Flexibility has a price: How hybrid work is reshaping salaries in Malta
Hybrid work salaries in Malta are changing how we view compensation. Flexibility is no longer just a perk, it’s a key part of the pay conversation.
As someone who works closely with pay structures, remuneration strategies, and compensation frameworks, I’ve seen firsthand how this shift in how we work is pushing employers to rethink not only what they pay—but how they pay it.
Before 2020, most job offers in Malta were pretty straightforward: a salary, a few standard benefits, maybe a car allowance. Today? Things have changed. Flexibility is now an integral part of the total reward conversation.
Job seekers are no longer only asking about the numbers. They want to know what their working life will actually look like. And not every company is keeping pace.
Hybrid work is shaping salary expectations in Malta
When we talk about hybrid work, we usually focus on the obvious benefits like flexibility, a better work-life balance, and less time spent stuck in traffic.
Hybrid work is changing how people value their salary.
More and more, I see candidates evaluating offers not just by the salary figure but by the working arrangements attached. And it’s not just talk. Many are willing to accept slightly lower salaries if the hybrid work model on offer truly supports their lifestyle.
That said, there’s a limit. Flexibility can only offset salary so far. For high-demand roles especially, companies with rigid policies are being forced to offer higher pay just to stay competitive.
Resistance from employers
In Malta, there is still noticeable resistance to offering true flexibility, especially among more traditional industries and older leadership teams.
I often come across “hybrid roles” in Malta being advertised, but when you look closely, flexibility is very limited. In many cases, “hybrid” simply means four days at the office and one day working from home.
There is also reluctance from some leadership teams to view workplace flexibility as a standard part of the employment package. It is often still seen as a privilege rather than an expectation.
Unfortunately, this comes at a cost. Some companies are losing strong candidates to more forward-thinking employers who are offering genuine hybrid work arrangements without any reduction in pay.
I truly believe that companies refusing to offer proper flexibility are finding themselves needing to compensate by raising salaries. In the long term, this quiet pressure is contributing to salary inflation in Malta.
So what does this mean for Malta today?
If you’re an employer or HR leader in Malta, it’s time to connect the dots between flexibility and salary. Today’s candidates are assessing both together – salary and hybrid policy – as one package.
That’s why salary benchmarking is still crucial, but it can’t happen in a vacuum. If you’re reviewing pay scales without factoring in your workplace flexibility policy, you’re only seeing part of the picture.
And the cost of inaction is real. It’s not just about needing to pay more. It’s about losing out on talent to employers who are moving faster (and smarter).
Final thoughts
In Malta’s current employment market, hybrid work is no longer a benefit that can be sold separately. It is now part of the pay package.
Companies that understand how hybrid work is reshaping salary expectations in Malta will have a real advantage in attracting and retaining the best talent—without necessarily having to overspend.
Want help reviewing your company’s compensation strategy or hybrid policy? Or benchmarking your pay structures in the context of today’s flexible work expectations? I’d love to connect.
About the author
Maria Bartolo Zahra is Managing Partner and HR & Compensation Specialist at SurgeAdvisory. She has over twenty years of human resources and business advisory experience.