Fair and Inclusive Employment Practices at MNU

MNU is committed to promoting fair, transparent, and inclusive employment practices that support a diverse and thriving workforce. Recruitment, promotions, and professional development opportunities are guided by merit, equity, and equal opportunity principles, ensuring that all staff, regardless of gender, background, or role, have access to meaningful career progression. The University also invests in staff training, mentorship, and wellbeing initiatives to foster a supportive and empowering workplace. By embedding fairness and inclusivity into its organizational culture, MNU not only strengthens its own human capital but also contributes to broader economic growth and sustainable development in the Maldives.

The MNU Staff Team

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The MNU Staff team currently consists of 692 full time employees, of which 269 employees are academic staff. The academic workforce is currently supported by 590 visiting lecturers who contribute valuable industry experience and expertise, enriching the learning environment and complementing the full-time faculty. 

For the current year, total pay and benefits for full-time employees amount to MVR 187,778,309

A detailed breakdown of staffing levels and payroll information is reported in the MNU Annual Reports. 

Laws and Regulations

All employment practices and guidelines at The Maldives National University are primarily guided by two documents – The Maldives National University Act and the Employment Act of the Maldives. The University Council decided to adopt the principles outlined in the regulations of the Maldives Civil Service as a guide  for the University’s human resources management practices, thereby  ensuring that all employment practices are in line with national standards and best practices. Key policies related to employment are approved by the Human Resource Management Committee. The Human Resource Committee is a subcommittee formed by the University Council. 

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Recruitment and Selection

The MNU ensures that the fundamental principles of the Employment Act are upheld at all times. The two fundamental principles outlined in the Employment Act are the Prohibition of Forced Employment and Non-Discrimination.

MNU maintains equality and fairness across all employment practices including recruitment, selection, remuneration, training and development. 

As stipulated in the Employment Act, the MNU does not employ children under the age of 16. In instances where interns or others between the ages of 16 and 18 are engaged, parental consent is obtained prior to the commencement of the internship.

Recruitment and selection at MNU is guided by detailed job structures. 

Compensation and Remuneration

All full-time, part-time and contract employees of MNU earn competitive salaries and benefits as compared to similar institutions. Remuneration given to all employees are above the minimum wage standards set out by the Minimum Wage Order published by the Ministry of Economic Development in 2021. 

As a state institution, the MNU Pay Framework is also guided by the National Pay Policy Act and the Public Service Pay Framework 

Furthermore, all employees of the MNU enjoy the benefits of being enrolled in a health insurance scheme provided by the leading insurance provider, Allied Insurance.

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Staff Development

As the leading university in the Maldives,the MNU places a strong emphasis on the training and development of its staff. A dedicated Training and Development Unit (TDU) has been established for this purpose.

MNU adheres to a comprehensive Staff Development Policy which requires the formulation and implementation of staff development plans that cater to both short term and long term developmental needs of the university. The Staff Development Policy is supported by the Guideline on Financial Assistance and Support for Employees Pursuing Higher Education which facilitates the provision of financial assistance to staff undertaking further studies. 

These policies enable the provision of tuition fees for a total of 10 employees each year, along with fully funded PhD scholarships for 3 staff annually. In addition, 10 more staff members receive financial assistance to complete their PhD studies while working full-time.

The annual budgetary allocation for short term training is MVR 2,000,000 which supports staff to pursue short term training during the year. 

Details of short term training undertaken by staff are documented in the University’s Annual Reports.

The Maldives National University Libraries supplements the professional development efforts of the University by delivering comprehensive Information Literacy Training for academic staff as well as students. These sessions cover key areas such as APA referencing, effective search strategies, and the use of electronic databases to enhance research skills.

Employee Relations

The Employment Act of the Maldives provides for the formation of trade unions and employee associations. These provisions have been further reinforced with the introduction of the Industrial Relations Act (2024) which strengthens mechanisms for employee organisation and collective representation.

Although the MNU currently does not have any affiliated trade unions or employee organisations, the University remains committed to maintaining positive and constructive employee relations. In this regard, MNU regularly organises faculty-level and institutional-wide gatherings as well as official celebrations to foster community spirit within the university. 

A formal Grievance Policy has been in place at MNU since 2008, enabling staff to formally raise concerns related to their rights through a structured and transparent process. Grievances submitted under this procedure are addressed by an Appeal Committee, ensuring impartial review and resolution. 

The University has established a complaints mechanism in accordance with the Gender Equality Act (Act Number 18/2016) to address issues related to gender-based discrimination. 

The MNU has also established the Committee for Prevention of Sexual Abuse and Harassment in accordance with the Prevention of Sexual Abuse and Harassment Act (Act Number: 16/2014). The Committee is mandated to investigate complaints related to sexual abuse and harassment within the University, and to implement appropriate measures in response to such cases. 

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Flexibility

The MNU provides flexible working hours for employees, in alignment with student needs and service requirements. In addition to general flexibility, the University offers special working arrangements for pregnant staff and staff with infants, including options of working from home.

Performance Management

MNU implemented a performance management system in 2014, guided by a comprehensive Performance Appraisal Policy. The Appraisal policy outlines a structured process that includes the development of annual performance targets, a mid-year review and a formal appraisal. This system has been further reinforced by a Promotion Policy introduced in 2017  which guides employees towards advancement in their respective jobs. 

Furthermore the MNU Workload Policy  outlines the principles that guide academic staff to produce workload plans and workload reports. This policy requires academics to allocate their workload across three key categories: Teaching and Learning, Research and Development, and Management and Support. Performance measurement for academic staff includes an assessment of the extent to which the planned workload has been achieved.

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