Skills strategy will not impose obligations on employers, council clarifies

Malta’s National Skills Strategy for 2026 to 2035 will not impose mandatory training obligations on employers, with policymakers instead prioritising a supportive, incentive-driven approach, according to a spokesperson for the National Skills Council.

BusinessNow.mt reached out to the National Skills Council, where a spokesperson emphasised that safeguarding SMEs is a “core principle” of the strategy.

“The Strategy does not impose obligations on employers, including SMEs,” the spokesperson said, adding that any potential legislative measures would first undergo feasibility studies, including assessments of their impact on smaller firms.

They noted that international models referenced in the strategy often adapt training requirements based on company size, with lighter obligations or exemptions for micro and small enterprises. The spokesperson also pointed to the importance of government co-financing, wage replacement schemes and subsidies to ensure that any future training initiatives do not place disproportionate costs on businesses.

Rather than mandating formal training, SMEs are being encouraged to adopt low-cost workplace learning methods such as mentoring, job rotation and informal training, supported by shared trainer pools and advisory tools.

No mandatory quotas under consideration

“The Strategy does not propose mandatory training quotas,” they said, stressing that measures such as training during working hours, training leave and payback clauses are recommendations for study and dialogue rather than policy commitments.

Any potential introduction of minimum training hours would be subject to detailed feasibility studies examining economic impact, sectoral differences and employer capacity, the spokesperson explained.

“The emphasis throughout the Strategy is that training should be normalised and encouraged, not imposed,” they added, noting that the document acknowledges employer concerns around productivity, staff availability and retention.

The spokesperson further clarified that the strategy itself is not a legal instrument and does not introduce any new legislation, describing it as a long-term policy framework that sets direction and outlines possible policy options for the period up to 2035.

Should legislative measures be introduced in the future, these would be developed separately by government following consultation and feasibility studies. Monitoring, the spokesperson added, would likely focus on outcomes and uptake rather than punitive enforcement, and would be anchored in existing structures such as social partner frameworks and employment regulation systems.

Government co-financing a ‘central pillar’

A key element of the strategy is government support for employer-led training, particularly for SMEs with limited resources.

Additional measures under consideration include subsidising external trainers, developing shared training infrastructure and introducing wage replacement mechanisms where training takes place during working hours or through formal leave schemes.

The spokesperson noted that these measures are intended to enable SMEs to participate more actively in workforce development, shifting the focus towards preventative upskilling rather than reactive responses to labour shortages.

Overall, the council’s response reinforces that the strategy is designed to build employer capability rather than introduce rigid requirements.