Malta’s ‘Flexicurity’ Dilemma: Workers Trapped in Limbo

Imagine this: You’ve been working at the same job for years, but your contract keeps rolling over, month after month. No start date, no end date. You’re not quite permanent, but not quite temporary either. Welcome to the world of ‘definite contracts’ in Malta, where uncertainty is the only constant.

What are ‘Definite Contracts’?

In Malta, ‘definite contracts’ are a peculiar breed. They’re not indefinite, but they’re not fixed-term either. Employers can renew them indefinitely, keeping workers in a state of limbo. It’s a system that’s meant to balance flexibility and security, but for many, it’s just plain confusing.

Take Maria, for instance, a 35-year-old marketing professional who’s been on a definite contract at a leading local firm for five years. “I’ve been here so long, I’ve seen people come and go on fixed-term contracts,” she says, “But I’m still not sure where I stand.”

Momentum Calls for Change

Trade union Momentum is now calling for an end to this sustained uncertainty. They want definite contracts to be either converted into permanent ones after two years, or limited to a maximum of three years. “Workers deserve predictability,” says Marco Camilleri, Momentum’s general secretary. “They shouldn’t have to live with this constant Sword of Damocles hanging over their heads.”

Momentum’s proposal is part of a wider reform package aimed at improving workers’ rights. They’re also pushing for better maternity and paternity leave, and stricter enforcement of the minimum wage.

Employers: Flexibility or Fear of Commitment?

Employers argue that definite contracts offer the best of both worlds – flexibility for them, and job security for workers. But critics like Marco Camilleri see it differently. “Employers use definite contracts to avoid making long-term commitments,” he says. “It’s a way to have their cake and eat it too.”

Dr. Joseph Cuschieri, a labour law expert at the University of Malta, agrees. “Definite contracts can be abused,” he says. “They can become a way for employers to avoid hiring on a permanent basis, which is not what they were intended for.”

But not everyone is convinced. “Definite contracts work well for both parties in many cases,” says John, a local businessman who prefers not to give his full name. “They allow us to manage our workforce effectively, and they give workers the security they need.”

What’s Next?

The future of definite contracts is now in the hands of the government. Momentum’s proposals are part of a wider consultation process on labour law reform. But with elections looming, it’s unclear how high this issue will rank on the political agenda.

“We need to see some concrete action,” says Maria. “We can’t keep living in this state of uncertainty.”

As for John, he’s hopeful that common sense will prevail. “Let’s not throw the baby out with the bathwater,” he says. “Definite contracts can work, but we need to make sure they’re not abused.”

how this debate will play out. But one thing’s for sure: Malta’s workers are watching, and they’re ready for change.