1. law, govt and politics

EUROPA - EURES - Living and working conditions
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Finding a job
How to find a job
Those looking for work should first register with the Public Employment Services of Malta at the
Employment and Training Corporation (ETC), at Access Complex at 72, Melita Street, Valletta. In the case
of persons residing in Gozo, this should be done at the ETC Main Office in Gozo. The Corporation also hosts
the EURES services. Alternatively they can access job opportunities through ETC’s Internet homepage or
the local EURES homepage. This site contains an online vacancy database that can be searched by industry,
occupation and region. There is also a CV Search facility which employers can use to search for job seekers.
Job vacancies are also advertised in trade magazines and local newspapers. A number of private
employment agencies are available too and an updated list of such vacancies can be downloaded from the
ETC website under the Links section.
How to apply for a job
All job applications should have a covering letter accompanied by the Curriculum Vitae (CV), copies of
certificates and references where applicable. Applications for jobs can be either typewritten or handwritten.
The application letters are usually concise and no more than one page, in A4 format. The letter is a vital
tool to give the employer information about career intentions, educational background, professional
experience and availability. Express interest in the vacancy and use the accompanying letter to convince
the interviewer of your credentials to fill the vacancy.
The curriculum vitae is usually up to two pages long. It is recommended that the standard European
Curriculum Vitae format is used. This can be downloaded from http://europass.cedefop.europa.eu.
Simplicity, conciseness and precision are recommended. The CV should include the following elements:
personal details, education, knowledge of languages, computer skills, particularly areas of competence,
career information and hobbies.
Some employers provide their own application forms to be filled in by applicants. Certain forms are
standard, while others ask more about previous work experience and use more unstructured (open)
questions. After reviewing the CV, the employer might opt, either to shortlist the candidates or to call in the
applicants for an interview. Prior to employment, a medical examination might be required in some cases. A
medical certificate is issued by a recognised medical professional to declare whether a candidate meets the
standard required and is fit or not fit for the designated task.
Moving to another country
Movement of goods and capital
The free movement of goods through the European Single Market is one of the EU’s great success stories.
How does the single market work?
Most goods are subject to what is known as the ‘principle of mutual recognition’, which means that products
legally manufactured in one Member State can be freely moved and sold in all the other EU countries.
Some trading restrictions remain in certain sensitive sectors, such as construction and pharmaceuticals. In
addition, Member States can limit the free movement of goods to their domestic markets under certain
circumstances relating to issues like protection of the environment or public health.
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EU citizens are generally free to buy goods in other Member States for their personal use. In most
circumstances there is no limit to what a person can buy and take with them when they travel into different
EU countries. No more tax is payable when crossing between Member States because value added tax
(VAT) and excise are included in the purchase price, meaning that other countries cannot levy extra duties.
However, there are some limitations for specific products, such as alcohol and tobacco. The Commission’s
Taxation and Customs Union website provides a handy run-down of the rules for buying these goods in
another EU Member State. Special rules also apply when buying a motor vehicle from one Member State
and taking it to another for personal use.
Free movement of capital
Thanks to EU legislation, people are free to manage and invest their money in any Member State.
It is not just the financial markets that benefit from the free movement of money through increased
efficiencies, every European citizen has something to gain.
With few restrictions, each individual is free to open a back account, buy shares, make investments and
purchase property in other EU countries. What is more, EU businesses can invest in, own and manage other
European companies.
Some exceptions to the free movement of capital apply within the Member States, mainly related to
taxation, financial supervision, public policy considerations, money laundering and financial penalties.
Finding accommodation
The sale and rental of property is advertised in local newspapers, estate agents and on their respective
websites. The availability of property, and prices or rent, in Malta varies from one locality to another.
Rental of property
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 rented property varies from one locality to another and tends to be
more widespread in the traditional tourist areas.
Landlords advertise rental properties in the local press. Houses or apartments can be rented through the
various estate agents in Malta and Gozo. A rental agreement is normally drawn up by both parties in
writing. Rent is typically paid one month in advance and the owner may call for an advance payment of up
to three month’s rent as a guarantee.
Purchase of property
Due to the limited number of residences and limited land available for construction, EU citizens are not
entitled to buy more than one property unless they have resided in Malta for at least five years. This means
that EU citizens seeking to buy a second house in Malta will need to apply for authorisation. No prior
authorisation is required and there is no limit on property bought in Special Designated Areas. The Capital
Transfer Duty Department in the Inland Revenue Division under the Ministry of Finance is in charge of the
administration of the Immovable Property Acquisition by Non-residents.
Those who are not citizens of a European Member state may not acquire property without a permit granted
in accordance with the Law of Malta.
Non-nationals may only buy property of a certain value. Currently, the minimum is set at EUR 101 551 for
the purchase of a flat or maisonette; EUR 169 205 for the purchase of any other type of property. The
Acquisition of Immovable Property Section in the Department is committed to issue the request permit
within 35 days subject to application submitted being correct.
Extra costs involved in the purchase of real estate include:
• Tax on documents: 5% of the value of the property payable in two stages: 1% on the signing of the
[1]
preliminary agreement which must be registered with the Inland Revenue
to be valid, and 4% on the
publication of the final deed of sale.
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• Legal Fees: 1% (approximately) of the purchase price payable in two stages: 33% on the signing of
the preliminary agreement and 67% on the publication of the final deed of sale.
• EUR 583 (an approximate amount) for land registry searches into title, charges on the property, etc.
• EUR 232.94 for the Acquisition of Immovable Property (AIP), a Government permit which a nonnational, intending to acquire property in Malta, must obtain.
• If you have found property through a Registered Estate Agency, then brokerage fees are paid by the
seller only; if the property has been found through a private agent (broker), then a 1% brokerage fee
must be paid to the private agent.
The sale of property is advertised in local papers and through various estate agents and on their respective
web sites.
Finding school
Parents can opt to send their children to state, faith-based or private Schools. Primary and secondary
Government schools are found in all the main regions of Malta. Demand for faith-based and private schools
is high. Entry into faith-based schools is by ballot. Entry into private schools requires early booking,
sometimes of a few months or years.
The educational system is split into three main sectors: primary education, which extends from age five to
eleven, secondary education from age eleven to sixteen, and tertiary education. Education is compulsory
from age five to sixteen.
Taking a car with you (includes information on driving licences)
The EU’s desire to make it as easy as possible for its citizens to travel across Member States has led to the
introduction of common rules governing the mutual recognition of driving licences, the validity of car
insurance and vehicle registration. Cooperation in this field also involves the EEA countries Norway, Iceland
and Lichtenstein.
Driving licences
There is no common EU/EEA driving licence. Instead, Member States provide a ‘Community Model’ driving
licence, which ensures that licences issued in different EU/EEA countries can be easily recognised.
These licences are still issued in accordance with national law but they are valid for driving in other EU
countries, plus Iceland, Liechtenstein and Norway. It should be noted however that provisional licences or
certificates issued in a holder’s home country will not be recognised in other Member States.
If an EU/EEA citizen goes to live in another Member State they can drive there with their current licence as
long as it remains valid. (However, holders will need to check that they meet any requirements regarding
licences in their new country, such as shorter validity periods or medical checks.) When the existing licence
expires, or if it is lost or stolen, the holder must apply for a new one in their current country of residence.
Registering a car
If an EU/EEA citizen goes to live in another EU/EEA Member State, for less than six months, they do not
have to register their car or pay taxes there. The vehicle remains registered in the previous country of
residence.
But if the owner stays for longer than six months they must register their car in the new country of
residence and pay the host country’s registration tax. When registering, the owner will also have to submit
the following documents: certificate of conformity; insurance cover; proof of ownership; proof of VAT
payment; proof of roadworthiness; evidence of registration and road tax payments.
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In some countries owners may be eligible for a tax exemption on their vehicle registration when they move
from another EU/EEA country, providing they meet the relevant conditions and deadlines. Before moving
country, they should contact the relevant national authorities (see link).
Car insurance when moving in the EU/EEA
EU and EEA citizens can insure their car in another EU/EEA Member State through an insurance company
that either has a base in the host country or that is licensed to sell insurance there.
It is important to check with the insurer whether the current contract will be valid in the country which the
car is being moving to. Those people who have to get new insurance in another EU/EEA country should note
that insurance companies are not obliged to take account of any previous ‘no claims’ records.
Tax issues when buying a car
If a person wants to buy a car in one EU/EEA country but intends to register it another they should only pay
VAT in the country of destination. The Commission’s Taxation and Customs Union website provides more
information on this subject.
Registration procedures and residence permits
All EU nationals have the right to live in Malta through the ‘right of residence’. This right is held whether the
individual is working in Malta, or not working and has sufficient financial support without relying on public
funds. EU nationals do not require a visa to enter Malta. On arrival in Malta, the passport or the national
identity card is checked for validity by the Immigration Office.
The residence permit
The Immigration Act (Chapter 217 of the Law of Malta) is the legal instrument which regulates the inward
movement of foreigners into the Island.
Malta hosts a number of expatriate residents. Nationals from practically all European and Mediterranean
countries may remain in Malta for a period of three months from their date of entry under the 'no
employment' condition. The permit is endorsed on their passport upon arrival in Malta.
EU nationals will automatically be allowed to remain indefinitely on proof of self-sufficiency. If a person
wishes to stay in Malta for longer than three months, he or she is required to apply for an extension of stay
to the Department of Citizenship and Expatriate Affairs. Normally, such requests are acceded to provided
that the person concerned can show that he or she is self-sufficient (amongst other conditions). Nonnationals have to follow this procedure each time they wish to extend the permission if they wish to
continue to reside in Malta.
Checklist for before and after you arrive in a country
Before arriving
• Make arrangements for (temporary) accommodation
• Ensure you have sufficient funds for the first months of your stay
• Contact the EURES office in Malta through their website or visit the Employment and Training
Corporation’s website in order to find a job.
• Must keep handy the following documents:
◦ Valid passport or another valid travel document. (If you have young children accompanying you,
ensure that they are entered on your passport).
◦ Motor-vehicle documents (such as the driving license).
◦ Certificates, diplomas, confirmation of past employment, references (originals and translations if
necessary).
◦ Curriculum Vitae.
◦ Children’s qualifications and school attendance statements.
◦ European Health Insurance Card or other proof of health insurance.
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◦ Form U1 or U2.
◦ Pet passports for domestic animals.
◦ Other personal documents (such as birth and marriage certificates).
• If you use a mobile phone, you should make sure you have ordered the international calls (roaming)
service.
After arriving
• Register with the Department of Citizenship and Expatriate Affairs (www.foreign.gov.mt)
• Open a bank account
• Register
for
a
National
Insurance
Number
once
you
have
found
employment
(www.socialpolicy.gov.mt)
Working conditions
Overview of Working Conditions in Europe
The EU is committed to improving working conditions across Europe. It works closely with national
governments to ensure that people can work in a pleasant and secure environment. EU support to Member
States is provided through:
• the exchange of experience and development of common actions; and
• the establishment of minimum requirements in relation to working conditions and health and safety.
Improving the quality of working life
To improve the well-being and security of the European worker, it is important to determine what makes a
favourable work-place environment and to lay down criteria for quality working conditions.
The European Foundation for the Improvement of Living and Working Conditions (Eurofound) is an EU
agency based in Dublin which provides information, advice and expertise in this area.
The agency has established several criteria for employment and job quality, which include:
• health and well-being in the workplace – good working conditions help to prevent health problems,
decrease the risk of accidents and improve efficiency;
• reconciling working and non-working life – EU citizens should be given the chance to find a work-life
balance;
• skills development – a quality job is one that provides opportunities for training, improvement and
career advancement.
Social Dialogue
The EU works closely with social partners – including business organisations and trade unions – on a range
of issues that relate to employment and working practices. Social Dialogue brings the two sides of industry
together to make agreements which can have a significant impact on the European worker. Some crossindustry Social Dialogue agreements have even made it into EU law, covering changes to conditions that
relate to parental leave, part-time working and fixed-term contracts.
Sometimes the social partners strike what are known as autonomous agreements, examples here cover
teleworking, stress at work, and harassment and violence in the workplace. Social Dialogue also takes place
in different industrial sectors, where committees have been created in areas like banking, chemicals,
insurance, telecoms and steel.
For more information see the Commission’s Social Dialogue webpage. Organisations involved in crossindustry Social Dialogue include: The European Trade Union Confederation and Businesseurope.
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Health and safety at work
Under EU rules, employers have a duty to ensure the health and safety of their employees. This means an
employer must develop health and safety policies that include risk assessments, job-related health and
safety training, worker consultation, and the provision of first-aid, fire and evacuation procedures. For their
part, workers are expected to follow health and safety instructions and report any possible dangers.
More information on the principles behind the EU’s health and safety framework and how they affect the
individual and businesses is available on the Commission’s website.
The European Agency for Health and Safety at Work provides lots of useful information on this issue, for
both businesses and workers.
Setting minimum requirements
Improving working conditions in the Member States depends largely on the establishment of common
labour standards. EU labour laws and regulations have set the minimum requirements for a sustainable
working environment and are now applied in all Member States.
EU rules that relate to working conditions cover a wide range of issues including working-time, the
employment of temporary workers, the rights of part-time workers and protection for those on fixed-term
contracts.
The objective of legislation in these areas is always to ensure high levels of employment while up-holding
citizens’ rights in the workplace. For example, an EU directive ensures that the employment conditions of
part-time workers are comparable to their full-time colleagues. Meanwhile, employers are forbidden to treat
those on fixed-term contract less favourably than permanent workers.
Ending employment
End of employment
Termination of employment can be carried out if the employer has a serious reason for ending an
employment relationship. This reason may concern the individual employee, or it may be collective,
pertaining to financial or operational difficulties. These include a reduction in the workload for economic
reasons or production-related causes. A company buyout does not entitle the employer to redundancies.
Employment can be terminated due to serious misdemeanours.
The employer must inform the employee some time before the employment ends. Unless otherwise agreed,
this period of notice depends on how long the employment has lasted.
The employee may terminate employment at any time, and unless otherwise agreed the period of notice is
from one week to twelve weeks, depending on the duration of employment.
Notice periods in Malta are as follows:
More than
More than
More than
More than
More than
weeks
1
6
2
4
7
month but not more than 6 months -1 week
months but not more than 2 years - 2 weeks
years but not more than 4 years - 4 weeks
years but not more than 7 years - 8 weeks
years - an additional 1 week for every subsequent year of service up to a maximum of 12
Longer periods may be agreed to by the employer and employee in the case of technical, administrative,
executive or managerial posts.
The notice period starts on the working day following the day on which notice was given.
Employees who feel that they have been unfairly dismissed or who allege that they have suffered from
discrimination should consult the Department of Industrial and Employment Relations, the workplace trade
union and/or seek legal advice to refer their case to the Industrial Tribunal.
Employees have the right to ask for a reference letter when the employment ends. A reference will indicate
the length of employment and the type of the work carried out.
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Representation of workers
All employees whether office staff, labourers or trainees have the option to be represented at work by a
workers’ union. The responsibilities, privileges and obligation of the unions are regulated in the Employment
and Industrial Relations Act. Employees who face problems at their workplace can approach the union
relevant to their industry to request help. There is a separate representative organisation for the protection
of special issues such as disability and gender equality.
A trade union and an employers’ association shall, for all purposes of law, be treated as an association of
persons and not as a body corporate, but amongst other items it shall have the capacity to conclude
contracts. The two general trade unions in Malta are the General Workers’ Union and the Union Ħaddiema
Magħqudin. A list of all registered trade unions and employers’ associations may be obtained form the
Registrar of Trade Unions, 120, Melita Street, Valletta, Malta.
Labour disputes - strikes
The Employment and Industrial Relations Act, 2002, is the main law regulating work relations in Malta. The
Act deals with individual conditions of employment and collective industrial relations. The Act also specifies
mechanisms for the voluntary and compulsory resolution of industrial conflict.
The law on labour disputes is administered through an Employment Relations’ Board which has a
consultative function for the government on a wide range of issues concerning labour legislation and the
establishment of the national minimum conditions of employment.
The Employment and Industrial Relations Act presents the voluntary settlement of disputes through
mediation and conciliation and for a settlement to be determined by the Industrial Tribunal. A conciliation
panel, made up of not less than five persons, is involved in the process. In more than two-thirds of all the
cases, an agreement is reached.
When agreement is not reached through the conciliation panel, the case is referred to the Industrial
Tribunal. The tribunal is a judicial organisation, established under employment act, and has authority over
employment and industrial relations conflicts. The Tribunal’s rulings are binding and are not subject to
appeal for a stipulated minimum period of twelve months.
Strikes
The employment legislation specifically recognises the permissibility of strikes and lockouts as an
expression of free association, although strikes can be forbidden by law for specific sectors. Strikes and
lockouts are permissible when they concern labour relations and when there are no impeding obligations
such as to maintain peaceful labour relations. Employers are not obliged to pay wages for the duration of
strikes.
Vocational training
Vocational education and training (VET) encompasses practical activities and courses relating to a specific
occupation or vocation, which aim to prepare people for their future careers. For many, vocational training
is an essential pathway to gain professional recognition or to improve their chances of getting a good job.
EU initiatives to promote vocational training
To promote a collaborative approach to developing vocational training systems in Europe, the EU makes
use of a variety of instruments and initiatives, many of which run under its Lifelong Learning
Programme.
Lifelong learning is a process that involves all forms of education and lasts from the pre-school period until
after retirement. It is meant to enable people to develop and maintain key competencies throughout their
life as well as to empower citizens to move freely between jobs, regions and countries.
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Funding is available for a range of activities including exchanges, study visits and networking actions.
Projects are many and varied, aimed at both students and their trainers and teachers.
The key sub-programmes include:
• Erasmus. Regarded as the EU’s flagship education and training programme, Erasmus enables about
200 000 students to study and work abroad each year. It also funds cooperation between Europe’s
higher education institutions.
• Leonardo da Vinci. As well as helping individuals attain new skills, this programme helps
organisations from the VET sector to work with partners from across the EU so they can exchange
best practice. The Leonardo de Vinci programme funds an array of practical VET projects from those
that allow people to train abroad through to large-scale initiatives that encourage cooperation and
networking throughout Europe.
• Grundtvig. This provides support for the teaching and study needs of people who take adult
education courses. The programme embraces formal, non-formal and informal learning.
EU organisations that support vocational education
The EU has set up a couple of agencies to improve cooperation and exchange of practice:
The European Centre for Vocational Training (CEDEFOP) was created in 1975 to promote 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 research institutions, universities and training facilities.
The European Training Foundation was established in 1995 and works in close collaboration with
CEDEFOP. Its mission is to support partner countries from outside the EU so they can modernise and
develop their vocational training systems.
Recognition of diplomas and qualifications
Obtaining recognition of qualifications and competences can play a vital role in a person’s decision to take
up work in another EU country. Unfortunately different education and training systems often make it
difficult for employers and institutions to properly assess qualifications.
Recognising professional qualifications
As a basic principle, EU citizens should be able to practise their profession in any other Member State. In
reality, differing national requirements block access to certain professions in the host country.
To address these differences, the EU has established a system to recognise professional qualifications.
Within this system, a distinction is made between regulated professions (professions for which certain
qualifications are legally required) and professions that are not legally regulated in a host Member State.
The European Commission has established a set of instruments to ensure greater transparency and
recognition of qualifications, both for academic and professional purposes:
• The European Qualifications Framework (EQF). The main objective of the framework is to create
links between different national qualification systems in order to make it easier to recognise diplomas.
Individuals and employers will be able to use the EQF to better understand and compare qualifications
attained in different countries. Countries will be able to relate their qualification systems to the EQF –
and from 2012 all new qualifications can carry a reference to an EQF level.
• The National Academic Recognition Information Centres (NARICs). A network of National
Academic Recognition Information Centres was established 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 as well as in the countries of the European Economic Area, NARICs
play a vital role the process of recognising qualifications.
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• The European Credit Transfer System (ECTS). This system aims to make it easier to recognise
periods of study abroad. It allows for the transfer of learning between different educational institutions
and offers a flexible way to gain a degree.
• Europass. Europass is an instrument for ensuring the transparency of professional skills. It is
composed of five standardised documents: a CV (Curriculum Vitae); a language passport; certificate
supplements; diploma supplements; and a Europass-Mobility document. The Europass system makes
skills and qualifications clearly and easily understood in different parts of Europe. National Europass
centres have been established in every country of the EU and the European Economic Area.
• The Commission’s Database on regulated professions includes a searchable list of regulated
professions in the EU Member States, EEA countries and Switzerland, plus contact points and
information about competent authorities.
Kinds of employment
A young worker is a person who has reached 16 years of age and is less than 18 years of age. Only people
over the age of 16 can enter employment. The most common employment contracts are full-time contracts
with an indefinite period, sometimes called a permanent contract. However fixed term, temporary
employment contracts are becoming more and more common in Malta. Latest trends in the employment
market show that fixed term contracts are becoming more common in both higher managerial grades and
in skilled labour for contracts for project work.
It is possible for an employer to offer several fixed term contracts in succession. The full adoption of
European directives implies that after a certain number of years (according to the Maltese law, it shall not
exceed 4 years) the temporary employment contract has to be converted into a fixed employment contract
and therefore the employee would be engaged on a permanent basis.
A trial period can be agreed upon at the beginning of the employment relationship. The trial period is of
six months which can be increased to one year for high profile jobs. The parties can agree on a shorter
period. During the trial period either party can cancel the employment contract without giving notice during
the first month. Subsequently one week’s notice has to be given during the trial period.
In Malta the trend to hire temporary staff from specialised employment agencies is on the increase. These
services are used in low skills areas, but are also popular in the professional sector. Employment agencies
are allowed to charge expenses from the employer to cover tax, national insurance, indemnity and labour
costs.
When the employee is in part-time employment on a variable time schedule, the weekly number of hours of
work shall be the weekly average number of hours of work spread over successive thirteen-week periods,
commencing on 1 January of each calendar year.
Employment contracts
Employment in Malta always involves an employment contract, whether tacit or implicit, whereby the
employee agrees to perform specified work for an employer in return for agreed wages. A written
statement showing the conditions of employment shall be given to the employee not later than eight days
after engagement.
Employment may be for a fixed term, or for an indefinite term and on a full-time or part-time basis.
Whichever type of employment you are engaged in, check carefully the terms and conditions of
employment so that you understand your rights and obligations. The employer shall supply a copy of the
contract of employment agreement in English and/or in Maltese.
The frequency of payments is every four weeks according to the law. The salary is likely to be paid by
cheque or directly into a bank account.
A trial period, usually called the probation period is typically agreed upon at the beginning of the
employment. The length of the trial period is normally of six months unless otherwise agreed by both
parties for a shorter probation period, or a longer period for high profile jobs/managerial jobs.
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During the probationary period the employment may be terminated at will by either party without having to
provide any reason: so long as a week’s notice of termination is given to the other party in the case of an
employee who has been in the employment with the same employer continuously for more than one month.
If employment is terminated on grounds of lack of work (redundancy), the employee will be entitled to reemployment if the post formerly occupied become available again within a period of one year from the date
of termination of employment.
When an employer intends to terminate employment on the grounds of lack of work (redundancy), he or
she shall terminate the employment on the basis of last in first out.
Temporary and fixed term employment contracts expire when the specified period ends without notice of
termination being given.
Any employee on a fixed term contract of service whose contract has expired and is retained by his
employer shall be assumed to be retained on an indefinite period contract if the said employee is not given
a new contract of service within the first twelve working days following expiry of the previous contract. The
most common employment contracts are full-time contracts with an indefinite period, sometimes called a
permanent contract. However fixed term, temporary employment contracts are becoming more and more
common in Malta. Latest trends in the employment market show that fixed term contracts are becoming
more common in both higher managerial grades and in skilled labour for contracts for project work.
It is possible for an employer to offer several fixed term contracts in succession. In the absence of an
objective justification, a fixed term employment contract automatically becomes an indefinite employment
contract after four years in continuous employment on one or more fixed term contracts, and in that case
the employee would be engaged on a permanent basis.
In Malta the trend to hire temporary staff from specialised agencies is on the increase. These services are
used in low skills areas, but are less popular in the professional sector. No fees are to be charged for
applications for employment and no arrangement may be made for deducting any fees from earnings due
to them.
When an employee is in part-time employment on a variable time schedule, the weekly number of hours of
work shall be the weekly average number of hours of work spread over successive thirteen-week periods
commencing on 1 January of each calendar year.
Amendments of employment contracts
Whilst in employment, contracts of employment may be supplemented by additional terms such as
instructions regarding working time, employees’ conduct, bonus, and internal rules among other conditions.
Updates and additions to contracts of employment vary from company to company. Some organisations do
not provide for revisions, or they may be covered directly and grant the employer full flexibility by a nonexclusive clause in the employment contract.
In the government sector, the law requires a schedule of revisions of regulations. The updates contain
provisions on health protection and accident prevention and on staff conduct and compliance within the
organisation.
If, after the commencement of employment, the details or the conditions of employment listed in the
Regulations 4, or 5 of the Legal Notice 431 of 2002 are amended or modified, the employer is bound to
notify the employee of the changes by means of a signed statement which must be delivered to the
employee by not later than eight working days from the date when the changes come into effect.
The employer shall not be obliged to notify the employee in accordance with sub regulation (1) of the Legal
Notice 431 of 2002, if the amendment or modification of the conditions of employment is the result of a
change in laws, regulations or a collective agreement regulating the place of work.
Maltese employment law states that any employee on a fixed term contract of service, whose contract has
expired and is retained by his employer, shall be deemed to have been retained on an indefinite period
contract if the said employee is not given a new contract of service within the first twelve working days
following expiry of the previous contract.
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Special categories
Young Workers
Young workers benefit from reduced maximum time limits, shorter than those for older workers. They must
not work more than 8 hours a day and 40 hours a week (average 48 hours weekly maximum for older
workers).
Any time spent by a young person on training whether working in a combination of theoretical and/or
practical work, on a training scheme or onsite work experience scheme shall be counted as working time.
Where a young person is employed by more than one employer, working days and working time shall be
cumulative and shall not exceed the working days and working times established by the regulations.
It shall be the duty of the employer to ascertain whether a young person is doing work for another
employer and to ascertain the working time in any other employment.
If a young person has more than one employment, it shall also be the duty of the young person to inform
the employer of the hours of work carried out for another employer.
An employer shall not permit a young person to carry out any form of work on any day on which that young
person has done any form of work for any other employer, unless the aggregate working time with more
than one employer on that day does not exceed the total time for which such a young person may lawfully
work for one employer on that day according to the regulations.
No young person shall work between 10pm on any one day and 6am of the following day.
Workers with disability
The rights of workers with disability are protected by the Equal Opportunities (Persons with Disability) Act
of 2000. The Act prohibits employers from discriminating against workers with a disability.
An independent organisation, the National Commission for Persons with Disability, works to eliminate
discrimination against disabled people. It provides advice, information and support to disabled people and
their families.
Self-employment
Starting a self-employed activity in Malta is straightforward and involves the following steps:
• Register with the Employment and Training Corporation by sending the engagement forms for both
the employer and the employees. These forms can be obtained from the ETC offices or downloaded
from the ETC website.
• Register with the Inland Revenue Department as self-employed through its customer office or through
its website.
• Register with the Value Added Tax Department personally or through its website.
• Apply for a Trade Licence with the Trade Department. If the business involves import or export, an
Import or Export licence is required as well.
Apart from these, one might also need to contact one of the local banks. Branches are found in almost all
localities around Malta and Gozo. Two other entities which might be useful are the Malta Environment and
[1]
Planning Authority (MEPA) and the Malta Enterprise .
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MEPA issues all sorts of planning and development permits. These can vary from “change of use” for
existing premises to completely fresh permits for new sites. These permits take into account various factors
ranging from parking facilities to environmental issues.
Malta Enterprise is the government’s agency focused on attracting inward investment and supporting
undertakings in Malta. It guides prospective self-employed with all their queries.
Remuneration
All employees receive annual pay increases linked to the cost of living. Employees on the minimum wage
are also entitled to additional bonuses. Hourly, daily wages and part rates are paid at least twice a month.
Salaries are paid at least once every four weeks.
Malta’s national minimum wage for 2014 is:
Age 18 years and over
Age 17 years
Age 16 years
EUR 165.68
EUR 158.90
EUR 156.06
It is worth noting that although a minimum wage is stipulated, most wages are paid above this rate.
The minimum employment remuneration for various sectors is governed by the Government Wage Councils
or through collective agreements specific to the various industries. These legally binding agreements are
applied uniformly to Maltese and foreign workers. Collective agreements sometimes guarantee special
conditions and privileges in certain industries. Extra wages are paid for national holidays and Sunday work
and for overtime, except for grades earning high wages, usually associated with managerial grades.
Employees can also receive additional reimbursement in the form of a company vehicle, lodging,
communication expenses, and health insurance. High-end benefits such as company cars are considered as
taxable income and liable for tax determined by the tax authorities.
Working time
The working week is 40 hours in Maltese companies and organisations.
According to Maltese law, the maximum weekly working time for all types of employment sectors is
48 hours (i.e. 40 hours working time and 8 hours overtime), including overtime, which must be paid extra.
No employer can oblige a worker to work more than an average of 48 hours a week unless he has first
obtained the worker’s written agreement to perform work in excess of the 48 hour average.
Actual working hours vary by sector and are governed by collective agreements and by the Government
Wage Councils, specific to each industry.
Organisation of working time
The organisation of working time is a prerogative of the employing organisation within the limits of the
relevant statutory requirements (rest periods, breaks, annual leave, and night time).
According to Law 452.87 on the Organisation of Working Time promulgated in April 2004, the following
rules apply to all sectors:
• Every worker is entitled to a minimum daily rest period of eleven consecutive hours, per twenty four
hour period during which the worker performs work for his employer.
• Every worker is entitled to a rest break when the working day is longer than six hours.
• Every worker is entitled to a minimum uninterrupted weekly rest period of twenty-four hours, in
addition to the daily rest period of eleven hours for each seven-day period during which the worker
works for the employer.
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• Every worker is entitled to paid annual leave of at least the equivalent in hours of four weeks and
four working days calculated on the basis of a forty-hour working week, and an eight hour working
day and out of this paid annual leave entitlement, a minimum period equivalent to four weeks may
not be replaced by an allowance in lieu.
• A night worker’s normal hours of work should not exceed an average of eight hours in any twenty-four
hour period. The employer shall ensure that no night worker, whose work involves special hazards or
heavy physical or mental strain, shall work more than eight hours in any period of twenty-four hours
during which night work is performed.
Overtime
Overtime, defined as working hours over and above the normal working time, must not on average exceed
the maximum working time laid down by employment law which is of an average of 48 hours per week,
unless the employee voluntarily provides written consent to work for longer periods.
Leave (annual leave, parental leave etc)
Annual leave
Employees in full-time employment on a 40 hour week are entitled to 192 hours of vacation leave per year.
Vacation leave can be taken as agreed with the employer.
National and Public Holidays amount to another 14 days. The following is the list of yearly national and
public holidays:
01 January
New Year's Day
10 February
Feast of St. Paul's Shipwreck in Malta
19 March
Feast of St. Joseph
31 March
Freedom Day – National Day
< Date Varies >
Good Friday
<
01 May
Workers’ Day
7 June
Sette Giugno – National Holiday
29 June
Feast of St. Peter and St. Paul (a.k.a. L-Imnarja)
15 August
The Assumption of St. Mary
08 September Victory Day – National Holiday
21 September Independence Day – National Holiday
08 December Feast of the Immaculate Conception
13 December Republic Day – National Holiday
25 December Christmas Day
No extra days in lieu are given for those National or Public Holidays falling on a Saturday or a Sunday.
Part-time employees, whose part-time employment is their principal employment, shall be entitled pro rata
to:
• The minimum entitlement of all public holidays and annual vacation leave, sick leave, birth leave,
bereavement leave, marriage leave and injury leave applicable in terms of the recognised conditions
of employment and to such other leave established by virtue of the Act.
• Any entitlement to statutory bonuses and other income supplements to which comparable full-time
employees on similar duties with the same employer are entitled in terms of the recognised conditions
of employment applicable to them.
Maternity Leave
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An employee may apply for maternity leave for an uninterrupted period of fourteen weeks which has been
extended to eighteen weeks since 2013. She has to notify the employer at least four weeks before the
maternity leave begins, in so far as is reasonably practicable.
Maternity leave is availed of as follows:
• six weeks of the maternity leave entitlement to be taken compulsorily immediately after the date of
confinement;
• four weeks of maternity leave to be availed of immediately before the expected date of confinement,
unless agreed otherwise between the employer and the employee;
• the remaining balance of entitlement to be availed of, in whole or in part, either immediately before or
immediately after the above periods, as the employee may request:
If she is unable to avail herself of the maternity leave entitlement before the date of confinement, the
balance of entitlement may be used after confinement.
An employee on maternity leave shall be entitled to 14 weeks maternity leave with full wages payable by
her employer.
Parental Leave
Parental leave is the individual right of both male and female workers to be granted unpaid parental leave
on the grounds of birth, fostering, adoption or legal custody of a child to enable them to take care of that
child for a period of four months until the child has turned eight years old. In the event that the parental
leave is not availed of or there is still an existing balance of parental leave, an employee shall remain
entitled to such leave even if there is a change in the employer or in the employment of the employee.
Employees in the private sector may take up to four months unpaid parental leave. Public officers on the
other hand may avail themselves of a maximum of one year unpaid parental leave per child and a onceonly unpaid leave of five years. The parental leave can be also shared by both parents.
Sick Leave
Employees must notify the employer as soon as possible when they fall ill. A doctor’s certificate is required.
Employees are entitled to wages during illness according to Maltese law or applicable collective agreements.
When the sick leave entitlement is exhausted the employer is no longer obliged to pay wages. The
employee is entitled to benefits for illness from the Social Security Department.
Other Leave
Employers are bound by law to grant to every employee a minimum total of fifteen hours with pay per year
as time off from work for urgent family matters. The total number of hours availed of by the employee for
urgent family reasons shall be deducted from the annual leave entitlement of the employee.
The employer shall have the right to establish the maximum number of hours of time off from work in each
particular case, save that the minimum time should not be less than one hour per case unless there is the
specific agreement of the employee. The employer shall have the right to demand such evidence as may be
necessary to verify and confirm the request for urgent leave by the employee.
Part-time employees shall be entitled to pro-rata urgent leave entitlement.
Living Conditions
Summary of living conditions in Europe
Quality of life – at the top of the EU social policy agenda
Favourable living conditions depend on a wide range of factors, such as quality healthcare services,
education and training opportunities and good transport facilities, to name just La few issues that directly
affect a citizen’s everyday life and work. The EU aims to improve the quality of life in all its Member States,
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and to take into account the many challenges faced by contemporary Europe, such as social exclusion and
the aging population.
Employment in Europe
Improving employment opportunities in Europe is a key priority for the EU. The European Employment
Strategy has been developed by the EU and its Member States to create more and better jobs, tackle
unemployment and increase mobility. The strategy provides a framework where European countries can
coordinate their employment policies and share information.
And of course, improving the employment prospects of every European is central to the EU’s ten year
strategy for economic growth, Europe 2020. A key target is to ensure that 75% of European citizens aged
20-64 are in work by the end of the decade.
Health and health care in the European Union
Good health and the availability of high-quality health care services are important priorities for all
Europeans. And most people expect quick and easy access to medical treatment when travelling across the
EU.
The EU’s health policies are aimed at responding to these needs. The European Commission has developed
a coordinated approach to health policy, putting into practice a series of initiatives that complement the
actions of national public authorities. The Union’s common actions and objectives are included in EU health
programmes and strategies.
The current EU Public Health Programme runs from 2008 to 2013 and has three key objectives:
• Improving citizens health security;
• Promoting health and reducing health inequalities; and
• Generating and disseminating health information and knowledge.
Education and training in the EU
Member States are in charge of their own education and training systems. However, the EU adds value by
coordinating activities that can help meet common goals and that can provide citizens with greater
opportunities for training and study throughout their lives.
To make this happen, the EU cooperates with national authorities and education stakeholders to improve
policies and exchange good practice. In addition, the EU runs a number of funding programmes in the field
of education and training.
The Schengen area
The Schengen area was established in March 1995. It abolished border controls within the area of the
signatory States and created a single external frontier, where checks have to be carried out in accordance
with a common set of rules.
As of 2012, 25 European countries have signed up to the Schengen Agreement. Twenty-two of these are EU
Member States:
Austria, Belgium, Czech Republic, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Italy,
Latvia, Lithuania, Luxembourg, Malta, Netherlands, Poland, Portugal, Slovakia, Slovenia, Spain and
Sweden. Iceland, Norway and Switzerland are also in Schengen. The United Kingdom and Ireland are not
part of the Schengen area.
Transport in the EU
The EU’s transport policy is focused on removing obstacles between Member States, thereby enabling
people and goods to move quickly and cheaply across borders. The goal is to provide clean, safe and
efficient travel across Europe while strengthening the internal market for the free movement of people and
goods. The EU is also a champion of passenger rights:
Air transport and passenger rights
The creation of a single European market in air transport has meant 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.
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If things go wrong with flights that depart from an EU country or arrive in an EU country with a carrier
registered in the EU (or in Iceland, Norway or Switzerland) passengers have a set of EU rights and may be
entitled to reimbursement or compensation.
If you are denied boarding, face excessive delays (more than 5 hours) or your flight is cancelled or
overbooked, you have the right to choose between being rerouted to your final destination or having your
ticket reimbursed. If you request reimbursement of your ticket, you give up the right to any further onward
travel, assistance or re-routing from the airline company.
Your airline should always inform you about your rights and the reason for any denied boarding,
cancellation, or long delay (more than 2 hours). You may also be entitled to refreshments, meals,
communications (such as a free phone call), and an overnight stay, depending on the flight distance and
the length of delay.
In addition, if you are denied boarding, your flight is cancelled or arrives at its destination more than 3
hours late, you may be entitled to compensation of €250 - 600, depending on the distance of the flight.
Rail passenger rights
If your train is cancelled or delayed, you may be entitled to compensation. And you have the right to
adequate information about the delay.
If a delay of at least 1 hour (from the schedule marked on the ticket) is announced, you can do one of the
following:
• cancel your travel plans and request immediate reimbursement of the full cost of your ticket (or of the
part of the journey not made). You may also claim reimbursement for the part of the journey you
have already made, if the delay implies that you can no longer fulfil the purpose of your trip.
• ask your carrier to be rerouted to your final destination at the earliest opportunity, or at a later date
of your choice.
• continue your journey, despite the delay, along the planned travel route.
If you decide to continue your journey, you are entitled to compensation. If the train is between 1 and 2
hours late, you are entitled to 25% of the ticket fare. If the train is delayed by more than 2 hours, you are
entitled to 50% of the fare.
The compensation has to be paid within one month after you submit a request.
Transport
Public Transport
In Malta everyone drives on the left, as in the UK. Car ownership in Malta is exceedingly high given the very
small size of the islands. The country has the 5th highest number of vehicles per capita in the world as of
2009, with 607 motor vehicles per 1 000 people. The number of registered cars in 1990 amounted to
182 254, creating an automobile density of 582 per km².
Malta has 3 096 kilometres of road, 2 710 km (87.5%) of which are paved and 386 km are unpaved.
Public transport in Malta and in Gozo is provided by Arriva Malta. The bus service is available on a regular
basis from approximately 06:00 to 23:00. There is a night service on certain routes. Route buses cover
most parts of both islands. All buses are accessible to people with mobility problems, including those using
wheelchairs. Security for passengers is given top priority, and all buses are equipped with internal CCTV
cameras. Most of these buses are also equipped with air-conditioning.
An adult two-hour ticket for residents costs EUR 1.30, while a day ticket costs EUR 1.50. An adult 30-day
ticket for residents costs EUR 26, and a 90-day ticket EUR 72.
For more details about the different ticket prices please visit www.arriva.com.mt.
It is important to note that in Malta and in Gozo, there are no trams, trains or underground metro. Another
type of public transport available is the taxi service. This is offered privately by different providers, however
this is rather expensive. It is mostly used by tourists visiting Malta for a short period.
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Transport between Malta and Gozo
Transport between the two islands is mostly by means of the ferry. A ferry service is operated by a
Government-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 to 30 minutes, depending on the
weather.
Gozo Channel operates three modern vessels, all equipped with the highest international safety standards.
These are all fully accessible to persons with disability. The vessels are designed to provide a comfortable
journey to all passengers. These are equipped with a sun-deck, a cafeteria, a bookshop, lounge area, and
air-conditioning. According to the company’s website, on average, the company performs 19 000 trips a
year, and ferries around 3.5 million passengers and 900 thousand vehicles annually between the two
islands.
The standard fare for one adult passenger is EUR 4.65, while children pay EUR 1.15. The fare for Gozo
residents is heavily subsidised by the Government to EUR 1.15. There are no fares for senior people (aged
60 and over). The standard fare for a car and a driver is EUR 15.70, while for a resident of Gozo plus car
the fare is EUR 8.15.
More information about fares and timetables can be found on the company’s website
www.gozochannel.com.
The ferry service operates on a daily basis and follows a strict time schedule. On very rare occasions, when
the weather is very bad, the service may be disrupted.
Another type of transport between the two islands is by means of an air link. Since there is no airstrip or
airfield in Gozo, the air link is by means of a sea plane, which leaves from the Grand Harbour at Malta’s
capital, Valletta. The service is provided by the international company, Harbour Air Seaplanes.
The company operates two daily flights from Valletta to Mgarr harbour in Gozo. It operates another two
flights from Gozo to Malta. The journey takes approximately 20 minutes. However, the service is not so
popular as most residents, tourists, and other visitors prefer to use the ferry service as a means of travel
between the two islands.
For details about the timetable and fares, please consult the company’s website www.harbourairmalta.com.
The political, administrative and legal systems
Malta is a democratic sovereign independent republic. In 1964 Malta gained independence from Great
Britain but remained a monarchy with the British Monarch as the Head of State. In 1974 Malta became a
Republic, having a President as Head of State. The British military base in Malta finally closed down on 31
March 1979. The Constitution of Malta (1974) sets forth the powers of the President of Malta, who is the
Head of State. However, the President acts on the advice of the Prime Minister in most circumstances. The
President selects a person as Prime Minister, who “is best able to command the support of the 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. The Parliament is composed of the President and the House of Representatives. The House of
Representatives has 65 members. The number may vary according to the Constitutional provisions on
allocating the seats after a general election, The House of Representatives is elected for a maximum term
of five years. The Prime Minister may decide to advise the President to dissolve Parliament and call general
elections earlier. Maltese citizens aged 18 years and over have the right to vote. The main political parties
in Malta are the Partit Laburista (Labour Party) and the Partit Nazzjonalista (Nationalist Party). Both parties
are represented in Parliament. Another minor party is Alternattiva Demokratika (the Green Party), but this
never managed to elect a candidate in Parliament.
The Constitution also establishes the structures and powers of the Court and lists the fundamental human
rights and freedoms of individuals.
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The influence of Roman law and of the Napoleonic Codes is readily identifiable in the Maltese judicial
system, particularly civil law. Besides, English Common Law has had, since the early part of the last
century, its fair share of influence on certain areas of criminal law and procedure. For instance, Maltese
criminal law has always adopted the maxim of the presumption of innocence, not guilt, in favour of the
accused. Another similarity between the two legal systems is that the presiding Judge sits with a jury, if not
requested otherwise by the accused. Other areas in Civil Law include public law and in particular the law
relating to merchant shipping.
The Maltese Judicial System is basically a two-tier system with a Court of First Instance presided by a Judge
or Magistrate, and a Court of Appeal, consisting of three Judges when the appeal is from a Court presided
by a Judge, or a single Judge when the appeal is from a Court presided over by a Magistrate. There are,
besides, various Tribunals for specialised areas with varying degrees of competence. Almost all provide
appeals to a Court on points of law.
In 1964, when Malta attained independence, the Constitutional Court was established as the appellate
Court 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 had the right of access to the European Court of Human Rights in Strasbourg. This Court is
composed of judges from the 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 organ of governance.
A person must have practised as a lawyer in Malta for a period of not less than seven years to qualify for
appointment as a magistrate, and twelve years to qualify for appointment as a judge. Judges and
Magistrates enjoy security of tenure and they can only be removed by the President, following a motion of
the House of Representatives supported by the votes of not less than two-thirds of all its members, on the
ground of proven inability to perform the functions of their office or proved misbehaviour.
The separation of powers in Malta is not as strict as the American or French pattern, but is more in the
nature of checks and balances, such as obtains in Britain. Consequently the Courts are independent of the
Executive organ, in the discharge of their duties.
Incomes and taxation
The standard Value Added Tax rate applicable to purchase most goods and services is 18%. Every
three months, a taxable person registered for VAT and providing Intra-Community Supplies from Malta is
required to send to the VAT Department in Malta a Recapitulative Statement with breakdown of all the
exempt supplies made in the course of the previous calendar quarter. This statement should include the
VAT numbers of the customers from the other member states and the total value of Intra-Community
Supplies made to each of these customers. There is a penalty per month for failure to submit this
Recapitulative Statement in time.
The data obtained from the Recapitulative Statements in each of the EU member states including Malta will
be captured by the VAT Information Exchange System (VIES) by all the member states for control
purposes.
Taxable persons are considered as those who carry on an economic activity, whatever the purpose or the
result of that activity. Also exempt persons such as medical doctors or insurance companies, and persons
operating below the established threshold for small undertakings are considered as taxable persons even
though they are not obliged to charge and collect VAT.
Income Tax
The rates of tax for an individual are 0% - 35%. The taxation of an individual's income increases with
progressive income brackets. The higher the income, the higher is the tax rate. Corporate tax is fixed at
35%. There are reduced rates or complete exemptions for companies with low earnings.
Residents pay tax on income whether they are wage earners or self-employed. A person who meets the
criteria of a permanent resident, usually resident for more than 183 days a year, will be taxed on his
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income in Malta and overseas. A foreign resident who is employed in Malta pays tax only on the income he
earns in Malta.
The law stipulates that an employer is obliged to deduct at source, each month, the amount of tax payable
on a wage. Certain payments are deductible from the taxable income of an individual that are allowable for
tax purposes. Maltese residents can opt for a withholding tax of 15% on bank deposits and on interests
from bonds and stocks. A dividend paid by a Maltese registered company to its shareholders confers a tax
credit on its shareholders that is the equivalent of the tax paid by the company on the profits that represent
the source of the dividend distributed.
Income and cost of living
In Malta personal income is mainly derived from full-time or part-time employment and from selfemployment in small businesses. Income covers salaries, pensions, leave allowance, unemployment
benefit, educational support, etc.
Income from capital includes income from moveable and immovable property (including the rental value of
owner-occupied dwellings), dividends, interest, and certain capital gains that are taxed as ordinary income.
Comparison of minimum wages per month (Eurostat 2011)
Country
Bulgaria
Romania
Lithuania
Estonia
Hungary
Latvia
Slovakia
Czech Republic
Poland
Portugal
Malta
Slovenia
Spain
Greece
United Kingdom
France
Belgium
Netherlands
Ireland
Luxembourg (Grand-Duché)
Minimum Wage (€)
123
157
232
278
280
281
317
319
348
565
664
748
748
862
1 138
1 365
1 415
1 424
1 462
1 757
Bonuses
The Government grants an annual cost of living wage increase for all whole-time employees. Bonuses are
payable to employees four times yearly as follows:
March
June
September
December
EUR 121.16
EUR 135.10
EUR 121.16
EUR 135.10
Cost of living
The cost of living in Malta has historically been lower than most of the central European countries. However
costs are undergoing rapid transformation as cost of housing, insurances and general produce have been
subject to substantial increases. Living standards in Malta are good and compare well with those of
continental Europe. Life expectancy at birth and infant mortality rate are comparable to those of advanced
European economies. Education, health and sanitation facilities are of very high standard and available to
[1]
all. International Living magazine’s 2011 Quality of Life Index ranks Malta in the 2nd place behind the
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United States of Malta and before EU Member States France, Belgium, Germany and Austria in the Top Ten.
Indices for Malta are exceptionally high in terms of its leisure and culture, the environment, freedom,
health, risk and safety and climate. Annual living costs in Malta are substantially lower than most of the
developed European Countries. Safety and security are outstanding. Children can play outside in absolute
safety, and all areas are safe to walk or drive around at night. And Malta’s freedom and climate receives the
highest possible rating in the survey! Below please find some items and their prices in Malta for an idea of
the cost of everyday living in Malta:
Restaurants
Meal, Inexpensive Restaurant
Meal for 2, Mid-range Restaurant, Three-course
Combo Meal at McDonalds or Similar
Domestic Beer (0.5 litre draught)
Imported Beer (0.33 litre bottle)
Cappuccino (regular)
Coke/Pepsi (0.33 litre bottle)
Water (0.33 litre bottle)
Markets
Milk (regular), 1 litre
Loaf of Fresh White Bread (500g)
Eggs (12)
Fresh Cheese (1kg)
Chicken Breasts (Boneless, Skinless), (1kg)
Apples (1kg)
Oranges (1kg)
Potato (1kg)
Lettuce (1 head)
Water (1.5 litre bottle)
Bottle of Wine (Mid-Range)
Domestic Beer (0.5 litre bottle)
Imported Beer (0.33 litre bottle)
Pack of Cigarettes (Marlboro)
Average
EUR 9.38
EUR 31.71
EUR 7.20
EUR 2.28
EUR 2.20
EUR 2.07
EUR 1.36
EUR 1.04
Average
EUR 0.84
EUR 0.82
EUR 1.86
EUR 8.39
EUR 7.71
EUR 2.00
EUR 2.00
EUR 2.00
EUR 0.70
EUR 0.52
EUR 4.17
EUR 1.34
EUR 1.51
EUR 4.05
Accommodation
Rental
Rental accommodation is mostly privately owned. When looking for accommodation, there are real estate
brokers specializing in rented accommodation. The local newspapers have extensive rental columns on a
daily basis. There are also weekly newspapers which publish classified advertisements inserted by propertyowners in search of potential renters.
Internet search facilities are on the increase. The main property agents have a rental section on their sites.
Rental contracts are usually for five years, and a maximum of 10 years. However these can be brought
down to three years or as negotiated with the owners. Real Estate Agents charge 10% of the first year’s
rent plus VAT.
Residential Rental Costs (monthly rates excluding maintenance and 18% VAT):
• A two bedroom apartment in Sliema, St. Julian's, Kappara, Swieqi: EUR 350 – EUR 700 per month
(excluding Maintenance charges and 18% VAT)
• A four bedroom house/villa Sliema, St. Julian’s, Kappara, Swieqi: EUR 800 – EUR 1 600 per month
(excluding Maintenance charges and 18% VAT)
Purchase
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For the purchase of property you can contact estate agents, individual brokers, or consult advertisements in
local newspapers and websites on the Internet. Advertisements for houses for sale appear in all the main
newspapers.
A mortgage loan for purchasing a property may be obtained from banks, and is repayable over a period
between 15 to 40 years (depending on the circumstances of the individual). It is advisable to consult a
public notary, or a lawyer, to verify the terms and conditions of sale, and to stipulate the purchase
agreement.
Property purchase and rental prices are rapidly on the rise. Please check for the latest prices independently
prior to visiting Malta.
Health Systems
The Health system
Malta enjoys a high standard of medical care. Medical facilities, run along modern lines, are available
through the regional health centres and three general hospitals. There are special clinics and a number of
private hospitals are also available.
Persons receiving medical treatment and who may need to carry medicines into Malta or purchase fresh
supplies are advised to carry a letter of introduction from their family doctor. Medical insurance is advisable
if seeking care in private clinics and hospitals.
In Malta, the Government provides free comprehensive health services to all residents, which is funded by
public taxes. All residents have access to preventive, investigative, curative and rehabilitative services in
Government Health Centres and Hospitals. Persons on a low income are 'means tested' by the Department
of Social Security. If they qualify for assistance, they receive a card which entitles them to free
pharmaceuticals. Moreover, a person who suffers from one or more of a specified list of chronic diseases
(e.g. rheumatoid arthritis) is also entitled to receive free treatment for his/her ailment, irrespective of
financial means.
Primary Health Care
The Government delivers primary health care mainly through a number of Health Centres that offer a full
range of preventive, curative and rehabilitative services. General practitioners and nursing services are
supplemented by various specialised services that include antenatal and postnatal clinics, Well Baby clinics,
gynaecology clinics, diabetes clinics, ophthalmic clinics, psychiatric clinics, podiatric clinics, physiotherapy,
and speech therapy and language pathology clinics. Community nursing and midwifery services are
provided by the Malta Memorial District Nursing Association (MMDNA) on a contractual basis.
The Government Health Centre system works side by side with a thriving private sector and many residents
opt for the services of private general practitioners and specialists who work in the primary care setting.
Secondary and Tertiary Care
Secondary care and tertiary care are provided from a number of public hospitals, the principal one, Mater
Dei Hospital, was opened in July 2007. It is a state of the art teaching hospital. The hospital has about 825
beds and it provides a full range of secondary and tertiary medical services, including transplant surgery
and open heart surgery. The second hospital in Malta is St. Luke’s Hospital, which has around 850 beds.
Presently this hospital is not used as Mater Dei Hospital has started functioning. A new oncology hospital is
being built on the grounds of Mater Dei Hospital. The average length of stay in a general medical ward at is
six days, while in a general surgical ward it is five days. Karen Grech Hospital has been turned into a
rehabilitation hospital for the elderly.
Another 58 beds are available at Sir Paul Boffa Hospital, which has oncology and dermatology units,
whereas 259 beds for short/long term recovery are available at Gozo’s General Hospital. At Mount Carmel
Hospital there are 563 psychiatric beds (for short or long term recovery); whereas Żammit Clapp Hospital
includes 60 beds for specialised geriatrichs.
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There are two private hospitals in Malta, St. Philip’s Hospital in St. Venera, which includes 75 beds, and St.
James Hospital in Żabbar, with 13 beds, together with another 80 beds in Sliema. There are also a number
of private daycare clinics.
Educational systems
The education system is divided into primary, secondary, post-secondary, and tertiary levels. There is also
a pre-primary level and childcare services.
Childcare services are offered mostly by the private sector. The Government has a number of childcare
centres around the country. Childcare services are available for children of the ages 0 – 3. Childcare centres
are not free of charge, even at childcare centres operated by the State. From the age of 3 up to the age of
5, children can attend pre-primary nurseries. These are mostly run by the State and are free of charge.
The primary level is compulsory between the ages of 5 and 11. Secondary level education is compulsory
from the ages of 11 to 16. This means that education in Malta is compulsory from the ages of 5 to 16. Legal
action is taken against those parents or legal guardians who do not send their children to school during
these years.
Post-secondary education is for students aged between 16 to18. During this two-year period, students are
equipped with the necessary skills and academic qualifications before enrolling at University. In postsecondary vocational education, students learn new skills in their vocational training area before actual
employment or further studies.
Tertiary level of education in Malta is mostly provided by the only university of the island – The University
of Malta. This university was established in 1592 and is of a very high standard. The University of Malta is
an international university with students coming from all over the globe. Of course, most students are
Maltese. Undergraduate courses at the University of Malta are free of charge.
Vocational education at post-secondary and tertiary levels is given mostly at the Malta College of Arts,
Science and Technology (MCAST). MCAST also offers courses at degree level. The Institute of Tourism
Studies (ITS) offers vocational training in the field of tourism.
In Malta there are also a number of private sector training service providers who act as agencies to
international universities abroad. Thus, if you live in Malta you may still study and obtain a degree, at
bachelor’s, master’s and doctoral levels, from a non-Maltese university through distance learning and/or
e-learning.
Government-owned schools at primary level are found in practically every town and village in the Maltese
islands, including in Gozo. Government schools at secondary level are found in various localities. The
University of Malta, MCAST, and ITS are all found in central Malta, thus making it easier for students to
travel to them.
Apart from Government-owned schools, which are free of charge, there are a number of schools at primary,
secondary and post-secondary level owned by the Catholic Church and by the private sector. These are feepaying.
Cultural and social life
Malta enjoys a rich cultural and social life. During the summer the Maltese enjoy a great outdoor life due to
the Mediterranean climate, al fresco living is the order of the day. Promenades along the seafront are a
meeting place and one can either stop for a chat or just have a brisk walk to get some exercise.
In Malta you can indulge in outdoor living at its best. Just at a kilometre or two away, you can generally try
out a new sport, laze on an island cruise or tour the most important historic sites - and still have time to
join the nightlife.
The Maltese islands offer plenty of opportunities for those seeking to learn a new skill, discover history or
improve their fitness. If you are interested in sports, we cater as much for the seasoned enthusiast as well
as for the novice. Malta has fitness and spa facilities at the luxury hotels and club resorts.
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Nightlife can be as fast-paced here as in any European city. In summer and winter, popular local and
international DJs play for clubbers. There are cultural events from theatre to street theatre and concerts all
the year round. Cultural events are marked by the village feast days in Malta. The feast-day season in
Malta is made up of a long series of extended weekends, starting from the end of May right through the
whole months of June, July, August and September. During this period, there is hardly any weekend when
a town or a village is not celebrating the feast of its patron saint or other saints revered in different
churches.
Banners, statues raised on decorated wooden columns, festoons and so on, richly decorate the main streets
of the localities where such feasts are being celebrated. The inhabitants of the town or village then add to
this festive mood by decorating their own balconies and rooftops with lights and festoons, some blue and
some red according to the feast in question. Flags are also hoisted as a sign of participation in the feast day
celebrations.
A typical celebration of a Maltese feast lasts for a minimum of three days or longer. You may attend any
evening and join in the merriment. Traditional as well as fast food stands vie with each other to sell their
ware to the crowds. Typical products are Maltese type nougat and other delicacies. The family homes are
traditionally draped in all their finery, which may be glimpsed through the open doors and windows, unless
your curiosity gets rewarded by an invitation from the family to have a closer look inside!
The evenings often end with ground fireworks (Catherine wheels), or a display in the night sky of fireworks
exploding into colourful flower and other shapes, or a bombardment of loud petards.
Private life (birth, marriage, death)
Birth
Most births take place in the local government or private hospitals. Every newborn child is registered at the
Public Registry and issued with a birth certificate. The hospital issues documentation regarding to certify the
place of birth. It is the parents’ responsibility to register the child. Child benefits are paid to the parents
following registration.
Marriage
In Malta one can marry in a church wedding ceremony or in a civil marriage ceremony. The Marriage
Registry Act regulates all marriages in the Maltese Islands and the process to prepare for marriage is as
follows:
Two months prior to the marriage date, the couple should make a request for the publication of marriage
banns at the Public Registry. The couple should provide:
a. Birth certificates
b. Identity cards
c. A photocopy of the identity cards of the witnesses.
The Marriage Registrar should be given the following information:
a. Name of the church or place where the marriage will be held
b. Date of marriage
c. Name of the priest who will celebrate the marriage ceremony
d. Surname which the spouse will be using after marriage (her maiden surname or her husband's
surname).
Ten days prior to a church wedding date, the couple must collect three documents prepared by the
Marriage Registry and submit them to the parish priest of the place where the wedding ceremony will be
held. After the wedding ceremony, the couple should sign a marriage certificate. Maltese nationals who plan
to marry non-nationals should request more information from the Marriage Registry. The couples who plan
to marry in Gozo should apply for their marriage banns at the Marriage Registry in Gozo. Civil marriages
follow the same obligations and formalities requested for religious marriages. A civil marriage may take
place at the Marriage Registry or at any other public place that is accepted by the Marriage Registrar.
Death
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In the event of death, the burial is organised, the will executed, the deceased's financial affairs settled and
an inventory taken of his/her belongings. The burial can be organised privately by the relatives or by a
funeral home. Members of all denominations may be buried in the grounds of state cemeteries.
Close
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