Global Employment Solutions & PEO in Malta

Omnipresent provides global employment solutions and professional employment organisation (PEO) services for companies looking to grow and build out a global team in Malta. Traditional methods of establishing global employment and subsidiaries in Malta typically take months and can incur heavy costs. Omnipresent’s global employment solutions and PEO services is helping hundreds of organisations onboard new employees in Malta in a matter of days with full compliance of local labour laws. We use a tech-forward approach to streamline the process. 

• Your company conducts the hiring and candidate selection process in Malta.
• Omnipresent hires the selected candidate through our local professional employment organisation in Malta.
• We take care of ensuring your new employee is hired in compliance with local labour laws, payroll regulations, benefits and more -- all without needing to set up a subsidiary in Malta.
• The individual is legally contracted by Omnipresent but assigned to work for your company and reports to a manager or team in your organisation as your full-time employee.

Employer costs include a Social Security Contribution. Use the OmniCalculator to estimate costs, or contact us for further information.

Income is taxed at progressive rates, which apply to different brackets and at different rates based on whether the employee is single, married or has children.

Employee contributions include Social Security.

Standard working hours in Malta are 40 hours per week.

Collective Bargaining Agreements (CBAs) may regulate increased weekly hour periods and overtime.

Conventionally, there is no overtime pay for managers.

Sick leave varies by sector in Malta.

Under our LSP's contracts, sick leave is 20 days with full salary, and 20 days with half salary. Unregulated roles include 2 weeks per annum of sick leave.

In Malta, there is maternity paid leave. However, there is no statutory paternity paid leave. Parental leave is allowed.

Employees are entitled to a minimum of 192 hours' paid leave per year (plus public holidays).

In 2024, an employee with a 40-hour working week will be entitled to 240 hours (ie., 30 days) of paid vacation leave. That is, the 192 hours basic leave entitlement plus 48 hours in lieu of the six Public Holidays that fall on weekends.

There are possible increases by individual agreement and/or per the Collective Bargaining Agreement (CBA)/employment level.

Additional leaves provided by CBA/law.

Carryover

It is only possible to carry forward up to 50% of the annual leave entitlement to the following year if there is an agreement with the employer (S.L.452.87:Organisation of Working Time Regulations). Such vacation leave carried forward from the previous year shall be utilised first and may not be carried forward again.

There is no statutory provision on severance payments. These payments are often subject to post-termination negotiations.

Terminations are heavily regulated. There are major blocks for specific categories, and procedural requirements depending on the Collective Bargaining Agreement (CBA)/size/number of dismissals.

Notice periods determined by length of service.