How much notice must I give (or receive) when employment ends in Malta?
It depends on how long you have worked — but nobody can dismiss you, or walk out, "on the spot" without consequences. Under the EIRA (Cap. 452), statutory notice for an indefinite contract rises with length of service: one week (between one and 6 months), two weeks (6 months to 2 years), 4 weeks (2–4 years), 8 weeks (4–7 years), then one more week for each additional year up to a maximum of 12 weeks. The myth: that notice is always "one month", or that an employer can dismiss at a moment's notice. If the employee gives no notice, the employer can withhold half the pay for the period not worked; if the employer ends it without notice, they must pay the full wages for that period. During probation, only one week's notice applies if service exceeds one month.
📋 The rules
- Statutory notice rises with service: one week (1–6 months), two weeks (6 months–2 years), 4 weeks (2–4 years).
- Then 8 weeks (4–7 years), with one extra week for each additional year up to a maximum of 12 weeks.
- If the employee gives no notice, the employer can withhold half the pay for the period not worked.
- If the employer ends it without notice, they must pay the full wages for the notice period.
- During the probation period, only one week's notice applies if service is more than one month.
🔓 Exceptions
- For technical, administrative, executive or managerial posts, longer notice periods may be agreed between the parties.
- Dismissal for a grave reason (serious misconduct) can be made without notice, but it must be truly justified.
- Fixed-term contracts have different rules: whoever ends it early can be liable for part of the remaining wages.
⚠️ Penalties & fines
Notice is not just a formality: it is money. If you are the employee and you leave without giving (or completing) notice, the employer can lawfully withhold a sum equal to half the pay for the period you did not work. If the employer dismisses you without notice on an indefinite contract with no grave reason, they must pay you the full wages for the notice period — and if the dismissal itself was unfair, you can also go on to claim compensation at the Industrial Tribunal. A dispute over this money can be brought to the DIER, and in 2025 the EIRA strengthened enforcement: the time limit for proceedings rose to two years and fines for breaches increased. Remember too that pay "in lieu" of notice can still affect your final pay, unused leave, and the end-of-employment paperwork.
📎 Official sources
- DIER · notice period (termination of employment) →
- Legislation Malta · Employment and Industrial Relations Act (Cap. 452) →
- DIER · frequently asked questions on termination of employment →
❓ Frequently asked
How much notice must I give if I resign?
Notice depends on how long you have worked: one week between one and 6 months, two weeks between 6 months and 2 years, 4 weeks between 2 and 4 years, and it keeps rising up to a maximum of 12 weeks. The idea that notice is always one month is not correct, because the law ties it to length of service.
What happens if I give no notice?
If you leave without giving or completing notice, the employer can lawfully withhold a sum equal to half the pay for the period you did not work. This is why it is important to negotiate your leaving date in writing with the employer.
Can my employer dismiss me on the spot?
Generally no: on an indefinite contract with no grave reason, the employer must give you notice or pay you the full wages for that period. Instant dismissal is only possible for a truly grave reason, and even that can be challenged before the Industrial Tribunal.
Is notice the same for everyone?
No, the law sets a base scale tied to length of service, but for technical, administrative, executive or managerial posts longer periods may be agreed. The probation period has its own rule: only one week's notice if service exceeds one month.
Where do I go if I am not paid the notice due?
You can lodge a complaint with the DIER, which can act against an employer who does not pay the notice wages due. In 2025 the EIRA strengthened enforcement, with the time limit for proceedings extended to two years and higher fines for breaches.
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