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Employment regulations in Mauritius are governed by statutes such as the Employment Relations Act, the Employment Relations (Amendment) Act of 2019, and the Workers’ Rights Acts. These laws provide specific provisions for employee protections and workers’ rights.
Mauritius is considered one of the most business-friendly countries in the sub-Saharan region. It has been recognized for overall governance in Africa and has attracted foreign investors, particularly from Europe.
The Workers’ Rights Act in Mauritius defines a "worker" as someone earning up to MUR 50,000 per month, while an "employee" includes any employed person regardless of salary.
Employees in Mauritius benefit from protections against discrimination based on various factors, including age, religion, sexual orientation, gender expression, and race.
In Mauritius, employment contracts are drafted in either English or French, with the option for bilingual content. These contracts are required to be in written form and necessitate the signatures of both parties involved. Essential components in the contracts include:
There's no law setting a maximum probationary period, but it's usual for companies to have probation periods lasting one to three months.
The standard workweek is 45 hours, either distributed as 9 hours per day over five days or 8 hours per day over six days.
Any work beyond the standard 45 hours per week in Mauritius qualifies as overtime, and it is compensated at a rate of 150% of the regular hourly salary.
The national minimum wage for a full-time employee in Mauritius is 11,575 MUR for non-export enterprises and 10,875 MUR for export enterprises.
Employers in Mauritius are required to provide a 13th salary to employees. This can be in the form of an end-of-year bonus, equivalent to 1/12 of the annual earnings, or a gratuity as per the End of Year Gratuity Act 2001, whichever is higher. This applies if the employee has been continuously employed for all or part of the year and remains employed as of December 31 of that year.
Individual income tax varies between 10% and 15%, with progressive rates as defined below. Its worth noting that income exemption thresholds may also apply depending on the number of dependents - for more information on this, reach out to one of our experts!
Mauritius' pension system comprises various pillars, including a basic retirement pension scheme, mandatory contributory lump sums, mandatory contributory income streams, and voluntary pension schemes. The standard retirement age is 65 years old.
The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in Mauritius tailored to your needs.
In Mauritius, employee contracts can be terminated for just cause, including reasons such as:
In accordance with the Workers’ Rights Act (WRA) in Mauritius, the statutory notice period requires employers to provide a minimum of 30 days' notice before dismissing an employee. However, it's common for employment contracts to specify longer notice periods.
Employees are entitled to severance pay based on their length of service and the reason for termination. If an employer lets go of an employee without a good reason and the employee has worked for at least a year, the worker can ask for severance pay. The amount is three months' pay for each year of service.
Public holidays might change if they fall on a weekend; the government decides whether to move them to a weekday or not. Some religious holidays determined by the lunar cycle will be confirmed closer to the date.
Legal and compliance experts are readily available to provide guidance and case-by-case Q&A support.
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