Employee rights in the Maldives: hours, overtime, leave and minimum wage

Knowing your rights at work protects you from being underpaid, overworked or treated unfairly. In the Maldives, most employment relationships are governed by the Employment Act (Law No. 2/2008) and its amendments, along with regulations such as the minimum wage order. This guide summarises the main rights for employees, Maldivian and foreign, in plain language.

This is general information. Laws are amended from time to time, and your employment agreement may give you more than the legal minimum. For specific problems, contact the Labour Relations Authority or a lawyer.

Who the law covers

The Employment Act applies to most employees working in the Maldives, whether Maldivian or foreign, in the private sector and many parts of the public sector. Some groups, such as the armed forces, are covered by their own laws. Expats on work visas are employees under the Act and have the same core rights.

Your employment agreement

You should have a written employment agreement before starting work. It should state at least:

• Your job title and duties.
• Your salary, allowances and when you'll be paid.
• Working hours and days.
• Leave entitlements.
• Start date and, if fixed-term, end date.
• Notice period.
• For expats: accommodation, food, flights and other benefits promised.

Keep a signed copy. If what you were promised during recruitment is different from the contract, raise it before signing. If your contract is in a language you don't understand, ask for a translation.

Working hours

• The standard is up to 48 hours a week, commonly arranged as up to 8 hours a day over six days.
• Friday is the usual weekly rest day in the Maldives, though tourism and other businesses run seven days and give rest days by rota.
• Employees are entitled to breaks during the working day, including time for prayer.
• An amendment to the Act confirmed employees' right to leave the workplace once their working hours end, and requires employers to keep overtime records that the Labour Relations Authority can inspect.

Overtime

• Overtime is work beyond the normal hours.
• It is generally paid at 1.25 times your hourly wage.
• Overtime on a public holiday is generally paid at 1.5 times.
• Employers generally can't require overtime unless your employment agreement provides for it.
• Keep your own record of hours worked; it helps if there's a dispute.

Public holidays

The Maldives has a number of public holidays, including religious holidays such as Eid. If you're required to work on a public holiday, the law provides for extra pay. See public holidays in the Maldives.

Leave

Annual leave

Employees who have completed a year of service are entitled to 30 days of paid annual leave under the Act. Proposals to reduce this have been debated in the past, so check the current text. Your contract may give more. Agree leave dates with your employer in advance.

Sick leave

The Act provides paid sick leave, normally supported by a medical certificate, up to the limits set in the law. Tell your employer as soon as you can when you're unwell, and keep copies of certificates.

Maternity and paternity leave

Female employees are entitled to paid maternity leave, and the law also provides paternity leave for fathers. Entitlements have been changed over the years and may differ between sectors, so check the current number of days with your employer or the Labour Relations Authority. It is unlawful to dismiss an employee because of pregnancy.

Other leave

The law also provides for other types of leave, such as family responsibility leave and leave for religious pilgrimage, subject to conditions. Ask your employer about the details.

Pay and minimum wage

• Wages must be paid on time, as agreed, usually monthly, with a payslip showing the breakdown.
• Deductions must be lawful and explained.
• A minimum wage order took effect from 1 January 2022 for Maldivian employees. It set hourly rates by employer size; for example, the order lists MVR 21.63 per hour for small enterprises, MVR 33.65 for medium enterprises, and MVR 38.46 for larger businesses, with micro enterprises exempt. Minimum wage includes basic salary and fixed allowances, but not overtime, Ramazan allowance or service charge.
• A 2022 amendment left the timing of minimum wage for expatriate employees to the government's discretion. Check whether it currently applies to you.

Rates may be revised, so check the current order with the Ministry or the Labour Relations Authority.

Service charge

Many tourism businesses, restaurants and cafés add a service charge to bills. Under Maldivian law, service charge collected from customers is meant to be shared with employees. If you work in tourism or hospitality, your contract and payslip should show how service charge is paid to you. If you think it's being withheld, ask your employer and, if necessary, contact the Labour Relations Authority. See tipping and service charge.

Pension

Maldivian employees are enrolled in the Maldives Retirement Pension Scheme, with contributions from both employer and employee. Rules for foreign employees differ. See the pension scheme explained.

Health and safety

Employers must provide a safe workplace, safety equipment where needed, and training. This matters especially in construction, boats, kitchens and resorts. You have the right to refuse work that is clearly dangerous and to report unsafe conditions.

Passports and documents

Your passport belongs to you. Employers should not hold workers' passports against their will. Withholding identity documents is treated as a serious matter under Maldivian law, including the law against human trafficking. If your employer keeps your passport, ask for it back and report the issue to the Labour Relations Authority or the police.

Your employer is responsible for arranging and paying for your work visa and permit through the Xpat system. See the work visa process.

Discrimination and harassment

The law prohibits discrimination at work on grounds such as race, nationality, gender, age and disability, among others. Sexual harassment is prohibited by law, and employers are expected to take steps to prevent and handle complaints. Keep a record of incidents and report them.

Ending employment

The Act sets rules on notice, termination and dismissal. Employers generally need a valid reason and must follow fair procedures; dismissal without notice is usually limited to serious misconduct. See leaving a job for final pay and visas.

How to complain

1. Talk to your employer or HR, and put your complaint in writing.
2. Labour Relations Authority (LRA): the government body that enforces the Employment Act. You can file complaints about unpaid wages, overtime, leave, contracts and working conditions. The LRA can inspect workplaces.
3. Employment Tribunal: hears employment disputes, such as unfair dismissal and unpaid amounts. Claims must be filed within time limits.
4. Police: for crimes such as assault, trafficking or document confiscation.
5. Your embassy: foreign workers can also ask their embassy for help.

Keep evidence: contract, payslips, bank statements, time records, messages and photos.

Checklist

1. Get a written contract and keep a copy.
2. Know your hours, overtime rates and leave entitlements.
3. Check your payslip each month.
4. Keep your passport yourself.
5. Keep records of hours and any problems.
6. Know where to complain: LRA, Employment Tribunal, police.