The Civil Service Commission (CSC) has tightened the criteria for civil service salary increases under the Pay Framework. Civil servants must now achieve 85 per cent of benchmark points to qualify for a pay raise, up from 75 per cent under the original framework published on 1 May 2022.
The amendment comes into force on Wednesday, January 7, 2026.
The revisions affect salary increments within the three-tier “job allowance” system. To move from tier 1 to tier 2, a civil servant must have completed at least two years in the role and achieved more than 85 per cent in performance evaluations over two consecutive years. Those who do not meet the benchmark in consecutive years will only qualify once the criteria are fulfilled. The same conditions apply for progression from tier 2 to tier 3.
The framework also clarifies rules for civil servants who enhance their qualifications. Salary increments linked to improved qualifications, such as obtaining a degree, require performance evaluations of over 85 per cent following the attainment of the qualification. For re-employed staff, transfers, or changes in specialisation, salary progression will consider the employee’s previous position, position allowance, length of service, and performance appraisal marks.
Other provisions cover cases such as maternity leave or work exemptions, ensuring that periods away from the job are appropriately factored into eligibility for salary adjustments. Even if performance evaluations exceed 85 per cent, increments cannot be applied until the employee has completed the minimum two-year period in their role.
The framework requires that potential salary increments be identified during the budget planning process, with approvals from the Ministry of Finance required for any exceptions outside the budget.
Last November, the Maldives Monetary Authority (MMA) urged the government to implement upcoming salary increases in phases, cautioning that simultaneous adjustments across all sectors could strain the budget and the foreign exchange market.
Speaking before Parliament’s Budget Committee, MMA Governor Ahmed Munnawar highlighted that managing the cost of the pay harmonisation initiative would be a significant challenge in 2026. He estimated that recurrent expenditure could rise by around MVR 3 billion if salaries are adjusted at once. A staggered approach, he noted, would ease pressure on state finances and help stabilise the foreign exchange market, particularly given the limited access to international loans in recent years.
MMA Research Executive Mariyam Rashfa added that simultaneous salary increases could create inflationary pressures and negatively impact the MVR exchange rate, while spreading adjustments over time would make risks more manageable.
The government has allocated MVR 1.7 billion in the 2026 budget for salary revisions, covering civil servants and employees of independent institutions. The civil service workforce is expected to reach 54,000 next year, up 7,000 from 2025, with salaries projected to account for 30 per cent of the total budget.
