In the Maldives, the Employment Act regulates the standard working hours for employees. The standard work week is capped at 48 hours, which translates to a maximum of 8 working hours per day, from Sunday through Thursday.

Certain categories of employees are exempt from the standard working hour provisions. These include those working in emergencies, on seafaring vessels or aircraft, religious officials, and individuals on call duty.

It's important to note that the Maldivian workweek follows a Sunday to Thursday schedule. Therefore, Friday and Saturday are considered rest days, and employees cannot be mandated to work during this period without additional compensation.

In conclusion, the Maldives has clear regulations regarding standard working hours, ensuring that employees are not overworked and have sufficient rest periods. These regulations are crucial in maintaining a healthy and productive workforce.

In the Maldives, the Employment Act governs the rules and compensation for overtime work undertaken by employees.

Overtime applies when work hours exceed the standard workweek of 48 hours. However, overtime work cannot be unilaterally enforced by the employer. The employee's consent, potentially outlined within the employment contract, is necessary before exceeding standard working hours.

The Maldives Employment Act mandates overtime compensation, with the rate varying depending on the day worked. Overtime worked during weekdays is compensated at a rate of 1.25 times the employee's regular hourly wage. Overtime worked on Fridays, public holidays, or any designated rest day is compensated at a higher rate of 1.5 times the employee's regular hourly wage.

For example, an employee in the Maldives who earns a regular hourly wage of MVR 10 and works 2 hours of overtime on a Wednesday would be entitled to MVR 25. This is calculated as follows: Overtime pay = (Regular hourly wage x Overtime rate x Number of overtime hours) = (MVR 10/hour x 1.25 x 2 hours) = MVR 25.

There are exceptions to these rules for specific professions outlined in the Employment Act, such as emergency personnel, seafarers, and religious officials, who may have different overtime regulations. Furthermore, employers are obligated to maintain accurate records of employee work hours, including overtime, to ensure proper compensation.

In the Maldives, the Employment Act outlines the minimum entitlements for rest periods and breaks for workers.

There are two types of mandatory breaks mandated by the Act:

• Meal Break: Employers must provide employees with a minimum 30-minute break after every five consecutive hours of work. This break time is not included in the employee's working hours and must be paid.

• Prayer Break: Every employee is entitled to a 15-minute break during each prayer period, provided it does not disrupt work. If this dedicated prayer break isn't provided, an alternative 15-minute break must be offered every four hours of work.

Certain categories of employees might have different break arrangements as agreed upon in their employment contracts, as outlined in Section 34(a) of the Act.

Employers are legally obligated to adhere to these minimum break requirements. Employees who believe their break rights are being violated can seek assistance from the Labour Relations Authority in the Maldives.

In the Maldives, the Employment Act establishes specific regulations for night shifts and weekend work, aiming to ensure fair treatment and compensation for these working conditions.

Night work is defined as any work performed between 7:00 pm and 6:00 am. The regulations include:

• Night Shift Allowance: Employers must pay employees a night shift allowance on top of their regular wages. The specific amount of this allowance isn't mandated by the Act and can be negotiated within employment contracts.

• Reduced Working Hours: Night shift workers are entitled to a shorter workday compared to regular working hours. The Act doesn't specify the exact reduction, but it leaves room for negotiation in employment contracts.

• Health and Safety: Employers have a responsibility to prioritize the health and safety of night shift workers. This may include providing adequate lighting and access to medical facilities if necessary.

While the Act doesn't explicitly prohibit weekend work, it does establish regulations for situations where employees are required to work on their designated rest days (typically Friday and Saturday):

• Weekend Overtime Pay: Employees working on weekends are entitled to overtime pay at a rate that's at least one and a half times their regular wage.

• Alternative Rest Day: If possible, employers should provide employees who work on weekends with a substitute rest day during the week.