Malta Labour Market Report 2026: Employment, Unemployment and Pay Trends

Malta Labour Market Report 2026: Employment, Unemployment and Pay Trends

Malta’s labour market remained active during the opening months of 2026.

Official figures show continued employment growth, a comparatively low unemployment rate and rising average basic pay. At the same time, the number of people recorded as unemployed was higher than a year earlier, suggesting that the market is not equally straightforward for every candidate or occupation.

The broad picture is therefore one of continued labour demand—but not a market in which every vacancy is easy to fill or every job seeker can move immediately into suitable work.

The main figures

The latest complete quarterly Labour Force Survey available at the time of writing covers the first quarter of 2026.

It estimated that:

• 333,682 people were in employment;
• employment was 3.3% higher than in the first quarter of 2025;
• the unemployment rate for people aged 15 to 74 was 3.5%;
• the employment rate among people aged 15 to 64 was 79.6%;
• the activity rate for people aged 15 to 64 was 82.6%; and
• average monthly basic salary was estimated at €2,270.

These figures indicate that Malta continued to support a high level of labour-market participation and employment growth during the first three months of the year.

Employment continued to expand

The Labour Force Survey estimated that employment increased by 3.3% year on year in the first quarter of 2026, reaching 333,682 people.

Administrative employment records also point to growth.

In January 2026, registered full-time employment reached 305,372, an increase of 4.7% compared with January 2025. Part-time employment as a person’s primary job reached 36,228, representing annual growth of 6.1%.

The two sets of figures are not directly interchangeable. Labour Force Survey results are survey estimates based on internationally harmonised definitions, while registered-employment figures come from Jobsplus administrative records. The National Statistics Office specifically warns against treating them as though they measure exactly the same thing.

Even so, both sources point in the same general direction: the number of people working in Malta continued to rise.

Most workers remain in full-time employment

During the first quarter of 2026, the Labour Force Survey estimated that:

• 294,973 people worked full time; and
• 38,709 people had part-time work as their main employment.

Full-time workers averaged 37 actual hours per week, while people whose primary employment was part time averaged 19.8 hours. Across all employees, the average was 35 hours per week.

Separate Jobsplus-based statistics also showed strong growth in secondary part-time work. In January 2026, 50,051 people held a part-time job in addition to full-time employment, an increase of 11.1% from the previous year.

That may reflect several different realities:

• workers seeking additional income;
• businesses using flexible or supplementary staffing;
• seasonal and evening work;
• portfolio careers;
• self-development through a second occupation; or
• individuals gradually moving between sectors.

The data identifies the increase, but does not by itself explain the personal or economic reasons behind it.

The private sector accounted for most registered employment

Registered private-sector full-time employment reached 249,598 in January 2026, increasing by 5% from a year earlier.

Public-sector full-time employment reached 55,774, representing annual growth of 3.5%.

This means the private sector accounted for more than four-fifths of registered full-time employment in that month.

For employers, the continued expansion of private employment suggests ongoing competition for labour. Businesses are not recruiting in isolation; they are competing with organisations across many sectors for experienced workers, new labour-market entrants and candidates with transferable skills.

Which sectors contributed most to growth?

According to registered-employment data for January 2026, the largest year-on-year contributions to full-time employment growth came from:

• administrative and support service activities, which added 2,875 registered full-time jobs; and
• information and communication, which added 1,385.

Part-time employment growth was particularly supported by:

• transportation and storage; and
• accommodation and food-service activities.

These figures do not necessarily identify the sectors with the greatest number of open vacancies today. They show where registered employment increased most strongly during the measured period.

A sector may grow because of new recruitment, reduced departures, company expansion, reclassification or a combination of factors.

Unemployment remained low

The Labour Force Survey unemployment rate stood at 3.5% during the first quarter of 2026. The survey estimated that 12,093 people were unemployed under the applicable international definition.

For comparison, the EU unemployment rate was 5.9% in May 2026, while the euro-area rate was 6.2%.

The comparison suggests that Malta continued to record a relatively low unemployment rate in the European context.

A low unemployment rate is generally positive, but it has different implications for different groups.

For employers, it can mean:

• fewer immediately available candidates;
• greater competition for experienced staff;
• longer recruitment periods;
• increased importance of salary and conditions;
• a stronger need to train candidates; and
• greater pressure to retain existing employees.

For job seekers, it may mean more opportunities overall—but not necessarily an easy search in every occupation, location or experience category.

Registered unemployment increased from a year earlier

Jobsplus administrative records showed 1,322 registered unemployed people in June 2026.

That was:

• 327 more than in June 2025; but
• 74 fewer than in May 2026.

The year-on-year increase occurred across all age groups, with the largest rise among people aged 30 to 44.

This does not conflict automatically with a low Labour Force Survey unemployment rate.

Registered unemployment and survey unemployment measure different populations using different methodologies. Not every unemployed person registers with Jobsplus, and registration status does not match the international survey definition in every case. The figures should therefore be analysed separately rather than combined.

What occupations were registered job seekers looking for?

In June 2026, clerical support work was the most commonly sought occupational category among registered unemployed people.

It accounted for:

• 416 registrants; or
• 31.5% of the total.

Technician and associate-professional roles were the second-largest category, accounting for 209 registrants, or 15.8%.

This does not necessarily mean those categories had the fewest vacancies. It means they were the occupations most commonly sought by people on the unemployment register.

The distinction matters.

A labour market can contain vacancies and unemployed candidates at the same time when there is a mismatch involving:

• skills;
• experience;
• salary expectations;
• qualifications;
• location;
• working hours;
• language;
• transport;
• employment conditions; or
• the type of work being offered.

Average basic salary reached €2,270 per month

The estimated average monthly basic salary for employees during the first quarter of 2026 was €2,270.

This was a mean average across the employee population. It should not be interpreted as the salary earned by a typical person in every occupation.

The figure relates to basic salary and does not necessarily include:

• overtime;
• bonuses;
• commissions;
• allowances;
• tips;
• employer-paid benefits; or
• income from secondary employment.

A candidate comparing a job offer with the national average should therefore make sure that both figures refer to the same type of pay.

Salaries varied widely by occupation

Average monthly basic salary ranged from:

• €1,410 for elementary occupations; to
• €3,628 for managers.

That gap shows why a single national salary figure has limited value when evaluating a specific vacancy.

Pay is influenced by factors such as:

• responsibility;
• experience;
• qualifications;
• occupation;
• seniority;
• technical scarcity;
• management duties;
• sector;
• working hours;
• shift patterns; and
• commercial accountability.

Two people working within the same broad industry may therefore earn substantially different salaries.

Financial and insurance activities recorded the highest sector average

The highest average basic salary by economic activity in the first quarter of 2026 was recorded in financial and insurance activities, at €3,105 per month.

This is a sector-wide mean. It includes different roles and levels of seniority and does not mean that every employee in the sector earned that amount.

Sector comparisons should be treated carefully because the occupational mix differs.

A sector containing a high proportion of professional, technical and managerial roles will generally report a higher average than one containing a greater share of entry-level, seasonal or elementary occupations.

Education continues to shape the workforce

The Labour Force Survey estimated that 40% of employed people had attained tertiary-level education during the first quarter of 2026.

This reflects the strong presence of graduate and professionally qualified workers in the labour market.

However, it should not be taken to mean that every role requires a degree.

Malta’s economy also depends on:

• skilled trades;
• technicians;
• carers;
• drivers;
• hospitality workers;
• retail employees;
• machine operators;
• administrative staff;
• construction workers; and
• people with practical vocational experience.

Employers who automatically require tertiary qualifications for roles that do not genuinely need them may unnecessarily restrict their candidate pool.

The employment rate remained high, but a gender gap persisted

Among people aged 15 to 64, the employment rate was estimated at:

• 84.5% for men; and
• 73.7% for women.

That is a difference of 10.8 percentage points.

The data does not by itself explain every reason for the gap. Factors may include caring responsibilities, occupational patterns, working arrangements, labour-market participation choices and structural barriers.

For employers, measures that may widen access to candidates include:

• predictable schedules;
• genuine flexibility;
• part-time progression routes;
• hybrid work where practical;
• transparent parental policies;
• structured return-to-work support; and
• evaluating candidates on ability rather than uninterrupted employment history.

Self-employment remained an important part of the market

Self-employed people accounted for 13.2% of all employed people aged 15 and over with a main job during the first quarter of 2026.

Administrative records also showed that registered full-time self-employment increased by 849 people between January 2025 and January 2026.

Self-employment can represent entrepreneurship, professional independence and business growth. It can also reflect project-based work, subcontracting and occupations where individuals traditionally operate independently.

Employers should correctly distinguish genuine self-employment from employment relationships. The contractual label used by the parties does not necessarily determine the legal reality of the arrangement.

What the figures mean for employers

The data suggests that employers were operating in a labour market where employment was growing and unemployment remained relatively low.

That makes passive recruitment less effective.

Publishing a vague advert and waiting for a large pool of perfectly matched candidates may not produce the desired result.

Employers are more likely to compete successfully when they:

• use accurate, searchable job titles;
• publish a realistic salary range;
• explain working hours and location;
• separate essential skills from trainable ones;
• respond to applicants promptly;
• keep interviews focused;
• make written offers without unnecessary delay;
• provide proper onboarding; and
• retain good employees through fair management.

In a tight labour market, recruitment problems are not always caused by a complete absence of candidates.

They may also result from:

• unclear adverts;
• below-market pay;
• inconvenient schedules;
• long recruitment processes;
• unnecessary qualification demands;
• poor communication; or
• weak employer reputation.

Employers may need to hire for potential

When unemployment is low and employment is expanding, the number of candidates who satisfy every requirement may be limited.

Businesses may need to decide which skills must exist on the first day and which can be developed.

A candidate who meets most of the essential requirements and can learn quickly may become a stronger employee than someone with an exact title match but limited motivation or adaptability.

Hiring for potential does not mean ignoring standards.

It means assessing:

• learning ability;
• transferable skills;
• reliability;
• communication;
• judgement;
• relevant foundations; and
• the support required to become fully effective.

Retention becomes part of recruitment

Recruitment and retention should not be treated as separate issues.

An employer that regularly loses people must recruit repeatedly, increasing cost and operational disruption.

In a growing labour market, employees may have more opportunities to move. Businesses should therefore understand why people remain and why they leave.

Important factors often include:

• pay;
• workload;
• scheduling;
• management quality;
• progression;
• recognition;
• training;
• fairness;
• flexibility; and
• trust.

A successful recruitment campaign does not solve a workplace problem that causes good employees to leave.

What the figures mean for job seekers

A low unemployment rate does not guarantee that every application will succeed.

Candidates may still face strong competition for attractive roles, particularly where the vacancy offers:

• a strong salary;
• flexible work;
• convenient hours;
• recognised training;
• remote or hybrid arrangements;
• career progression; or
• a respected employer.

Job seekers can improve their prospects by:

• tailoring their CV;
• applying for roles that match their evidence;
• explaining transferable skills;
• being clear about availability;
• checking contact details;
• preparing examples for interviews;
• applying promptly; and
• following instructions carefully.

The growth of employment also means candidates should look beyond identical job titles. Expanding sectors may offer routes for people able to transfer their skills from another area.

Candidates should still assess quality, not only availability

A healthy labour market can create more choice, but candidates should still evaluate each opportunity carefully.

Before accepting, candidates should confirm:

• gross basic salary;
• normal hours;
• overtime arrangements;
• contract type;
• probation;
• place of work;
• remote-work expectations;
• benefits;
• duties;
• reporting arrangements;
• progression; and
• the reason the vacancy exists.

An available job is not automatically the right job.

The aim should be to find work that is lawful, sustainable and appropriate for the candidate’s longer-term direction.

What the headline figures do not show

National statistics are essential, but they cannot answer every recruitment question.

They do not tell us:

• how many applications an individual vacancy receives;
• how quickly a particular role can be filled;
• whether candidates consider an offered salary attractive;
• whether a business has a strong workplace culture;
• how many employees intend to change jobs;
• which skills are available in a particular locality;
• how many vacancies are never publicly advertised;
• whether a job offers genuine progression; or
• whether candidates and vacancies are well matched.

Market statistics should therefore be used as context rather than as a substitute for direct evidence.

An employer should combine national data with:

• application volumes;
• time-to-hire;
• offer-acceptance rates;
• employee turnover;
• exit feedback;
• salary comparisons;
• candidate questions; and
• vacancy performance.

Survey data and administrative data are different

This report refers to two main types of official labour-market figures.

Labour Force Survey data

The Labour Force Survey uses a sample of private households and applies internationally harmonised concepts of employment and unemployment.

It is useful for understanding:

• employment rates;
• unemployment rates;
• labour-market participation;
• working patterns;
• educational attainment; and
• average basic salary.

Because it is a survey, results are estimates and are subject to sampling variability.

Registered Jobsplus data

Registered-employment and registered-unemployment figures are based on administrative records.

They are useful for understanding matters such as:

• registered full-time employment;
• registered part-time employment;
• public and private employment;
• economic sectors;
• people registering for work; and
• occupations sought by registrants.

The two sources measure different aspects of the labour market and should not be used interchangeably.

The overall outlook

The latest official figures describe a labour market that continued to expand in early 2026.

Employment increased, the unemployment rate remained low and average basic salary reached €2,270 per month. Private-sector employment continued to account for most registered full-time work, while administrative and support services and information and communication made notable contributions to annual employment growth.

However, the market is not without friction.

Registered unemployment was higher than a year earlier, salary levels remained uneven and the most commonly sought occupations among registered job seekers may not align neatly with available vacancies.

For employers, the message is clear: finding the right candidate may require a stronger offer, a clearer advert and greater willingness to train.

For candidates, the figures indicate continued opportunity—but success still depends on targeting suitable roles, presenting relevant skills clearly and evaluating the complete employment package.

Data period and methodology note

This report was prepared using official information available on 5 August 2026.

The main sources are:

• the National Statistics Office Labour Force Survey for the first quarter of 2026;
• National Statistics Office registered-employment figures for January 2026;
• registered-unemployment figures for June 2026; and
• Eurostat unemployment indicators for May 2026.

Figures may later be revised, and different releases may use different reference periods and methodologies. Readers should not combine survey and administrative figures as though they represented the same population.