The small Mediterranean island nation of Malta is home to just over half a million people, but its economy is highly advanced. It has the world’s 24th-highest per capita income at $45,735 in 2025. This reflects a nominal GDP of $25.75 billion, with another 3.9% growth predicted this year.

Manufacturing of pharmaceuticals and electronics, tourism, transportation, and trade drive this economy and employ Malta’s 318,150 workers. These employees are generally highly skilled and well-educated, making them very attractive to employers. However, it’s not always easy for employers to find the talent they need in Malta.

Even with the help of recruitment agencies and extensive interview processes, employers can’t be certain that they’ve found the right people for the job until they start working. Similarly, workers can’t be sure that the employers they choose to work for will actually treat them well, provide them with ideal benefits, and match their working styles.

Probation periods can help both sides determine if their employment choices are sound. This article will explain what a probation period in Malta is and how it can be beneficial for both employers and employees.

Definition of a Probation Period in Malta

A probation period in Malta is the initial period when an employee starts working in a new job, either with a new employer or in a different position for a past employer. During this period, both sides have an opportunity to assess one another to decide whether or not their employment agreement will work out long-term. This is also a time when there are reduced protections for both sides, allowing more flexibility for contract terminations.

Employers use probation periods to figure out if their new employees are up for the job and are a good fit for their organizations. While they will have portrayed themselves as highly skilled and competent during their interviews, employers need to test their skills and abilities on the job. They also need to know if these employees can collaborate well with their new coworkers and integrate themselves into their company structures.

Many employers also use probation periods as time to focus on cultivating their new employees’ skills so they can quickly come up to full productivity and make a positive contribution to their organizations.

At the same time, employees also assess employers during probation periods. They check whether or not the employer delivers the benefits and working conditions that were promised during recruitment. They, too, want to make sure that they can perform their jobs successfully and that they’ll enjoy working with their new teams and with their new company cultures.

Probation in Malta starts the first day an employee walks through the door and continues until one of two things happens. It will end if the pre-agreed duration of the period is reached, or if one of the parties decides to terminate their agreement, which either party can do at any time. If that doesn’t happen, and the worker reaches the end of their probation successfully, they’ll automatically become a full employee.

Lengths of Probationary Periods in Malta

Probationary periods aren’t mandatory in Malta, but they are automatically enacted unless employers and employees agree not to use them. Probationary periods in Malta can last as long as 12 months. 

Individual contracts and collective agreements can also prescribe shorter periods than the maximum the law allows. The legal maximum duration of a probation period depends on the position of the work and the salary.

For most workers, the first six months of their employment are automatically considered their probationary period. Workers in technical, managerial, administrative, or executive positions who earn salaries of double the minimum wage or more can be placed on probation for up to 12 months. These periods may not be renewed or extended.

Legal Considerations for Probation Periods in Malta

Malta has a rich history and a legal system that stretches back to Roman law and has been influenced by English common law and French civil law. Probationary periods are governed by numerous laws, including the Employment and Industrial Relations Act and the National Minimum Wage National Standing Order, among others. Some of the relevant regulations include:

Pay and Working Conditions

In 2026, the minimum wage for adult workers in Malta was updated to 229.44 EUR (Euros) per week, or about 268 USD. This minimum wage applies to all employees, whether or not they’re on probation.

Employees in Malta normally work five days a week and eight hours a day, for a 40-hour workweek. Their working hours can’t exceed 48 hours a week over any 17-week period, except in the tourism and manufacturing industries, which allow an average of 48 hours over a 52-week period.

In essence, then, workers can’t perform more than eight hours of overtime per week. When they do work overtime, they must be paid at least 150% of their normal wages. Again, these working hours and overtime restrictions apply equally to probationary and full employees.

Termination and Notice

During a probation period, either party can end their agreement at any time without having to provide the other with a justification. Within the first week, neither party is required to provide notice. After that week and for the rest of the period, a party must give the other seven days’ notice if they want to terminate their employment agreement.

After probation periods are completed, the rules change for both employees and employers. Notice periods change, so that, for one week to six months of service, one week’s notice must be given, and for up to 2 years of service, two weeks’ notice must be given. With increased years of service, the notice period continues to rise to a maximum of 12 weeks.

Terminated employees can choose whether to work their full notice period or to receive pay for half the period instead of working. Severance pay is not normally required for terminations in Malta, but can be included in some collective agreements.

Vacation / Holidays

Malta celebrates 14 public holidays of national and religious significance annually. These are fully paid days off work, though if employees are required to work on them, they must be paid between 200% and 300% of their normal wages for any hours they perform. If holidays fall within their probation periods, probationary employees are entitled to them just like full employees.

Annual leave in Malta is accumulated from the start of employment at the rate of two days per month worked. Therefore, workers receive 24 working days of leave each year. However, if any public holiday falls on a weekend or other rest day, employees are entitled to an additional day of paid annual leave.

Up to 50% of annual leave days can be carried over to the next year. Probationary employees are entitled to annual leave on schedules agreed with their employers.

Benefits of Probation Periods in Malta

Probation periods are automatic in Malta, so they’re used as the norm, not the exception, by employers across all industries. They can provide benefits for both employees and employers, such as:

  • For Employees

A chance to try out a new role to see if they’re capable and will enjoy it.

Time to assess how well they can work on their teams and get along with their coworkers.

The opportunity to find out if the benefits and working conditions promised by the employer are provided.

Only a short notice period required, allowing employees to re-enter the labor market quickly if needed.

  • For Employers

The chance to see if an employee’s performance on the job lives up to expectations.

The ability to assess how well a new employee can get along with coworkers and perform on their team.

Time to bring new employees’ skills up to the required level.

Limited notice and no justification required to dismiss an employee and quickly refill a position.

Conclusion

Both employees and employers can benefit from the lengthy probation periods legally permitted in Malta. While employees can quit their jobs easily, employers can dismiss workers who aren’t productive enough or who can’t work well with their colleagues. This allows both sides to terminate their employment agreements quickly and easily so they can look for new opportunities.

Frequently Asked Questions

No, probationary periods aren’t required, but they are allowed by law and are automatically enacted to their full extent, unless employers agree to limit their duration or not use them at all.

For most workers, the maximum period is six months. However, higher-level workers like managers and executives can be placed on probation for up to 12 months if their salaries are more than double the national minimum wage.

No, employers don’t need to provide any justification if they dismiss workers during probation. They’re only obligated to provide them with one week’s notice.