Understanding the DVR (Destination Visa Regulation)
The Destination Visa Regulation governs the entry, stay, and employment of foreign nationals in the Maldives. For employers, the key obligations under the DVR relate to sponsorship, permit renewals, and the expatriate quota system.
All foreign nationals working in the Maldives must hold a valid Work Visa (WV) endorsed by the employer. The employer acts as the sponsor and bears legal responsibility for the employee's compliance with immigration conditions.
The Expatriate Quota System
The Maldives operates a quota-based system for foreign workers. The quota is calculated as a percentage of the total workforce, and the applicable percentage varies by industry:
| Industry | Maximum Expatriate Percentage | |---|---| | Tourism (resorts, hotels, liveaboards) | 50% | | Construction | 75% | | Retail and trading | 30% | | Professional services | 30% |
Before hiring a foreign national, you must confirm that your current expatriate headcount is within the allowed quota for your sector. Exceeding the quota — even temporarily — can result in permit applications being rejected and fines imposed.
Steps to Hire a Foreign National
- Check your quota — verify your current expat count against your approved quota via the Immigration portal
- Obtain a Job Advertisement Certificate — vacancies must be advertised locally first (minimum 30 days)
- Apply for an Employment Approval — submit the application through the Maldives Immigration online system with supporting documents
- Issue the employment contract — the contract must match the approved role and salary
- Employee enters on a Work Visa — the WV is typically valid for 12 months and tied to the sponsoring employer
- Register with MIRA and pension — expatriate employees are exempt from the Maldivian pension scheme but must be accounted for in payroll tax correctly
Work Permit Renewals
Work permits must be renewed before expiry. We recommend initiating the renewal process at least 60 days before expiry to allow time for document preparation, apostille verification for overseas qualifications, and processing delays at the Immigration department.
Late renewals attract fines. Operating with an expired work permit is a serious compliance breach and can result in the employee being required to leave the country.
Key Documents Employers Must Maintain
- Original employment contract (signed by both parties)
- Copy of the employee's passport and visa page
- Work permit approval letter
- Health insurance certificate (mandatory for all expat employees)
- Proof of medical fitness (required for renewals)
These documents must be available for inspection by the Department of Immigration and Emigration at any time.
Common Compliance Mistakes
1. Changing the employee's role without updating the permit The work permit is approved for a specific role. If you promote or reassign a staff member to a different function, a new permit application is required.
2. Failing to cancel permits when employees leave When a foreign national's employment ends, you are legally required to cancel their work permit and notify immigration within the prescribed timeframe. Uncancelled permits count against your quota.
3. Subcontracting without proper authorisation Some businesses attempt to second foreign staff to affiliated companies. This is only permitted under specific arrangements and requires separate immigration approval.
How We Help
Metamorphosis MV's expat and visa services team manages the complete permit lifecycle for employers: quota assessments, permit applications, renewals, and cancellations. We also advise on compliance audits and represent clients in dealings with the Department of Immigration and Emigration.
Get in touch to discuss your hiring plans or upcoming renewal cycle.