By The Maldives Labour Law now places a firm ceiling on weekly working hours, according to Legit.ng. Employers are barred from requiring employees to work more than 48 hours in a single week, with the threshold applying to regular working hours only.
The same report, published on 6 November 2026, states that overtime worked in line with the provisions of the Act is calculated separately and does not count toward the weekly limit. The law also limits how many consecutive days an employer can ask a worker to work before mandatory rest must be provided. Workers cannot be compelled to work more than six consecutive days without a break, and once an employee reaches that threshold, the employer must provide at least 24 consecutive hours of leave before the worker can be required to return.
What the weekly cap covers and excludes
The 48-hour ceiling applies to regular working hours, not to overtime. That distinction matters for payroll teams because it means a worker could lawfully exceed 48 total hours in a week when overtime is included, provided the overtime itself is arranged under the Act’s provisions. The source does not specify what those overtime provisions require, such as premium rates, consent rules or maximum overtime hours.
For HR and payroll practitioners, the practical consequence is that timekeeping systems need to separate regular hours from overtime hours at the point of capture. A single total-hours figure will not show compliance with the cap. Payroll calculations should treat the two categories independently, and employment contracts should state the regular weekly hours separately from any overtime arrangement.
The consecutive days rule in practice
The rest provision is structured around consecutive working days, not calendar weeks. An employer may schedule six consecutive days of work, but the seventh period must include at least 24 consecutive hours of leave before the worker can be required to return. The source states that this rest period cannot be broken into shorter intervals.
That rule has scheduling implications for shift-based employers, including resorts, construction sites and logistics operations. A roster that gives a worker 12 hours off between shifts after six days would not satisfy the requirement. The 24-hour rest must be continuous. HR teams should review roster templates to confirm that any six-day run is followed by a full day off before the next shift begins.
Sergio Miranda, CC BY 3.0
Baseline rules that contracts cannot undercut
The source reports that the rules apply broadly across the workforce and set a baseline that employment contracts cannot fall below, regardless of the nature of the job or terms agreed between both parties. That means an individual agreement to work longer regular hours, or to accept shorter rest periods, would not override the statutory minimum.
This is a common feature of labour law frameworks, but it is worth stating explicitly for employers in the Maldives because some sectors rely on flexible or informal arrangements. A signed contract that specifies a 52-hour regular week would not make that term lawful. Employers should audit existing contracts and offer letters against the 48-hour regular cap and the six-day rest rule, and amend any non-compliant terms before they become the basis for a dispute.
What the source does not yet clarify
The Legit.ng report does not state an implementation date, enforcement measures or any transition period. It also does not identify which authority in the Maldives is responsible for enforcement, nor what penalties apply for breach. HR and payroll leads should therefore treat the report as confirmation of the legal position rather than a complete compliance guide.
Employers operating in the Maldives should confirm the current text of the Maldives Labour Law and any supporting regulations through their local legal counsel or the relevant ministry before changing policies. The absence of stated enforcement detail in the source does not mean the rules are optional, and payroll teams should not wait for further announcements before reviewing timekeeping and rostering practices.
| Rule | Threshold | Applies to |
|---|---|---|
| Weekly regular hours | 48 hours maximum | Regular working hours only |
| Consecutive working days | Six days maximum | All workers before mandatory rest |
| Mandatory rest period | 24 consecutive hours | Required after six consecutive days |
Steps for HR and payroll teams
The immediate practical steps are narrow and specific. First, confirm that time and attendance records distinguish regular hours from overtime. Second, review rosters to ensure no worker is scheduled for more than six consecutive days without a continuous 24-hour rest period. Third, check employment contracts and policies for any regular-hours figure above 48 per week and correct it. Fourth, document the changes so that payroll can show compliance if asked.
Because the source does not describe enforcement or penalties, employers should not assume a grace period. The safer course is to align schedules and contracts with the stated limits now, while seeking confirmation of any additional detail from official sources in the Maldives.
Sources: Legit.ng
Photo: Hazy blue hour in Grand Canyon by Michael Gäbler, CC BY 3.0
