What the Policy provides
- Who is covered. Non-Maldivian academic faculty, technical experts, administrative consultants and visiting professors. Some provisions extend to outsourced or third-party workers where the University provides accommodation, supervision or workplace access.
- No recruitment costs for staff. The University bears all recruitment costs, including quota fees, work permit fees and the work permit deposit. Staff are not expected to pay the University or anyone else a fee to secure a position, and the University takes reasonable steps to make sure that recruitment intermediaries follow ethical and legal standards.
- A clear contract before arrival. Staff receive a written contract before they arrive, in a language they understand, stating salary, benefits and duties, with access to University policies and grievance procedures.
- Their own documents and freedom of movement. The University does not keep original passports or identity documents, except briefly for a specific administrative process such as visa stamping, after which they are returned promptly. Staff move freely outside working hours, and the University does not threaten deportation or permit cancellation for the exercise of their rights.
- Pay on time. Salaries are paid into a local bank account in the employee’s name by the last day of the month.
- Insurance and safety. The University provides and funds mandatory medical insurance and the medical checks required for work permits. Expatriate staff have the same safety protections and reporting rights as local staff, and the University endeavours to provide mental health support.
- Decent housing. Where the University provides housing, it must meet standards for ventilation, lighting, clean water, sanitation and privacy under the accommodation regulation (2021/R-15). Otherwise the University pays a housing allowance under the contract.
- Equal leave. Staff receive the same statutory leave as local staff, without discrimination on nationality, and are paid overtime or given alternative leave for agreed work on public holidays.
- A return ticket. The University pays the return ticket to the point of hire at the end of a lawful contract.
- Orientation, grievance and consular access. Staff receive an orientation on local law, culture and University policies. They may raise a grievance or approach the Employment Tribunal without retaliation, and may contact their embassy or High Commission at any time.
- Equal treatment. Staff are treated with dignity and are not discriminated against on grounds such as nationality, religion, language, gender or culture.
Pay and conditions
Pay for expatriate staff, as for local staff, is fixed to the position on the published single spine structure. Housing and food are provided or paid for as an allowance under the Regulation on Employment of Expatriates, at rates fixed by the Ministry of Finance. In 2025, the University employed 33 expatriate staff, 10 women and 23 men.
Our practice before the 2026 policy
Maldives National University is a public university established by the Maldives National University Act (Law No. 3/2011). The employment of expatriate staff has been conducted in compliance with the Employment Act (Act No. 2/2008), the Regulation on Employment of Expatriates (2023/R-111, replaced by 2025/R-120 in December 2025), the accommodation regulation (2021/R-15), the Immigration Act (Act No. 1/2007), the Prevention of Human Trafficking Act (Act No. 12/2013) and the rules that apply to the public sector.
Legal framework
The Employment Act (Act No. 2/2008), the Regulation on Employment of Expatriates, the accommodation regulation (2021/R-15), the Immigration Act (Act No. 1/2007) and the Anti-Human Trafficking Act.
Related Pages and Policies
Sources
Policy owner: Human Resources. Approved by the University Council; in effect from 5 October 2026.
