Administrative complexity has become one of the biggest friction points for Maltese employers, particularly when it comes to recruiting and retaining workers from all over the globe.

From payroll processing to work-permit administration, the back-office burden associated with employment has increased in both cost and compliance risk. And many companies are struggling to keep pace with the intensifying administrative and regulatory demands of today’s labour market.

As Hi-Care Services’ HR Manager Graziella explains, many companies are looking for a partner to not only step in and recruit talent but also manage the entire administrative responsibility that goes with employing it.

In response to “the clear gap in the market” caused by this shift, Hi-Care has established itself as this very partner. And the company’s primary differentiator is integration: its outsourcing department combines payroll, work-permit processing, and recruitment into a single managed function.

Rooted in Managing Director Aleksandar Marinkovic’s practical mindset, this offering positions Hi-Care less as a supplier and more as a reliable support structure that relieves businesses of administrative burdens and takes over “critical functions with accuracy, compliance and efficiency.”

Discussing this “under-one-roof” solution, Graziella emphasises the “model is built on flexibility and customisation.” Hi-Care provides its clients with a seamless experience that eliminates the headache of relying on multiple vendors.

“We adapt our processes according to our clients’ size and needs, whether it's a small business looking for agility or a large corporation requiring structure and compliance. We know the challenges that businesses face, and we design solutions that are not only compliant but also efficient and targeted,” she explains. The company’s dedicated business-development function also actively monitors the competition to help it continually refine its offer and stay ahead on service improvements.

Quality and trust are two strengths that have been integral to the Hi-Care story since the beginning. The launch of the recruitment function further reinforced its credibility in a crowded market. Operating under the trading name EMM Malta Limited, the company’s licensing signals its regulated role in recruitment and outsourcing, while demonstrating its commitment to high standards and quality assurance.

Data security is a priority: security systems, strong protocols and staff training all work together to protect sensitive client information. Meanwhile, robust payroll processing is guaranteed by using “reliable software that ensures accuracy, compliance and speed.”

Addressing the various workloads created by frequent regulatory changes, Hi-Care’s HR Manager confirms, “we keep our team continuously trained, work closely with authorities and use reliable systems to ensure peace of mind for our clients on our legislative adherence.”

Workload challenges are also defined by seasonal realities and peak periods relating to specific sectors – hospitality, for example, sees a spike in applications from migrant workers around May, while Malta’s local workforce tends to be more mobile in January.

As work permits are a primary challenge affecting much of Hi-Care’s workforce, a full-time staff member is allocated to liaising with Identità Malta to navigate this area. Graziella explains the realities of the upfront financial burden on third-country nationals due to health screening and vaccination requirements. Additionally, migrant workers hoping to enter Malta’s hospitality sector incur the further cost of the Skills Pass that was introduced last year. As a result, candidates can face over €1,200 in fees before being eligible to start work – making candidate placement even more challenging.

The pursuit of growth carries the responsibility of doing so without compromising compliance or service levels. So an important question is how is the company gearing up for scalability while maintaining its standards, given the growing demand for outsourced administrative functions? Graziella explains Hi-Care Services is “preparing to scale by standardising procedures, investing in team training and using technology that supports higher volumes without losing quality.”

Meanwhile, satisfaction and success are tracked by focusing on “compliance rates, response times and direct feedback from both clients and candidates” as well as structured follow-ups with both sides after candidate placement.

As for the impact of external developments (immigration law reforms, labour regulation changes and economic shifts) on outsourcing – and the issue of staying agile in response – Graziella clarifies that the company adapts operations and processes as necessary.

Growing a solid base of satisfied customers naturally starts at the source: by having happy employees. Hi-Care prioritises direct access to management where an open-door policy is proven reality; “I have all our employees on WhatsApp,” Graziella proudly shares. She goes on to describe a hands-on internal culture where team members instinctively help each other across departments, as circumstances require. Indeed, her own management style is collaborative, often assisting her team with the heavy lifting relating to payments and permits – “no it’s not my job but sometimes you have to forget your title and roll up your sleeves,” she states candidly.

Furthermore, the company prioritises a sense of community. Employees are encouraged to share lunch breaks together, fostering a family atmosphere involving conversation, communication and personal experiences.

Employee engagement is boosted via one-to-one meetings and the company places importance on external training for its workforce. “Just as we support other companies with recruitment, we invest in our own team through continuous training, regular updates, and client-service workshops to ensure our staff are confident and aligned with the high standards we promise to our clients,” she adds.

One has to wonder what the future holds for an 85-strong company that started life providing people and solutions in the healthcare, cleaning, maintenance, and construction sectors before diversifying into recruitment and admin outsourcing.

To this end, Graziella reveals Hi-Care is piloting a product that supplies junior admin staff (reception, customer care, payroll clerks, data entry) to companies. Still in its infancy, this strategically important service is to be fully rolled out in 2026 and will be a significant growth area for the company.

The group is also securing a foothold in its founder’s native Serbia through its recent establishment of a modestly-sized cleaning business – an indicator of early steps towards cross-border expansion.

 “We recruit to outsource,” says Graziella, succinctly summing up a model that centres on removing hurdles for clients rather than creating them – ultimately helping businesses meet their personnel needs and alleviating them of bureaucratic overwhelm. Rather than viewing outsourcing simply as an add-on service, the company recognises its crucial role as an effective risk-reduction mechanism; one that is built on compliance, structure and process. 

Hi-Care Services does not just supply people; it supplies the framework that allows these very people to work. And as a trusted custodian of the operational back end, the company enables its clients to get on with driving the front end of running their business.

For more information, visit: https://hicareservices.mt/