{"id":1210,"date":"2026-06-15T10:54:15","date_gmt":"2026-06-15T10:54:15","guid":{"rendered":"https:\/\/www.konnekt.com\/about\/?post_type=resource&p=1210"},"modified":"2026-10-14T14:48:29","modified_gmt":"2026-10-14T12:48:29","slug":"employee-retention-beyond-fixed-term-contracts-in-malta","status":"publish","type":"resource","link":"https:\/\/www.konnekt.com\/about\/employee-retention-beyond-fixed-term-contracts-in-malta\/","title":{"rendered":"Employee retention beyond fixed-term contracts in Malta"},"content":{"rendered":"\n

Fixed-term contracts have a role in Maltese employment, but they shouldn\u2019t be used to retain staff<\/a>. Under the Employment and Industrial Relations Act,<\/a> if an employee leaves early, they may owe up to 50% of their remaining salary. <\/p>\n\n\n\n

Some companies use fixed-term contracts as a retention tool; however, this breeds resentment, not loyalty. To improve retention employers should focus on real reasons people leave: management quality, career growth, fair pay<\/a>, and flexible working.<\/p>\n\n\n\n

When does a fixed-term contract make sense in Malta?<\/h2>\n\n\n\n

Fixed-term contracts are useful in three situations:<\/p>\n\n\n\n