{"id":1017,"date":"2026-06-01T15:07:58","date_gmt":"2026-06-01T15:07:58","guid":{"rendered":"https:\/\/www.konnekt.com\/about\/?post_type=resource&p=1017"},"modified":"2026-10-14T14:51:42","modified_gmt":"2026-10-14T12:51:42","slug":"employee-perks-benefits-malta","status":"publish","type":"resource","link":"https:\/\/www.konnekt.com\/about\/employee-perks-benefits-malta\/","title":{"rendered":"Employee perks and benefits in Malta: What workers actually want"},"content":{"rendered":"\n

Flexible working hours are the most sought-after perk in Malta, with 73.8% of workers listing them in their top three ideal perks, according to a 2025 survey by Konnekt of 500 Maltese workers. Remote work flexibility is the next most popular, at 61.8%, followed by comprehensive health insurance at 51.0%.<\/p>\n\n\n\n

\"Bar<\/figure>\n\n\n\n

The survey highlights a significant gap between these top choices and the next most popular perks. Vehicle allowances or company cars are ranked at 26.4%, fitness and wellness memberships at 21.4%, complimentary meals at 20.6%, and share options or profit-sharing schemes at 17.2%. Childcare support and tuition reimbursement are less popular, at 10.0% and 7.2% respectively.<\/p>\n\n\n\n

At Konnekt<\/a> we see such a trend: candidates turn down a five-day office role, even for a pay rise, if they have enjoyed hybrid work before. While salary is important, the overall working conditions matter too, so if your job offer lacks flexible hours and remote work options, you may be at a disadvantage. <\/p>\n\n\n\n

What motivates workers to consider changing jobs?<\/h2>\n\n\n\n

Understanding what drives candidates to seek new roles is crucial. The same 2025 survey asked respondents to rank their top three reasons for changing jobs.<\/p>\n\n\n\n

\"KonnektTalexio<\/figure>\n\n\n\n

Salary and benefits are the top reasons, at 65.4%, followed by flexibility and remote work at 51.4%. Career advancement opportunities<\/a> are the third most popular reason, at 45.8%. Commute and location influence 31.4% of respondents, job security 23.0%, and company culture and reputation 19.2%. Work relationships and leadership also score 19.2%. Impact, skill development, and work autonomy each score below 10%.<\/p>\n\n\n\n

Notably, when asked for their single highest priority, more respondents named career advancement than any other factor, including salary. While salary is often the first consideration, career growth often drives the decision to move.<\/p>\n\n\n\n

For employers, this means that a competitive salary will attract applicants, but a lack of visible advancement opportunities can lead to turnover. Candidates may take a job for the package but leave within eighteen months if they see no growth. <\/p>\n\n\n\n

How benefits affect whether candidates apply for jobs?<\/h2>\n\n\n\n

The survey reveals that benefits have a significant influence on job applications. When asked what influences their decision to apply, 87.8% of respondents named salary and benefits among their top three factors.<\/p>\n\n\n\n

\"Survey<\/figure>\n\n\n\n

Location and remote work options are the next most important, at 58.8%, followed by company reputation<\/a> at 38.4%, role responsibilities at 36.0%, and company culture and values at 25.4%. Required qualifications are noted by 21.6% of respondents.<\/p>\n\n\n\n

This suggests that job postings should prominently feature benefits. Salary range<\/a>, remote work policies, and health insurance should be near the top, not hidden beneath responsibilities. Candidates make quick decisions, and missing benefits information can turn them away.<\/p>\n\n\n\n

How Malta employers can benchmark their benefits offering<\/h2>\n\n\n\n
Perk<\/strong><\/td>% of workers who want it (Konnekt Survey, 2025)<\/strong><\/td>Employer action<\/strong><\/td><\/tr>
Flexible working hours<\/td>73.8%<\/td>Define and publish your actual policy<\/td><\/tr>
Remote work flexibility<\/td>61.8%<\/td>State number of remote days clearly in the job posting<\/td><\/tr>
Comprehensive health insurance<\/td>51.0%<\/td>If you offer it, say so prominently<\/td><\/tr>
Vehicle allowance or company car<\/td>26.4%<\/td>Include where relevant to role; avoid offering it as a substitute for salary<\/td><\/tr>
Fitness and wellness membership<\/td>21.4%<\/td>Low cost relative to impact, so it\u2019s worth adding if not already in place<\/td><\/tr>
Complimentary meals<\/td>20.6%<\/td>Relevant in iGaming, tech, and hospitality; lower priority elsewhere<\/td><\/tr>
Share options or profit share<\/td>17.2%<\/td>High impact in iGaming and FinTech, while underdeveloped in traditional sectors<\/td><\/tr>
Childcare support<\/td>10.0%<\/td>Emerging expectation – consider for roles targeting working parents<\/td><\/tr>
Tuition reimbursement<\/td>7.2%<\/td>Strong retention signal for roles with clear development pathways<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

Source: Konnekt candidate survey, 2025. Base: 500 workers in Malta aged 16 to 64.<\/em><\/p>\n\n\n\n

To see how your benefits package compares to candidate expectations, Konnekt’s recruiters<\/a> can provide insight. <\/p>\n\n\n\n

For broader insights on attracting the right candidates, check our article on employer branding in Malta<\/a>. If retention is your focus, our guide on employee retention in Malta<\/a> details how to keep workers beyond the initial offer.<\/p>\n\n\n