Expanding business operations to Malawi offers access to a growing labor market and strategic connections within southeastern Africa. But before employers can onboard international talent, they must navigate Malawi's work visa framework, a system with specific requirements for employers and foreign nationals alike.
Here's everything organizations need to know about securing legal work authorization in Malawi.
Understanding work visas in Malawi
Definition of a work visa
A work visa in Malawi allows a foreign national to enter the country legally for the purpose of employment. Unlike a tourist visa, which prohibits income-generating activities, a work visa is a precursor to obtaining a work permit, which grants formal authorization to perform job duties in Malawi.
Types of work visas available in Malawi
Malawi primarily issues employment-related entry visas under the Temporary Employment Permit (TEP) scheme. In some cases, individuals may enter on a business visa for short-term activities, but employment itself requires the appropriate work authorization. Employers should consult the Malawi Immigration Department to determine which category applies to each hire.
Differences between work visas and work permits
In Malawi, a work visa allows entry into the country, while a work permit (specifically the TEP) permits the foreign national to engage in work. The visa is an entry document; the permit is the legal foundation for employment. Both are required and must be secured before any work begins.
Eligibility criteria for employer-sponsored work visas
Visa eligibility
Foreign nationals planning to work in Malawi must be sponsored by a locally registered employer. While self-sponsorship is rare and subject to stricter scrutiny, most work visas are tied to an employment contract with a Malawian company or organization.
Sponsorship requirements for employers
Sponsorship involves formal support for the employee's TEP application. The employer must write a letter of sponsorship, outline the job role, justify the need for a foreign national, and commit to regulatory compliance. This sponsorship becomes the basis for the employee's legal right to work in Malawi.
Employers must also prove:
- The job cannot be filled by a Malawian national
- The role is aligned with the applicant's qualifications
- The company is legally registered in Malawi
Additionally, Malawi maintains a localization policy, requiring employers to demonstrate capacity-building for local workers alongside foreign hires. This aligns with policies across several African nations aiming to balance foreign expertise with local employment opportunities.
Documentation needed for application
Typical documents include:
- Valid employment offer
- Certified copies of academic and professional credentials
- Police clearance from the applicant's home country
- Valid passport
- Completed visa and permit application forms
- Proof of employer's business registration in Malawi
All documents must be certified and, in some cases, translated into English.
Step-by-step guide to applying for a work visa
Application process for employers
- Submit a request to the Malawi Department of Immigration and Citizenship Services.
- Attach relevant documentation including job offer and proof of employer registration.
- Pay the application fees.
- Await approval of the Temporary Employment Permit.
- Once approved, the applicant can apply for the corresponding visa to enter Malawi.
Application costs
TEP fees range from MWK 500,000 to MWK 750,000 (US$300-$450) depending on the sector and duration. Employers should also budget for legal assistance and administrative processing fees.
Legal compliance and regulatory requirements
Visa and permit regulations for employers
All foreign employees must hold a valid TEP before starting any job duties. Employers are responsible for ensuring visa status is updated, renewed on time, and that work activities do not exceed the scope outlined in the permit.
Importance of legal compliance in hiring
Failure to comply with visa and labor laws can lead to penalties, revoked permits, or even deportation of the employee. For employers, violations can trigger fines, reputational damage, and limitations on future sponsorship abilities. Legal compliance ensures long-term operational stability.
Consequences of non-compliance with immigration laws
Malawi's immigration authorities conduct audits and inspections. Non-compliance-such as employing workers without a valid TEP-can result in:
- Suspension of business licenses
- Hefty fines
- Blacklisting of the employer
These outcomes can disrupt business continuity, especially for organizations operating in regulated industries like mining, agriculture, and healthcare.
Additional considerations for employers
Temporary residence permits and extensions
In addition to the TEP, foreign employees typically require a Temporary Residence Permit (TRP) to live in Malawi for the duration of their employment. TRPs are issued for one to two years and are renewable. Employers must ensure TRPs align with work permit validity.
How long employees can stay in Malawi
Work permits and TRPs usually match the term of the employment contract but can be extended with proper documentation. Employees must leave Malawi if their permit expires without renewal.
Options for employees without sponsorship
While rare, skilled professionals may explore investor permits or research fellowships through academic institutions. However, most work-based entries require an employer's sponsorship.
Tips and resources for a successful application
Following these best practices will give employers a leg up on the competition.
- Start early. Application reviews can take several weeks, so begin the process as soon as a job offer is extended.
- Ensure document accuracy. Incomplete or inconsistent documentation leads to delays or denials.
- Monitor expiration dates. Employers must track visa and permit expirations to maintain compliance.
- Use government and legal resources. Official channels such as the Malawi Immigration Department and Malawi Investment and Trade Centre provide up-to-date information on procedures and policy changes.
Utilizing support from EOR providers
An Employer of Record (EOR) is a third-party organization that hires and pays employees on behalf of another company. EORs manage legal onboarding, visa sponsorship, payroll, and compliance.
This model allows businesses to employ talent without setting up a local legal entity. EORs ensure visa processes are handled properly, freeing internal teams from administrative burdens and mitigating risk. Companies can access local talent quickly and compliantly, streamlining global expansion.
How Velocity Global can help
Navigating Malawi's visa process requires expertise, time, and a deep understanding of local compliance. That's where Velocity Global comes in. With our Employer of Record solution, we handle the complexities of hiring in Malawi-including visa sponsorship, legal onboarding, and regulatory compliance.
By partnering with us, companies gain a trusted ally for managing risk, hiring efficiently, and operating compliantly in Malawi. Whether expanding into new markets or relocating key talent, Velocity Global streamlines international employment.
If you want to learn more about how we enable compliant global hiring, explore country-specific hiring guides to support compliant expansion in Africa and beyond.
This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided "as is," and no representations are made that the content is error-free.
© 2025 Velocity Global, LLC. All rights reserved.
Topic:
Immigration + Relocation
