was made: the gender, which has less than 40 % of representatives, will see its number of seats increase. Indeed, through this mechanism, 12 women were elected to Parliament. The House of Representatives is elected for a maximum term of 5 years. The Prime Minister may decide to advise the President to dissolve Parliament and call an early general election. Maltese citizens aged 16 and over have the right to vote. The main political parties in Malta are the 'Labour Party' (Partit Laburista, PL) and the 'Nazzjonalista Party' (Partito Nazzjonalista, PN), as well as a number of smaller parties.

The Constitution also establishes the structures and powers of the Court and lists the fundamental rights and freedoms of man.

The influence of Roman law and the Napoleonic codes is easily identifiable in the Maltese judicial system, particularly in civil law. Furthermore, English common law has had its due influence on some areas of criminal law and procedure since the early part of the last century. For example, Maltese criminal law has always adhered to the principle of the presumption of innocence, not guilt, in favor of the defendant. Another similarity between the two legal systems is that the presiding judge sits with a jury unless the defendant requests otherwise. Other areas of civil law include public law and, in particular, the law relating to merchant shipping.

The Maltese judicial system is a two-tier system with a court of first instance presided over by a judge or magistrate, and an appeals court, composed of three judges when the appeal comes from a court presided over by a judge, or a single judge when the appeal comes from a court presided over by a magistrate. There are also a number of courts for specialized fields, with varying degrees of jurisdiction. Almost all of them involve appeals to a court on questions of law.

In 1964, when Malta became independent, the Constitutional Court was established as an appellate tribunal in matters relating to the Constitution.

In 1987 Malta adopted the European Convention on Human Rights as part of its law. Since then, Maltese citizens have had the right to access the European Court of Human Rights in Strasbourg. This Court is composed of judges from member states of the Council of Europe, including Malta.

Judges and magistrates are appointed by the President of Malta and are constitutionally independent of the executive.

A person must have practiced as a lawyer in Malta for a period of not less than seven years to qualify as a magistrate and twelve years to qualify as a judge. Judges and magistrates enjoy the security of their mandate and can only be removed by the President, following a motion of the House of Representatives supported by the votes of at least two thirds of all its members, for proven inability to perform the functions of their office or proven misconduct.

The separation of powers in Malta is not as strict as the American or French model, but is more of a system of checks and balances, as is the case in England. Consequently, the courts are independent of the executive in the exercise of their functions.

 

Links:

Title/name	URLs
Constitution of Malta	www.justiceservices.gov.mt/DownloadDocument.aspx?app=lom&itemid=8566
Parliament of Malta	www.parlament.mt/

The standard rate of value added tax applicable in Malta on the sale, purchase or importation of most goods and services is that of 18 %. Every month, a VAT-registered taxable person carrying out exempt intra-Community supplies of goods or intra-Community supplies of services where the customer is responsible for payment of the VAT is required to send the Office of the Revenue Commissioner a summary statement summarizing all sales carried out during the previous calendar quarter. If the value (excluding VAT) of the intra-community supplies of goods during the previous three calendar months, and for none of the previous 4 three-month periods, does not exceed the amount of EUR 50,000, the person can submit a recapitulative statement every three months civilians. This return should include the VAT numbers of customers from other Member States and the total value of the intra-Community services supplied to each. There is a criminal penalty for failing to submit this summary statement on time.

The data obtained from the recapitulative statements in each of the EU Member States, including Malta, will be entered into the VAT Information Exchange System (VIES) by all Member States for control purposes.

Taxable persons are those who carry out an economic activity, regardless of the purpose or the result of this activity. Persons operating below the threshold established for small businesses are also considered taxable persons even if they are not obliged to collect VAT.

Income tax

The tax rates for an individual are 0 % — 35 %. Tax rates for individuals increase progressively according to the applicable income bracket, i.e. the higher the income, the higher the tax rate. The corporate tax is set at 35 %. There are reduced rates or full exemptions for low-earning businesses.

Residents pay income tax whether they are employed or self-employed. A person who meets the criteria to be considered a permanent resident, usually one who resides for more than 183 days in a year, will be taxed on their income in Malta and abroad. A resident alien working in Malta only pays tax on the income they earn in Malta.

The law establishes that the employer is required to deduct at source, each month, the amount of tax due on a salary. Certain deductions from an individual's taxable income are permitted for tax purposes. Maltese residents can opt for a 15 % withholding tax on bank deposits and interest on bonds and shares. A dividend paid by a Maltese registered company to its shareholders gives its shareholders a tax credit equivalent to the tax paid by the company on the profits which are the source of the distributed dividend.

Income tax rates

TAX RATES
SINGLE PERSON
Taxable income	Multiply by	Deduction
0-9100	0	0
9101-14500	0.15	1,365
14501-19500	0.25	2,815
19501-60000	0.25	2,725
60001 or more	0.35	8,725
SPOUSES
Taxable income	Multiply by	Deduction
0-12700	0	0
12701-21200	0.15	1,905
21201-28700	0.25	4,025
28701-60000	0.25	3,905
60001 or more	0.35	9,905
PARENT
Taxable income	Multiply by	Deduction
0-10500	0	0
10501-15800	0.15	1,575
15801-21200	0.25	3,155
21201-60000	0.25	3,050
60001 or more	0.35	9,050

Non-residents of Malta

As a general rule, a person who is employed but not resident in Malta and who spends less than 183 days in Malta is taxed using non-resident rates (see relevant rates below). However, if an individual demonstrates to the satisfaction of the Revenue Commissioner that his contract of employment covers a period of more than 6 months in any 12-month period, he qualifies for taxation at the normal rates (identification rates — see table above). This also applies if the period of employment was less than 183 days during the year in question.

Non-residents of Malta from the European Union or the European Economic Area.

Persons working but not residing in Malta, who are from the European Union (EU) or the European Economic Area (EEA), and who receive more than 90 % of their global income in Malta, are eligible for tax rates resident in the pursuant to Section 56(1)(c) of the Income Tax Act.

However, people who work but are not resident in Malta and who are citizens of an EU or EEA country but who do not earn up to 90 % of their global income from Malta can choose to be taxed according to the most favorable tax calculation pursuant to Article 56(1)(c)(iv).

Tax rate for non-residents of Malta

For every euro on the first 700 EUR	0 cents (0 %)
For each euro on the following 2 400 EUR	20 cents (20 %)
For each euro of the following EUR 4 700	30 cents (30 %)
For each euro of change	35 cents (35 %)

Income and cost of living

In Malta, personal income derives mainly from full-time or part-time employment and self-employment in small businesses. Income may include salaries, pensions, holiday pay, unemployment benefits, education support, etc.

Property income includes income from movable and immovable property (including the rental value of owner-occupied dwellings), dividends, interest and some capital gains which are taxed as ordinary income.

Comparison of monthly minimum wages (Eurostat January 2023)

Village	Minimum wage/month (EUR)
Bulgaria	398.81
Hungary	578.74
Romania	606.12
Latvia	620.00
Slovakia	700.00
Croatia	700.00
Czechia	717.37
Estonia	725.00
Poland	745.00
Greece	831.83
Malta	835.16
Lithuania	840.00
Portugal	886.67
Cyprus	940.00
Spain	1,167.67
Slovenia	1,203.36
France	1,709.28
Ireland	1,909.70
The Netherlands	1,934.40
Belgium	1,955.04
Germany	1,987.00
Luxembourg (Grand Duchy)	2,387.4

Bonuses

The government grants an annual cost-of-living increase for all full-time employees. Bonuses are payable to employees four times a year as follows:

March	€121.16
June	€135.10
September	121.16
December	€135.10

 

Links:

Title/name	URLs
Eurostat	www.ec.europa.eu/eurostat/databrowser/view/tps00155/default/table?lang=…

The cost of living in Malta has historically been consistently lower than in most central European countries. However, this situation is changing rapidly as the costs of housing, insurance and general products have increased significantly. Indeed, it has been estimated that a family of 4 needs EUR 2 777.6 per month (no rent costs) to live.

Living standards in Malta are good and compare well with those in mainland Europe. Life expectancy at birth and the infant mortality rate are comparable to those of advanced European economies. The educational, health and sanitation facilities are of a very high standard and available to all.

Below is a list of some items and their prices in Malta to give an idea of the cost of daily living:

Restaurants	Medium
Meal, cheap restaurant	EUR 15.00
Meal for two, mid-range restaurant, three courses	EUR 70.00
Combination meals from McDonalds or similar	EUR 9.00
Domestic beer (0.5 liters on tap)	EUR 3.00
Imported beer (0.33 liter bottle)	€3.50
Cappuccino (regular)	€2.33
Coke/Pepsi (0.33 liter bottle)	€1.90
Water (0.33 liter bottle)	€1.32

Markets	Medium
Milk (regular), one liter	€0.99
Loaf of fresh white bread (500 g)	€1.12
White rice (1kg)	€2.35
Eggs (12)	€2.55
Fresh cheese (1 kg)	9.99 EUR
Chicken breast (boneless, skinless) (1 kg)	€7.63
Beef (1 kg) (or equivalent red meat)	€14.35
Apples (1kg)	€2.50
Oranges (1 kg)	€2.37
Bananas (1kg)	€1.83
Potatoes (1kg)	€1.63
Lettuce (iceberg)	€1.49
Water (1.5 liter bottle)	€0.88
Bottle of wine (mid-range)	EUR 6.00
Domestic beer (0.5 liter bottle)	€1.68
Imported beer (0.33 liter bottle)	€2.22

Transportation
Petrol (litre)	€1.35

March 2023. Source: Numbeo

 

Links:

Title/name	URLs
Numbeo	www.numbeo.com/cost-of-living/country_result.jsp?country=Malta

Rent

Rented accommodation is mostly privately owned. Rental properties can be found in the newspaper, on the internet or by visiting one of the real estate agents in Malta. Internet search facilities are on the rise. Major real estate agents have a rental section on their websites. The agents service fee is equivalent to one month's rent plus VAT (paid once) to be shared between the tenant and the landlord.

When you find the property you want, you'll be required to sign a rental agreement to protect both the tenant's and landlord's interests. The contract establishes the conditions for the payment of rent and invoices, the start date of the lease, the rental period, the services to be provided by the lessor (such as cleaning and maintenance of the property), the notice period necessary for the termination of the lease and any general rules relating to common areas (if applicable).

In most cases, the landlord will require a deposit up front (usually about one month's rent). The rent is normally also paid in advance.

Residential rental costs (monthly rates excluding maintenance fees):

• For a three bedroom apartment in Sliema, St. Julian's, Kappara, Swieqi: an average of 1 546.77 EUR per month.
• For a three-bedroom apartment in non-tourist areas: an average of 1 127.22 EUR per month.
• For a one bedroom apartment in Sliema, St. Julian's, Kappara, Swieqi: an average of EUR 828.96 per month.
• For a one-bedroom apartment in non-tourist areas: an average of EUR 698.28 per month.

In 2020, a law governing the rental market was introduced in Malta. The law is the Private Residential Leases Act, 2019. In short, the new law contains a number of provisions, including that every private lease must be registered, as well as determining the minimum and maximum term of the lease ( both short-term rentals and long-term rentals).

Under the new law, neither the landlord nor the tenant can terminate the lease without notice. If the lessor wishes to terminate the contract, he informs the lessee in writing three months before the expiry of the contract. On the other hand, the lessee must also notify the landlord in writing if he wishes to terminate the contract. In this case, the timing of the notice depends on the duration of the lease.

The new tenancy law stipulates that the lease costs must be agreed and stipulated in the contract together with a detailed description of what the tenant is renting and which areas are considered shared spaces or common areas. The new laws also prevent landlords from raising rent by more than 5 % a year and no more than once a year.

Utilities are paid in addition to the lessee's agreed monthly rental rate, unless otherwise stated. Utilities are paid on a pro rata basis to the owner or directly to the utility ARMS company.

Additionally, landlords must also provide an inventory of contents in the rental space such as fixtures, kitchen equipment, and condition of furnishings. If this list is not provided, the contract will be void. It is in the Lessee's best interest to review the contents and inventory listing with the Landlord and confirm its contents and condition.

Acquisitions

To purchase property, you can contact real estate agents or individual brokers, or check advertisements in local newspapers and websites. Advertisements for housing for sale appear in all major newspapers. Whether you are buying property from a real estate agent, broker or from the owner directly, you can try to negotiate a better price for the property.

Once you've decided on a property and agreed on a price with the seller, there are a number of permits you need to apply for. You also need to have a preliminary contract, known as a "konvenju" or promise to sell, drawn up by a notary public. At the time of signing the Promise of Sale, you will have to pay 1 % of the 5 % tax due. The rest is paid upon signing the final contract. You will also be required to pay a deposit, to be agreed between you and the landlord and normally 10 % of the final price of the property.

Over the next few weeks, the notary will carry out searches to confirm that the seller has legal ownership of the property and to ensure that there is no debt, mortgage or security on the property. In the meantime, you are obliged to obtain a bank loan and all necessary permits and forms under the preliminary contract, while the seller prepares everything necessary on his side for drawing up the contract.

Once this process is completed, a date is set for signing the contract. This usually takes place at a notary or at the bank's law office. Upon signing the contract you are required to pay the balance of the sale price of the property to the seller, and the remainder of the tax due to the Revenue Commissioner's Office, and the contract and search costs to the Notary Public.

The notary must apply for the registration of the property in the land registry within 15 days (as specified in the legislation) from the date of the deed of conveyance of the property.

A mortgage loan to purchase a property can be obtained from banks and is repayable over a period of between 15 and 40 years or until the age of 65 (depending on the individual's circumstances). It is advisable to consult a notary or a lawyer, check the terms and conditions of sale and draw up the purchase contract. EU persons (including Maltese nationals) who have lived outside Malta for more than five years need a permit to purchase property for secondary use.

Prices for buying and renting real estate are rising rapidly. Please check the latest prices yourself before visiting Malta.

Citizens of all EU Member States (including Maltese nationals) who have not resided in Malta for at least five years prior to acquiring property need a permit to purchase property for use as a secondary residence.

 

Links:

Title/name	URLs
Property lease legislation	www.justiceservices.gov.mt/DownloadDocument.aspx?app=lp&itemid=29649&l=1
Legislation on the acquisition of real estate	www.justiceservices.gov.mt/DownloadDocument.aspx?app=lom&itemid=8742&l=1
Numbeo cost of living March 2022	www.numbeo.com/cost-of-living/country_result.jsp?country=Malta

The healthcare system

Malta enjoys a high standard of medical care. Medical facilities are being modernized and services are provided in the regional health centers and in the two public hospitals. There are also specialist clinics and a number of private hospitals.

Persons receiving medical treatment who may need to bring medicines to Malta or buy new supplies are advised to bring a letter of introduction from their GP. Medical insurance is advisable if you are seeking assistance in private clinics and hospitals.

In Malta, the government provides free comprehensive healthcare services to all residents, funded by public taxes. All residents have access to preventive, investigative, curative and rehabilitation services in public health centers and hospitals. Low-income people are "means tested" by the Department of Social Security. If they qualify for assistance, they receive a card that entitles them to free drugs. Furthermore, sufferers of one or more of the chronic diseases listed in a specific list (eg rheumatoid arthritis) also have the right to receive free treatment for their ailment, regardless of their financial means.

Primary health care

The government provides primary health care primarily through a number of health centers offering a full range of preventive, curative and rehabilitation services. The general practitioners and nursing services are complemented by various specialist services which include antenatal and postnatal clinics, children's (baby) clinics, gynecological clinics, diabetes clinics, ophthalmological clinics, psychiatric clinics, podiatry clinics, physiotherapy and speech therapies and clinics of linguistic pathology. Community nursing and midwifery services are also provided.

The government health center system works alongside a thriving private sector and many residents opt for the services of private general practitioners and specialists working in primary health care.

Secondary and tertiary care

Secondary and tertiary care is provided by a number of public hospitals. Mater Dei is the main public hospital in Malta and is located in Msida. It offers immediate medical and surgical services, specialized services, as well as general education to medical professionals and medical students. The hospital is relatively new as it opened in 2007, replacing San Luca in Pietà as a public hospital. The Mater Dei Hospital contains 1,140 beds and several operating theatres. A cancer hospital has also been opened in the Mater Dei Hospital area, the Sir Anthony Mamo Cancer Centre.

Mount Carmel Hospital in Attard is a mental health hospital offering rehabilitation and outpatient services. The hospital has dedicated and professional staff whose multidisciplinary approach to all psychiatric services allows it to offer patients holistic treatments tailored to their specific needs. Psychiatric and psychological assistance services are provided, as well as support for reintegration into society.

There are a number of private clinics and hospitals in Malta offering a wide range of services ranging from general practitioner services to dentists, cosmetic surgeons and other specialists.

 

Links:

Title/name	URLs
Ministry of Health	www.deputyprimeminister.gov.mt/en/Pages/health.aspx
Rights unit	www.ehic.gov.mt
Primary health care	www.deputyprimeminister.gov.mt/en/phc/Pages/Home.aspx
Mater Dei hospital	www.deputyprimeminister.gov.mt/en/MDH/Pages/Home.aspx
Gozo General Hospital	www.stewardmalta.org/gozo-general
Community clinics	www.deputyprimeminister.gov.mt/en/phc/Pages/Clinics/Community-Clinics/C…

The education system is divided into primary, secondary, post-secondary and tertiary levels. There are also pre-primary level and childcare services.

Childcare services are mainly provided by the private sector. The government has a number of childcare centers across the country. Childcare services are available for children aged 0-3. Childcare centers operate free of charge for working or studying parents. Children between the ages of 3 and 5 can attend pre-primary kindergartens. These are either privately run or state run (those that are state run are free).

Primary education is compulsory between the ages of 5 and 11. Following the school reforms, there is no longer an examination system that determines which school a child attends based on their performance. The school attended is determined by the catchment area. Secondary education is compulsory between the ages of 11 and 16. During the 2014/15 academic year, the co-education system was introduced nationwide after a trial period.

Education in Malta is compulsory between the ages of 5 and 16. Legal action is taken against parents or legal guardians who do not send their children to school during these years.

Post-secondary education is intended for students between the ages of 16 and 18. During this 2-year period, students are equipped with the academic skills and qualifications they need before entering university. In post-secondary vocational education, students learn new skills in their area of vocational training before entering actual employment or further education.

Tertiary level education in Malta is mostly provided by the country's only university, the University of Malta. This was established in 1592 and is of a very high standard. Degree programs at the University of Malta are free. The University of Malta is an international university with students from all over the world. Most of the students are naturally Maltese, although the number of foreign students is steadily increasing. Indeed in 2019, 18 % of students at the University of Malta were international students.

Professional education at post-secondary and tertiary level is mostly given at the Malta College of Arts, Science and Technology (MCAST), which also offers courses at degree level. MCAST also offers graduate programs. The Institute of Tourism Studies (ITS) offers professional training in the tourism sector.

There are also a number of private sector education service providers in Malta who act as agents for international universities abroad. It is therefore possible to live in Malta and study and obtain a degree at Bachelor, Masters and Doctoral level from a non-Maltese university, through distance learning and/or e-learning.

State primary schools can be found in virtually every town and village on the Maltese Islands, including Gozo. There are state secondary schools in a number of localities. The University of Malta, MCAST and ITS are all located in the center of Malta thus making it easier for students to travel to them.

In addition to the state schools, which are free, there are a number of primary, secondary and post-secondary level schools owned by the Catholic Church and the private sector. These are paid.

 

Links:

Title/name	URLs
Education systems	www.education.gov.mt/en/Pages/educ.aspx#
Schools of EduMalta	www.edumalta.gov.mt/en/schools

Malta enjoys a rich cultural and social life. During the summer, the Maltese enjoy a good life away from home due to the Mediterranean climate. Walks along the seafront offer an opportunity to meet and greet – you can stop for a chat or just take a brisk stroll to get some exercise.

In Malta, you can indulge in outdoor living at its best Its compact size generally means you can try a new sport, laze around on an island cruise or visit the most important historical sites and still have time to enjoy the nightlife.

The Maltese Islands offer many opportunities for those looking to learn a new skill, discover its history or improve their fitness. If you are interested in sport, we cater to both experienced enthusiasts and novices. Malta has fitness and spa facilities in its luxury hotels and club resorts.

The nightlife can be just as exciting as in any other European city. In summer and winter, local and international DJs play for the clubbers. There are cultural events, from theater to street theater and concerts all year round. Cultural events in Malta include the village fete or festival. The party season in Malta covers a series of long weekends, starting at the end of May and running through June, July, August and September. During this period, there is hardly a weekend in which a town or village does not celebrate the feast day of its patron saint or other saints revered in different churches.

Banners, statues raised on decorated wooden columns, festoons and other ornaments richly decorate the main streets of the localities where these festivals are celebrated. Town or villagers then add to this festive mood by decorating their balconies and rooftops with lights and streamers, some blue and some red, depending on the fiesta in question. Flags are also hoisted as a sign of participation in the feast day celebrations.

The celebration of a typical Maltese holiday lasts for 3 days or more. You can join any night — but be prepared to join in on the fun. Traditional and fast-food restaurants vie with each other to sell their wares to the crowds. Typical products are Maltese nougat and other sweets. Family homes are traditionally draped in refinement, which can be glimpsed through open doors and windows, unless your curiosity is rewarded with an invitation from the family to come inside for a closer look.

Evenings often end with ground fireworks (Catherine wheels), a night sky display of fireworks exploding in different colors and shapes, or a bombardment of loud firecrackers.

 

Links:

Title/name	URLs
Visit Malta	www.visitmalta.com/en/home

Birth

Most births take place in local state or private hospitals. Every newborn is registered in the Public Registry and issued with a birth certificate. The hospital issues the documentation to certify the place of birth. It is the parents' responsibility to register the child. Family allowances are paid to parents after registration.

Civil and religious weddings

In Malta, one can get married in a wedding ceremony held in a church or in a civil wedding ceremony. The Marriage Registry Act governs all marriages in Malta and the marriage preparation process is as follows:

The couple must apply for their marriage bans to be published in the Public Register 2 months or, ideally, 3 months before the wedding date. The couple must provide:

1. Birth certificates
2. ID cards
3. Photocopy of the identity cards of the witnesses

The following information must be provided to the marriage registrar:

1. The name of the church or venue where the wedding will be officiated
2. The wedding date
3. Name of the priest who will perform the wedding ceremony (in case of church wedding)
4. The surname the couple will use after marriage

Ten days before the date of the church wedding, the couple must collect three prepared documents from the Marriage Registry and present them to the pastor of the place where the wedding ceremony will be held. After the wedding ceremony, the couple must sign a marriage certificate. Maltese nationals intending to marry foreign nationals should request more information from the Marriage Registry. Couples planning to get married in Gozo should apply to the Gozo Marriage Registry for their marriage banns. The same obligations and formalities are required for civil weddings as for religious weddings. A civil marriage can take place at the Marriage Registry or in any other public place accepted by the marriage registrar.

In the case of religious marriage, each person must go to the priest for the prenuptial investigation. Make sure you have certificates of the sacraments of Baptism and Holy Confirmation, along with a course certificate issued by "Ta" Kana. Start searching for courses taking place at Ta' Kana and other meetings (in your local parish or with the Archdiocese of Malta) up to two years before the wedding.

Civil unions

Since April 2014, in Malta, same-sex persons can join civil partnerships and should follow the details of the aforementioned civil marriages.

Domestic partnership

Chapter 614 of the Laws of Malta, in other words, the Cohabitation Act, was formally introduced into Maltese law in June 2020, which repealed Chapter 517 of the Laws of Malta and provides more rights and protection for couples seeking a alternative to marriage or civil unions.

Couples can be recognized as cohabiting partners if they live continuously and habitually together in the shared house as a couple if they are not legally related to other persons. These couples are recognized as cohabiting when they enter into a public deed of cohabitation.

The new law has made it very attractive for cohabiting couples to formalize their cohabitation with a public deed, mainly due to the list of rights to which such couples are entitled. Unquestionably, cohabitants are considered to have the same rights as people who are married or in a civil partnership, with regards to family and work-related rights, including rights relating to leave and the right to make all decisions relating to to the medical assistance of other cohabitants. In addition, cohabitants should also be entitled to a widow's pension, non-contributory social assistance, an application for an old-age pension, the right to unemployment benefit, a child allowance.

Death

In the event of a death, burial is arranged, the will executed, the financial affairs of the deceased established and an inventory of their assets. Burial can be arranged privately by relatives or by a funeral home. Members of all denominations may be buried in state cemetery grounds.

 

Links:

Title/name	URLs
Public register	www.servizz.gov.mt/mt/Pages/Identit__-_ittadinanza-u-Immigrazzjoni/Identit_-Nazzjonali/Re_istru-Pubbliku/default.aspx
The Archdiocese of Malta	www.parrocci.knisja.mt/informazzjoni/zwigijiet/
Right of coexistence	www.humanrights.gov.mt/en/Documents/Cohabitation%20Act.pdf

Public transport

In Malta all traffic stays on the left. Car ownership in Malta is extremely high considering the very small size of the islands.

Public transport in Malta and Gozo is provided by buses. Regular bus services are available on a regular basis from approximately 5.30am to 11pm. There is a night service on certain routes. Regular buses cover most of the two islands. All buses are accessible for people with mobility impairments, including wheelchair users.

From 1 October 2022, Malta has introduced a travel scheme which offers free public transport to those who hold a personalized public transport card, called the "Tallinja Card". Registration for these charters is open to all residents of these islands. Passengers check in with their card every time they are on board the bus.

To register for a Tallinja Card, visit the Malta Public Transport website where you need to provide your first and last name, Maltese ID number, residence document or passport number, email address, date of birth and mobile phone number.

If you don't have the card you can still buy a ticket on the bus. Tourists can also get a travel card.

Please note that there are no trams, trains or underground services in Malta and Gozo. Another type of public transport available is the taxi service. This is privately offered by several providers. It is mainly used by tourists visiting Malta for a short time, although the custom of using a taxi is on the rise, even among those living in Malta.

There is also a water taxi service. It operates between Sliema, Valletta and the Three Cities.

Transport between Malta and Gozo

Transportation between the two islands is mostly by ferry. The traditional ferry service is operated by a state-owned company, Gozo Channel Co. Ltd. The service, which has been in operation since 1979, is very regular, comfortable and efficient. The journey takes between 20 and 30 minutes depending on the weather.

Gozo Channel operates four modern vessels, all equipped to the highest international safety standards. They are all fully accessible to people with disabilities. The ships are designed to provide a comfortable journey for all passengers. They have a sun terrace, a café, a bookshop, a lounge area and air conditioning. According to the company's website, the ship carries about 3.3 million passengers a year between the two islands.

The standard fare for an adult passenger is EUR 4.65, while children pay EUR 1.15. The fare for Gozitan residents is heavily subsidized by the government at EUR 1.15. Seniors (60 years of age and older) travel for free. The standard rate for a car and driver is EUR 15.70, while for a Gozitan resident plus car the rate is EUR 8.15. More information on fares and timetables is available on Gozo Channelwebsite.

You can also get around Gozo using Fast Ferries operating between Valletta and the port of Mûarr in Gozo. Gozo Fast Ferry and the Virtu Ferries company offer their service from Malta to Gozo and from Gozo to Malta. The journey takes approximately 45 minutes. The standard price for an adult passenger to and from Gozo is 7.50 EUR. Different rates apply to those who are children, students, senior citizens and Gozitans. This is a service for passengers only. You can find all the information you need on their respective websites.

The ferry service operates daily and follows a strict schedule. On very rare occasions, when the weather is very bad, the service may be disrupted.

 

Links:

Title/name	URLs
Public transport	/www.publictransport.com.mt/en/
Gozo Channel	www.gozochannel.com/en/fares-ticketing.htm
Gozo fast ferry	www.gozofastferry.com
Virtu Gozo Ferries	www.virtugozo.com