The National Skills Council’s 2025 Adult Career & Training Choices Survey, conducted in collaboration with EY Malta, provides valuable insights into the experiences of adults living and working in Malta. The survey examined four key themes:
1. career motivations
2. career barriers
3. decision-making processes
4. career guidance
Supporting the National Skills Council’s evidence-informed approach, the survey captured the perspectives of nearly 500 working adults across Malta and Gozo. It highlights both the strengths of Malta’s labour market and areas where targeted action is needed.
Survey Highlights:
· Career satisfaction remains high, with 65% of respondents expressing overall satisfaction. Motivation is primarily driven by passion or interest in the field (18%), salary and financial security (16%), and job stability (15%). At the same time, the findings point to opportunities to better support career progression, enhance salary prospects, and promote positive workplace cultures and flexibility.
- Career advancement remains a challenge for many. Around one third of participants report limited access to progression opportunities. Key barriers include balancing work and family responsibilities (22%), fear of change or uncertainty (18%), and financial constraints (13%). Financial constraints may reflect the perception that career advancement often requires additional training or education.
- Career change is a common consideration. Two out of five respondents considered changing careers in the past five years but ultimately remained in their roles. Meanwhile, 27% transitioned to a new career, while 32% did not consider a change. The main motivations for career change were seeking greater job satisfaction (24%), higher salary (20%), and improved work life balance (19%).
- Education and career alignment of respondents is low, with 48% reporting a low connection between their subject choices and their current career field.
- Access to information needed to make informed career decisions is perceived as limited, with only 35% agreeing that it is sufficient.
- Career guidance for adults is notably underutilised. While 72% of adult respondents have never received formal career guidance, guidance is heavily concentrated in early life stages. During school (30%) is the most commonly reported point of access, while during current employment (9%) is far less common. This suggests that career guidance is less accessed or less visible within ongoing employment contexts.
Every statistic represents a real person and a lived experience; a parent seeking stability, a mid-career professional ready for change, or a graduate trying to find their place in the labour market.
The survey findings highlight that many adults in Malta are motivated, capable, and open to new opportunities, yet continue to face practical, financial, and informational barriers in navigating their careers. Addressing these challenges calls for a coordinated, inclusive approach that supports individuals at every stage of their working lives.
Recommendations for Action
The National Career Guidance Network , chaired by the National Skills Council, brings together employers, career guidance and HR practitioners, employment advisers, and policymakers to respond directly to these realities. Part of the Network’s role is to raise awareness of the importance of high-quality, accessible career support, not only at entry points into education or work, but throughout life.
Drawing on international best practice, the survey report outlines a roadmap for positive change.
- Integrate career guidance into education, training and employment systems. In the workplace, this can be achieved by establishing internal career information programmes, offering regular one-to-one sessions with trained career advisors, and developing mentorship schemes.
- Promote flexible working arrangements, provide financial support for upskilling and reskilling, and design targeted initiatives for individuals balancing work and family responsibilities. Coordinated investment by government, employers, and education & training institutions is key.
- Ensure accessible lifelong learning and upskilling opportunities through strong partnerships between employers and educational providers.
- Create supportive workplace cultures by fostering open communication, teamwork, and recognition. Transparent promotion pathways, employee development programmes, and constructive feedback should become standard practice.
- Provide practical resources, industry placements, and peer support mechanisms to help adults navigate career transitions with confidence.
- Strengthen employer involvement in curriculum design and embed practical experience across learning pathways.
- Set clear representation targets, provide bias mitigation training, and use regular workforce surveys to guide continuous improvement.
By placing career guidance, lifelong learning, and inclusive workplaces at the heart of national policy, Malta can foster a workforce that is motivated, resilient, and prepared for the future, ensuring that no one is left behind.
Explore
Visit the National Skills Council’s website to
explore available career guidance services:
https://nscmalta.gov.mt/career-guidance