Maldives (MV)
The Maldives is the world's most geographically dispersed country — a chain of 26 coral atolls and 1,192 islands stretching 900km across the Indian Ocean, of which only about 185 are inhabited.
Employment Rights
Sick leave, dismissal protection and red flags in Maldives.
The Maldives Employment Act (Law No. 2/2008) and its subsequent amendments govern all employment relationships, including for foreign workers. Enforcement of labour rights is handled by the Ministry of Higher Education (employment division) and, for disputes, the Employment Tribunal. In practice, enforcement is uneven — resort workers in particular operate under sector-specific conditions that may deviate from the Act. No trade unions operate in the Maldives. Workers' rights awareness among foreign migrant workers (predominantly Bangladeshi and Indian) is low, and exploitation has been documented in construction and domestic sectors.
Sick leave
Rules: Minimum 30 days of paid sick leave per year under the Employment Act. Sick leave after exhaustion of the 30-day entitlement may be unpaid or subject to employer discretion. For resort and hospitality workers, confirm your specific contract terms.
Doctor note: A medical certificate from a registered health facility is required for sick leave exceeding 2 consecutive days. For resort-based employees, the resort nurse or visiting doctor typically issues certificates.
Employer pay: Sick leave within the 30-day entitlement is paid at 100% of normal wage. Extended sick leave beyond the statutory entitlement may be treated as unpaid leave or annual leave deduction depending on the employer policy.
Long-term: No government sickness benefit exists for foreign workers. MPAO pension contributions do not include sickness benefits. Long-term illness is covered only by employer arrangements or private health insurance.
Dismissal protection
Law: Employment Act (Law No. 2/2008). Employees who have completed probation are protected from arbitrary dismissal. Grounds for termination: misconduct, redundancy, incapacity, or legitimate operational reasons. Employers must follow a formal process: written warning → investigation → decision letter. Summary dismissal (without notice or pay in lieu) is permitted for serious misconduct (theft, assault, drug use).
Deadline to sue: Disputes must be filed with the Employment Tribunal within 6 months of the date of dismissal or the act giving rise to the complaint.
Probation
The Employment Act allows for a probationary period of up to 3 months (extendable to 6 months in some sectors). During probation, either party may terminate with 14 days notice. Performance standards and evaluation criteria should be stated in the contract. Resort hospitality roles commonly have 3-month probation.
Notice periods
After probation: minimum 30 days notice (employee or employer). Senior/management roles: often 60–90 days by contract. Pay in lieu of notice is acceptable. Notice period may be shortened by mutual agreement.
Working time
Max hours: 48 hours per week standard working time under the Employment Act. For resort workers, shift patterns and rotation schedules often exceed 48 hours in active weeks — check your contract, which may specify an averaging arrangement.
Min rest: Minimum 11 hours rest between shifts. One day off per week minimum (Fridays are the day off for most full-time workers).
Overtime: Overtime must be compensated at 1.25× normal hourly rate (Employment Act). Resort contracts often include all-inclusive salary packages that effectively cover overtime — verify your contract terms. Excessive unpaid overtime is a common issue particularly for migrant workers.
Vacation
30 days annual leave per year (Employment Act minimum), accrued at 2.5 days per month. Leave days can usually be accumulated. Resort workers often negotiate leave into their contract as home leave (annual return flight included). Maternity and sick leave are separate from annual leave entitlement.
Anti-discrimination
The Employment Act prohibits discrimination in employment based on religion, race, sex, disability, marital status, and other protected characteristics in principle. In practice, enforcement is limited. Islamic law and cultural norms influence hiring decisions, particularly regarding gender and religion in some sectors. LGBTQ+ individuals face significant legal and social risks — see scamWarnings for context.
Contract red flags
- !Salary paid partly in cash without payslip — you lose MPAO and documented income history.
- !No written contract — verbal agreements are not enforceable in any meaningful way.
- !Contract states different salary than what was agreed verbally — always verify written salary matches your offer letter.
- !Visa sponsorship tied to accommodation with excessive deductions — calculate net take-home after deductions carefully.
- !Contract without specification of annual leave or home leave flight — standard resort contracts include one annual return flight.
- !Ambiguous termination clause allowing employer to terminate "at any time for any reason" — this removes your statutory protections.
- !No MPAO pension enrollment stated — your employer is legally required to enroll you.
- !Probation period exceeding 6 months — not permitted under the Employment Act.
- !Clause requiring repayment of relocation costs if you leave within a certain period — make sure the conditions are reasonable (24 months or less).
- !No clarity on whether the statutory minimum wage applies to you — the national minimum wage (MVR 4,500–8,000/month depending on business size, from 2022) applies only to Maldivian nationals; foreign workers are explicitly excluded under the 7th Amendment until the Minister of Economic Development sets a compliance date; negotiate your salary independently
Employment Rights
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