The Employer’s Guide to Hiring Non-EU Talent in Malta
A practical guide for Singapore employers and HR teams on hiring non-EU talent in Malta, covering visas, timelines, compliance and…
The Employer’s Guide to Hiring Non-EU Talent in Malta
A practical guide for Singapore employers and HR teams on hiring non-EU talent in Malta, covering visas, timelines, compliance and relocation tips for a smooth cross-border hire.
Plan for paperwork first and people second — permits take time, so start early and make relocation a seamless experience.
Malta’s English-first workplaces make onboarding easier, but local compliance and tax rules still need careful handling.
Why Singapore employers consider hiring in Malta
Malta punches above its weight as a base for European operations: English is an official language, the legal framework is EU-aligned, and the island attracts a mix of tech, gaming and maritime talent. For Singapore companies setting up an EU foothold or hiring remote teams, Malta can be an efficient gateway.
This section outlines the practical reasons Singapore HR teams explore Malta hires — lower operational overhead compared with some European capitals, favourable time zones for regional overlap, and an English-first workplace culture that eases onboarding for APAC managers.
- English widely used in business and government
- EU market access for companies establishing presence
- Attractive for tech, iGaming and maritime specialists
- Smaller living costs than many Western European cities
Understanding Malta’s permits: what employers must arrange
Hiring non-EU nationals typically requires employer-led applications. In Malta the process centres on obtaining the correct work and residence permissions — employers are usually the applicant or sponsor for a work permit or single permit, submitting the employment contract, proof of role necessity and supporting documentation to the competent authority.
Identity Malta handles residence and authorization processes; HR teams should budget time for document verification, translations and possible clarifications. Expect administrative steps like presenting the proposed salary, job description and evidence that the role cannot be filled by EU/EEA candidates, depending on the sector and current regulations.
- Employer usually sponsors the work/residence application
- Provide signed employment contract and role details
- May need to demonstrate recruitment efforts locally
- Working with local immigration counsel speeds approvals
Practical timeline, costs and common paperwork
Real-world timelines vary: straightforward hires can take a few weeks, while more complex cases stretch to 8–12 weeks. Plan for pre-approval checks, health insurance coverage, possible background checks and any embassy visits or biometric appointments.
Costs include application fees, possible legal or relocation agent fees, and the salary package you commit to (employers must meet market and statutory thresholds). Singapore HR teams should factor in onboarding costs, temporary accommodation allowances, and tax/social security registration once the employee arrives.
- Typical processing: 4–12 weeks depending on case complexity
- Budget for government fees + legal/relocation support
- Prepare certified copies of diplomas, CV and references
- Arrange private health insurance pre-arrival
Relocation, taxation and integration — the on-the-ground steps
Once permits are approved, the practical tasks begin: assisting with housing (Sliema, St Julian’s and Valletta are popular expat areas), opening a local bank account, registering for social security and understanding Maltese personal income tax. Singapore employers often provide a relocation packet and a local HR contact to ease these first weeks.
Cultural integration is straightforward in many ways — English is commonly used and the island has a lively international community — but employers should still plan orientation sessions on local employment law, working hours, public holidays and health care access to avoid surprises.
- Help new hires find appropriate neighbourhoods depending on lifestyle
- Ensure payroll setup includes Maltese tax and social security
- Provide cultural onboarding: public transport, healthcare, local customs
- Connect hires with expat networks and local colleagues
Checklist for Singapore HR: a step-by-step hiring workflow
Use this checklist to avoid common delays. It’s designed for Singapore employers who want a clear, repeatable process when hiring non-EU talent into Malta.
Keep in mind that each hire is different; use local counsel and a relocation partner for first-time hires, and document your internal process so subsequent hires are faster.
- Define role, salary band and whether remote work is acceptable
- Confirm need for a sponsored work permit/residence and identify authority
- Collect certified documents (passport, diplomas, references)
- Post job locally if required to evidence recruitment efforts
- Submit employer sponsorship application and await conditional approval
- Arrange travel, temporary housing and health insurance for arrival
- Register new hire with Maltese tax and social security after arrival
- Schedule induction covering local employment law and workplace culture
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The Employer’s Guide to Hiring Non-EU Talent in Malta
A practical guide for Singapore employers and HR teams on hiring non-EU talent in Malta, covering visas, timelines, compliance and…
The Employer’s Guide to Hiring Non-EU Talent in Malta
A practical guide for Singapore employers and HR teams on hiring non-EU talent in Malta, covering visas, timelines, compliance and…
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