Reference year 2026
Version 2026
Drafted by Pierre Dalmas, Deputy Principal QA, Student Academic Management and WBL, Malta College of Arts, Science and Technology (MCAST) - Member of Cedefop Community of apprenticeship experts for Malta
1Scheme history
The 'Work-Based Learning and Apprenticeships Act' (Cap. 576) was established on 6th March 2018 incorporating past schemes, namely the Technician Apprenticeship Scheme and the Extended Skill Training Scheme.
The state-run Employment and Training Corporation (ETC), today known as Jobsplus [as enacted in Part III of the Employment and Training Services Act (Cap.343)], managed VET in the form of active labour market policies (ALMP) and other services for the unemployed. Until 2014, this organisation was also responsible for the organisation of apprenticeship - MCAST took most of its functions after 2014. As youth unemployment is not the main problem in Malta, apprenticeships are seen as a tool for addressing the skills gap and difficulties to matching skills to jobs.
2Beneficiaries
As per Schedule 2 B. (3) of the 'Work-basked Learning and Apprenticeship Act' (Cap. 576), "apprentices shall be regulated in terms of the Employment and Industrial Relations Act (Cap. 452), the Young Persons (Employment) Regulations (S.L. 452.92), if applicable, and the Social Security Act (Cap. 318)". The minimum age is indicated in Young Persons (Employment) Regulations (S.L. 452.92) as not "lower than the minimum age at which compulsory full-time schooling ends". Furthermore, as defined by the Education Act (Cap. 327) a person shall be "deemed to be of compulsory school age until he has not attained the age of sixteen years or has not yet completed the last year of secondary school."
As per information provided by MCAST the average age is 19 years.
As per information provided by MCAST, as of November 2025, a total of 2,595 full-time registered students are registered on an apprenticeship-based course at EQF/MQF levels 3, 4 and 6 representing the 32% of all full-time registered students (at MCAST) (1,325 in 2018/19).
In the 2024/25 school-year, 2,531 students were registered in apprenticeships (total MCAST learners at this level: 7,962).
3Qualifications
EQF/MQF levels 3, 4 and 6. The 'Work-Based Learning and Apprenticeship Act' allows for apprenticeships at higher levels.
Cedefop’s NQF online tool presents information on the state of play of the NQF: https://www.cedefop.europa.eu/en/tools/nqfs-online-tool
Apprenticeships are not included in the ISCED 2011 mapping but they can lead to qualifications at ISCED levels 3 (ISCED-P 2011 level 352, 353, 354) and 4 (ISCED-P 2011 453, 454) and ISCED levels 6.
Apprenticeships are offered as part of MCAST programmes that include a specific requirement for workplace learning in the form of apprenticeship. Credits are assigned to this workplace component of learning.
While the same qualification can be in theory achieved by school-based programmes of other private providers, in practice, these MCAST programmes that include apprenticeship are the only way to reach the corresponding qualification (including because they offer remuneration to participating learners).
Apprenticeship training leads to a formal VET qualification, specifically the MCAST award (Diploma at EQF/MQF 3 or Advanced Diploma at EQF/MQF 4 or Bachelor’s Degree EQF/MQF 6). (Refer to MCAST prospectus for academic year 2019/2020 accessed through the following link https://mcast.edu.mt/full-time-programmes/)
The transcript shows that credits (12 for EQF levels 4 and 6, 6 for EQF level 3) were achieved at the workplace.
MCAST Foundation Level courses (MQF / EQF level 3) allow progression to further education at the MCAST technical level (level 4), which allows for progression to the MCAST higher education level (starting from level 5 and progressing to 6). However, there is still a great barrier for students from VET to move to higher education, mainly the University of Malta. Any arrangements depend on individual agreements.
For accredited work-based learning (WBL), a workload of 1 credit is assigned based on 100 hours of work-based activity at the place of work. This allocation recognises experiential and applied learning that occurs through professional practice, workplace engagement, and reflective activities, which collectively contribute to achieving the intended learning outcomes.
This workload represents a 1:4 ratio corresponding to 25 total learning hours per credit for taught units in a classroom environment vs. 100 hours per credit for accredited work-based learning at the place of work. The ratio applies to standard modalities, that is MCAST programmes that are not subject to regulatory or industry norms. In the case of regulated courses, the above ratios are adjusted as necessary in accordance with the relevant regulatory framework.
The hours indicated in the Apprenticeship Training Agreement represent the net working hours to be spent at the place of work after deducting all applicable pro-rata entitlements, including public holidays.
The College assigns standard modalities for programmes that include accredited work-based learning at MQF Levels 3, 4, 5, and 6. These modalities establish the number of contractual hours to be included in the Apprenticeship Training Agreement, and which hours an apprentice is required to complete at the place of work during the apprenticeship training period.
The standard modalities are based on a workload of:
• 6 ECTS for work-based learning at EQF/MQF Level 3 equivalent to 600 hours at place of work exclusive of pro-rata entitlements.
• 12 ECTS for work-based learning at EQF/MQF Levels 4, 5, and 6 equivalent to 1,200 hours at place of work exclusive of pro-rata entitlements.
This differentiated weighting ensures that the credit structure reflects the learning volume, depth of engagement, and developmental value of each learning mode.
Whereas apprenticeship units require a mandatory 100% attendance as per the respective modality in the apprenticeship agreement, the modalities have an in-built fallback for apprentices who start their apprenticeship late or encounter issues during the apprenticeship period.
4Governance
As per Article 26. (3) in the 'Work-Based Learning and Apprenticeships Act' (Cap. 576), "the Minister may direct any person or any department, agency, corporation or authority established by law ... to ensure the proper implementation."
The National Skills Council which was established on 9th August 2016 (S.L. 327.547), has become the organisation which co-ordinates, oversees and quality assures the co-ordination of this scheme.
At the implementation level, MCAST is the provider of apprenticeship programmes, and therefore has a central coordinator role.
The National Skills Council which was established on 9th August 2016 (S.L. 327.547), is governed by a Board which include members representing both the education and the
employment sectors. The representatives include members from University of Malta, MCAST, Jobsplus Corporation, Institute for Tourism Studies, Malta Chamber of Commerce, Enterprise and Industry, Malta Enterprise, civil society, lifelong learning specialists, the Permanent Secretary of the Ministry for Education and another 4 persons who are deemed to possess leadership qualities and have an understanding of education and the labour market.
The functions of this Council is to: (a) involve representatives of the labour market in the planning of labour market preparation; (b) study, propose and plan strategies and training to reduce shortages in labour skills, improve skills and meet market demands; (c) involve stakeholders in the setting of strategic direction of relevant education and training; (d) liaise with educational institutions; (e) perform any other function as may be assigned to it by the Minister.
The National Skills Council is contributing towards the implementation of the National Education Strategy 2024-2030. As an example of its activities regarding curricula, the National Skills Council has undertaken an extensive desktop study to assess how green and digital skills are mainstreamed across curricula in training courses accredited MQF levels 4 to 7 to address the horizontal nature of these essential competencies in a green and digital future, as well as in thematic training courses directly linked to green and digital career paths.
There are no apprentice associations or unions set-up at Malta.
Within the MCAST (main apprenticeship provider), its Board of Governors consists of a President, a Vice-President, and nine members (including representatives from Malta Enterprise, the National Skills Council, the Permanent Secretary of Education, student representatives, employee representatives and line Ministry representatives).
Industry representatives shape MCAST programmes by serving on sectoral and advisory committees, where they review curricula to ensure alignment with current market needs and emerging technologies. They collaborate directly with Institutes to identify skill gaps, provide input on industrial standards, co-design vocational units, and facilitate work-based learning (apprenticeships) that directly informs programme development. Through events like national conferences (e.g., "MCAST Meets Industry"), partners help define programme learning outomces. This informs how qualifications are structured and assessed.
The National Skills Council is the established national organisation which co-ordinates, oversees and quality assures the co-ordination of the apprenticeship scheme.
Professionals from partner companies frequently deliver guest lectures or thematic training. This allows industry to inject specialized, cutting-edge knowledge directly into the student experience.
The Education Ministry is in charge of VET in compulsory education and at Malta College of Arts, Science and Technology (MCAST). The Institute of Tourism Studies (ITS) falls under the responsibility of the tourism ministry.
As the official regulatory body for post-compulsory education, the Malta Further and Higher Education Authority (MFHEA, formerly NCFHE) supports excellence through research, effective licensing, accreditation, quality assurance and recognition of qualifications established under the Malta qualifications framework.
In 2014 the Malta College of Arts, Science and Technology (MCAST) took over administration of apprenticeships from the public employment service Jobsplus and renamed it the national apprenticeship scheme.
MCAST (the Malta College of Arts, Science and Technology) is the main provider of apprenticeship programmes.
The Institute of Tourism Studies (ITS) also offers work-based learning in the form of 14-week local industrial trade practice.
MCAST lecturers typically hold a qualification in the relevant subject and/or a teaching qualification (as a minimum, at EQF 7, but some also at EQF8). The principle followed in practice is that they hold a qualification that is one level higher than the one they teach (if they teach in a programme that leads to NQF6 programme, you should have the similar NQF7 qualification).
A collective agreement between MCAST and the Maltese Union of Teachers (MUT) (signed May 2025) improves lecturers’ working conditions and implements structural reforms, helping to attract and retain qualified educators and boosting the attractiveness and quality of VET (current agreement covers the 2022-2027 period).
For more detailed information, you can also see Cedefop’s activities on VET teachers and trainers: https://www.cedefop.europa.eu/en/themes/vet-youth-teachers-trainers
MCAST operates under a structured Quality Management System that complies with the National Quality Assurance Framework for Further and Higher Education.
The Apprenticeship Department at MCAST have developed a Monitoring System where lecturers who are VET experts are monitoring the apprentices training/placement in the industry. This ensures that the people who are actually monitoring the students know both the industry and the competences that the students should be gaining. Once a student is placed in an apprenticeship, they are assigned to a lecturer, and the lecturer completes an online report. The report can be flagged by both the employer and also by the student. Two visits to the workplace to check progress are foreseen. After each visit, a report on the particular apprenticeship placement is compiled. The monitoring lecturers also provide feedback to the apprenticeship provider.
Students following an apprenticeship at MCAST are requested to fill in a vocational competence logbook that needs to be verified by the employer.
Every year, MCAST rubs a tracer study for all its graduates, including apprenticeship graduates. The study monitors transitions into full time employment, and in the case of apprenticeship graduates, also check e.g. if they have a job in the same company where they were trained, or moved to someone else.
In 2023, MCAST evaluated and updated its apprenticeship modalities based on industry feedback to allow for greater flexibility for both employers and students.
5Training at the workplace
In-company training is embedded in MCAST programmes, otherwise it is not considered an apprenticeship.
As per Article 9 (d) and (e) in Schedule 2 of Cap. 576 which article is related to Training Programmes of apprenticeship schemes, "start, end date, duration and hours of the work-based period" and "hours of work-based learning" are established in the training agreement between the VET provider, employer and the apprentice.
Apprenticeships are required for any course offered at MCAST with an apprenticeship as part of its syllabus. Such courses amount to approximately 50 per cent of all courses offered at MCAST.
Any student that enrols at MCAST and chooses a course that has an apprenticeship is obliged to follow the apprenticeship.
The learning outcomes approach is applied to MCAST programmes that include apprenticeships. Learning outcomes refer to technical, general or personal skills.
The College assigns standard modalities for programmes that include accredited work-based learning at MQF Levels 3, 4, 5, and 6. These modalities establish the number of contractual hours to be included in the Apprenticeship Training Agreement, and which hours an apprentice is required to complete at the place of work during the apprenticeship training period.
The standard modalities are based on a workload of:
• 6 ECTS for work-based learning at EQF/MQF Level 3 equivalent to 600 hours at place of work exclusive of pro-rata entitlements.
• 12 ECTS for work-based learning at EQF/MQF Levels 4, 5, and 6 equivalent to 1,200 hours at place of work exclusive of pro-rata entitlements.
Specific learning outcomes are set for the corresponding modalities and hours that take place at the workplace.
These are also included in the training agreement.
As per 'Work-Based Learning and Apprenticeship Act' (Cap. 576) the employer enters into a tripartite agreement together with the VET provider and the learner which agreement includes a defined the training programme plan.
Refer to the 'Work-Based Learning and Apprenticeship Act' (Cap. 576).
The VET provider shall identify and supervise the suitability of ‘sponsors’ (i.e. training companies) and trainers who train apprentices. Sponsors and trainers must have the sufficient technical experience, technical qualifications and personal competences. Persons shall be deemed to have the necessary technical experience if they possess the vocational knowledge and skills required by the training programme and have been employed in a practical capacity in their own occupation.
There are no formal requirements for training of workplace trainers. However, microcredentials are available to provide formal training for this role.
Participation in the apprenticeship scheme is voluntary and MCAST uses a positive approach by giving a label to those employers who have apprentices.
According to the Article 49 of the 'Employment and Training Services Act' (Cap. 343), "any person who contravenes or fails to comply with any provision of an agreement of apprenticeship or traineeship or any provision of a scheme which is binding up him <...> shall be guilty of an offence against this Act". Article 51 stipulates that the general penalty for a person guilty of an offence against this Act is a fine of not less than EUR 46.59 and not more than EUR 931.75.
6Contract and compensation
According to the 'Work-Based Learning and Apprenticeship Act' (Cap. 576) the learner has the statutory rights of a student enrolled by the VET provider. In addition, according to the 'Employment and Training Services Act' (Cap. 343) the learner has the statutory of an employee recruited by the employer.
The Work-Based Learning and Apprenticeship Act defines the general conditions for the training agreements between the employer and the apprentice. The agreement contains information which is regulated in terms of the Employment and Industrial Relations Act (Cap.), the Young Persons (Employment) Regulations (S.L. 452.92), if applicable, and the Social Security Act (Cap. 318) with regards and not limited to: probation period; work-based learning hours; overtime; cost of living increases; occupational health and safety; vacation leave and sick leave; maternity leave, parental leave and leave for urgent family reasons; public holidays falling on weekly day of rest; wages to be paid at regular intervals; payment of statutory bonuses; rights to social security benefits; hours a learner spends with the sponsor shall be considered as the hours spent on the work-based learning component of the training programme as defined in the training programme plan.
The learning agreement is drawn up in accordance with the provisions of the 'Work-Based Learning and Apprenticeship Act' (Cap. 576).
The training agreement outlines the following:
• placement/Internship duration and work schedule,
• learning objectives and training activities,
• remuneration details (when applicable),
• health & safety obligations,
• roles of supervisor and communication channels,
• procedures for reporting, assessment, and issue resolution.
During an apprenticeship offered through MCAST, the apprentice benefits from a minimum hourly wage of €5.74 / hr (2026 rates), social security coverage as listed in the Apprenticeship Training Agreement. These include: national insurance contributions, vacation leave, sick leave, statutory bonuses, overtime etc.
The formal agreement is registered at the MCAST or the educational institution offering the accredited training programme incorporating an apprenticeship opportunity.
Furthermore, the employer must register this formal agreement with Jobsplus in accordance to Article 32 of the 'Employment and Training Services Act' (Cap 343).
The apprentice receives a wage from the employer and an allowance from the State as established in the 'Work-based Learning and Apprenticeship Act (Cap. 576). As per Article 14 (3)
(a) of Cap.576, the employer is obliged to "pay a renumeration to the learner in accordance with the rate established by relevant legislation, for the duration of the time the learner spends at the place of work as part of the work-based learning component, as predefined in the training plan". Then, the allowance funded by the State is stipulated in the same Act as per Article 15, "(a) learners may be eligible to benefit from student's maintenance grant in terms of the Student Maintenance Grant Regulation; (b) learners on apprenticeship programmes have the right to an income equivalent to the national minimum wage per hour for the hours spent at the workplace as stipulated in the training programme plan. The income per hour is calculated as the income derived from the [employer] and from the student maintenance grant".
MCAST apprentices receive remuneration from their sponsor and Students' Maintenance Grants. Whilst working with their sponsor, all MCAST students doing an apprenticeship always receive remuneration directly from their sponsor according to the hours worked. On the other hand, Students' Maintenance Grants are calculated as follows:
October to June (covering lecture attendance)
a. Stipend rates
b. Initial Grant (credited once after the students confirms the online application
c. Top-up Stipend Rates
July to September
a. Top-up Stipend Rates
In 2026, MCAST apprentices benefit from the minimum hourly, set at €5.74 / hr
Apprentices may benefit from a flat rate of 15% as per conditions indicated by the Commissioner for Revenue.
7Financing and incentives
The employer pays wages, and the government pays a maintenance grant.
As Article 14. (3) (a) of the 'Work-Based Learning and Apprenticeship Act' the employer has to,
"Pay a remuneration to the learner in accordance with the rate established by the relevant
legislation, for the duration of the time the learner spends at the place of work as part of the
work-based learning component, as pre-defined in the training programme plan." The company pays a wage to the apprentice and half the annual statutory bonus payable by the employer [1].
Companies also cover indirect costs (materials and tutors, who are high level managers and/or experienced workers). The government has a tax rebate for employers who take apprentices.
The training of the apprentice is paid partly (1/3) by the employer as well as government who gives a top-up stipend (2/3) to the apprentice for the days worked on apprenticeship.
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[1] Employers in Malta are obliged to pay annual statutory bonuses to every full-time employee or a prorata amount in the case of part-time employees that work at least 20 hours per week. The full statutory bonus payable every six months.
Government supports companies and employers for apprenticeships by contributing directly to the apprentice's wage making expenses less than what a normal employee would cost. In 2014, government introduced financial incentives in terms of tax rebates of each and every apprenticeship offered by employers. This tax rebate amounted to EUR 1200 for each apprenticeship as per INCOME TAX ACT (CAP. 123) Deduction (Apprentices and Work Placements) Rules, 2014 (L.N.179 of 2014).
Where a qualifying person / employer provides a paid work placement or an apprenticeship in the year preceding the year of assessment, a deduction equivalent to €600 for each work placement and €1,200 for each apprenticeship shall be allowed against the said person’s / employers income charged to tax for such year of assessment.
MCAST holds annual onboarding events on Campus to invite employers to recruit prospective apprentices and conduct interviews for selection process. In January 2024, MCAST organised its first apprenticeship onboarding event, connecting eligible students with 67 industry partners over a four-day period and supporting early matching between learners and employers.
In recent efforts to enhance the apprenticeship experience and foster industry partnerships, MCAST hosted the "Encounter – MCAST Meets the Industry" series, including a conference to discuss the significance of apprenticeships for students, employers, and the local industry. This initiative underscores the importance of apprenticeships in preparing students for the workforce, highlighting the success of MCAST alumni in securing employment within their fields of study immediately after graduating.
In April 2023, the apprenticeship vacancy submission by employers was much simplified via the launch of a new website that displays apprenticeship vacancies directly uploaded by the employers. The website is accessible to all prospective apprentices who can apply for an apprenticeship vacancy directly with the employers.
The launch of the MCAST Apprenticeship Guidebook is an important milestone. This guidebook provides comprehensive details about apprenticeship programmes at MCAST. It is designed to offer students and industry partners valuable insights into the apprenticeship process, highlighting the structure, expectations, and benefits of participating in these programmes. It aims to streamline the apprenticeship experience, ensuring all parties have clear guidance and understanding of their roles and responsibilities.