What the Policy provides
- Who is covered. Third-party providers, contractors and sub-contractors, and the people they employ who are stationed at or regularly work on University premises, including labour hire, temporary staffing, project-based contracts and outsourced operational services. Contractors remain responsible for their sub-contractors.
- Equivalent rights. Outsourced workers have core protections on wages, hours, safety and association no less favourable than the statutory minimum for direct employees. Contractors guarantee them and the University verifies them.
- No displacement of staff. Replacing permanent staff with outsourced labour solely to push wages below legal levels or to remove union rights is contrary to the Policy.
- No forced labour. Work obtained through threats, coercion, deception, document retention, debt bondage, intimidation or restrictions on movement is prohibited, as is trafficking.
- Contracts and documents. Workers hold a signed contract in a language they understand. Contractors provide verified lists of work permits and insurance certificates, illegal recruitment or visa fees and unlawful deductions are prohibited, and workers keep their own passports and identity documents.
- Fair pay. Contractors follow minimum wage orders, and the University does not award a contract to a bidder whose pricing cannot meet them. Wages are paid by bank transfer on the contractual payday, pay reflects duties and not gender, and withheld, delayed or unauthorised deductions are prohibited.
- Hours, overtime and leave. Standard hours are capped at 48 a week. Overtime is paid at 1.25 times the normal rate, or 1.5 times on public holidays. Annual, sick and emergency leave are guaranteed, with rest breaks and weekly rest days.
- Freedom of association. Outsourced workers may join trade unions and bargain collectively under the Industrial Relations Act (Act No. 1/2024), and may not be disciplined for lawful union activity.
- Health, safety and welfare. Contractors provide protective equipment free of charge, drinking water, sanitation, emergency medical support and safe workplaces. The University may inspect contractor-provided housing for expatriate workers and may suspend a contractor’s access to sites with serious safety risks, exploitation or repeated violations.
- Checks at tender. Tenders include a labour-rights compliance score. Bidders with Employment Tribunal losses or labour violations are disqualified, and compliance declarations may be required.
- Right to audit. Service agreements allow the University to audit payroll, timesheets, pension proof, work permits, medical insurance and health and safety records, and records on overtime, leave, discipline and complaints.
- A voice for outsourced workers. Workers can use the University’s Human Resources and Sexual Harassment Prevention Committee channels, reports are handled confidentially as far as reasonably possible, and the University may require the contractor to put violations right within set timelines.
- No discrimination or harassment. Contractors apply anti-discrimination policies equivalent to the University’s, and sexual harassment, bullying, intimidation and verbal abuse are prohibited.
- Human Resources and the Procurement Office administer the Policy. Compliance is monitored through audits, inspections, document reviews, worker interviews and incident reports. Enforcement ranges from corrective action to suspension, termination, tender exclusion or referral to the authorities. The Policy is reviewed annually.
Our practice before the 2026 policy
Maldives National University is a public university established by the Maldives National University Act (Law No. 3/2011). Its engagement of contractors has been conducted in compliance with the laws and regulations that apply to the public sector, and its procurement follows the MNU Procurement Policy in conjunction with the Public Finance Act and the government procurement regulation. Contractors, as employers, are bound by the Employment Act (Act No. 2/2008), including its non-discrimination provisions and the Employment Tribunal, by the minimum wage orders and by the work permit and expatriate employment rules.
Legal framework
The Constitution of the Maldives, the Employment Act (Act No. 2/2008), the Industrial Relations Act (Act No. 1/2024) and the Gender Equality Act (Act No. 18/2016). For expatriate workers, the Regulation on Employment of Expatriates (2023/R-111, replaced by 2025/R-120 in December 2025) and the University’s Policy on Expatriate Staff Welfare.
Related Pages and Policies
Sources
Policy owners: Human Resources and Procurement. Approved by the University Council; in effect from 27 October 2026.
