Unemployment in Maldives

The Maldives Bureau of Statistics defines an unemployed person as someone aged 15 or over who has no employment, has recently looked for work and is immediately available to work. The unemployment rate divides unemployed people by the labour force, which consists of employed and unemployed people. A person who is available but not searching, or searching but not immediately available, belongs to the Potential Labour Force rather than the standard unemployment count. The figures require careful interpretation. The 2022 Census recorded 9,244 unemployed resident Maldivians aged 15 and over and a national unemployment rate of 5.1%. The MBS Labour Force Survey for October 2024 to September 2025 covers Malé City, Hulhumalé and Vilimalé, but excludes resorts and the atolls. In that limited area, the rate was 2.3%, including 3.7% for Maldivians, 4.3% for Maldivian women and 2.5% for people aged 15 to 34. The survey also recorded 6,269 people in the Potential Labour Force; the broader LU4 measure was 7.9%, rising to 15.2% for women. These figures do not establish a current nationwide rate for all islands and resorts. The Maldives does not currently have an evidenced operational unemployment benefit, contribution-based unemployment insurance payment, published benefit amount, waiting period, payment duration or general job-search obligation. A 2025 audit reported that the Unemployment Insurance Bill had been withdrawn and the insurance component was on hold. A 2 October 2025 Gazette described an intended Unemployment Benefits Act and unemployment insurance for Maldivian workers, linked to job search and reintegration, but current evidence does not show a ratified and operating scheme. Access for foreign workers has not been established; work permits and immigration status remain separate matters handled through the relevant government system. For job search, the National Careers Service, now under the Ministry of Homeland Security, Labour and Technology, operates the MyCareer Portal. A user of legal age can create an account with eFaas, prepare a CV, search for jobs or courses, receive alerts, use matching tools and submit applications. Job listings are presented nationwide, but registration does not prove unemployment status and the service does not guarantee a job. Active labour market programmes, including SAILS and MEERY, may provide career guidance, referrals, employer contact, training, apprenticeships, upskilling or entrepreneurship support. Access depends on the programme or project and does not guarantee a place or payment. Income support is fragmented rather than unemployment-specific. The National Social Protection Agency can provide targeted programmes such as Food Assistance when the applicant is a Maldivian citizen and household income is below the applicable NSPA cutoff. The published amount is MVR 40 per person per month, up to MVR 240 per household. Applications can be submitted through NSPA, an Island Council or email; a decision is normally due within 15 working days, and an incomplete application receives a one-month period for completion. Payments are scheduled before the tenth day of each month. Single-parent, foster-parent, disability and medical-welfare programmes have separate eligibility rules, and Zakat or other welfare support is not an unemployment benefit. Job loss caused by business or service closure, organisational change or financial deterioration may fall under redundancy rules in the Employment Act and its General Regulation. The employer should seek to avoid or reduce dismissals, explain the reason and mitigation measures, and apply fair selection criteria such as service length, qualifications, experience, skills, attendance, discipline and performance without malice. Statutory notice or payment in lieu depends on the applicable law and contract. When requested, redundancy information must be supplied within five days, and the employer carries the burden of proving the dismissal reason. A former employee can request a performance record within six months after termination. The Labour Relations Authority, or LRA, handles employment-law supervision, advice and complaints, while the Employment Tribunal can hear relevant disputes. The published Employment Act translation gives three months from dismissal for a complaint against dismissal without cause. The ninth amendment to the Employment Act, numbered 2/2026, took effect on 14 March 2026 and tightened dismissal procedures, but a current consolidated English text was not evidenced in the available research. Anyone affected by dismissal should preserve the contract, termination notice, payslips, performance records and correspondence and confirm the current procedure with the LRA.