mra.mu<\/a>)<\/p>\nWorking hours, rest periods and overtime<\/h3>\n
Mauritian law is clear: the standard work week is 45 hours, excluding meal and tea breaks, with a maximum of 12 hours per day except in exceptional circumstances. Employees are entitled to at least 24 consecutive hours of rest per 7-day period, normally on Sunday, and 11 hours of daily rest. Overtime pay applies for hours worked beyond 45 or on public holidays.<\/p>\n
Leave, compensation and end of contract<\/h3>\n
After 12 months of continuous service, an employee is entitled to 20 working days of annual leave and 15 working days of paid sick leave. Maternity leave is 16 weeks of paid leave, with an additional 2 weeks in the case of multiple births or premature birth. Upon termination of employment, the employer must provide at least 30 days' notice or pay the corresponding severance pay, state the reason for termination, and provide a certificate of employment within 7 days of the end of the contract.<\/p>\n
In the event of dismissal deemed unjustified after at least 12 months of continuous service, severance pay may be due at a rate of 3 months' remuneration per 12 months of seniority, with pro rata for the remaining period.<\/p>\n
Hiring a foreign employee: points to consider<\/h2>\n
If you hire a non-citizen, the formalities are stricter. Official guides remind you that the employer must apply for work and residence permits on behalf of the employee, that the contract must comply with Mauritian law, and that the individual must not begin work before obtaining the required documents. Furthermore, the work permit is tied to the specific employer and is not transferable. In the event of contract termination for reasons not attributable to the employee, the employer must also cover repatriation costs according to the applicable regulations.<\/p>\n
FAQ about hiring an employee in Mauritius<\/h2>\nWhat are the employer's obligations when hiring an employee in Mauritius?<\/h3>\n
The employer must first clearly define the position and the type of contract. Mauritian law recognizes oral or written agreements, but a fixed-term contract must specify the tasks and duration in writing. Next, the employer must be registered with the MRA (Mauritius Revenue Authority) and then file the joint PAYE\/CSG\/NSF declaration each month for all employees. Finally, the employer must comply with the minimum wage, working hours, leave entitlements, authorized deductions, and contract termination rules.<\/p>\n
What are the mandatory leave and allowances for an employee in Mauritius and how are they calculated exactly?<\/h3>\n
After 12 months of continuous service, an employee is entitled to 20 working days of paid annual leave and 15 working days of paid sick leave. Maternity leave is 16 weeks of paid leave, with an additional 2 weeks in certain cases. In the event of termination of the contract, the statutory notice period is 30 days, unless payment is given in lieu of notice, and the certificate of employment must be provided within 7 days. If the termination is deemed unjustified after one year of continuous service, severance pay may be added.<\/p>\n
What social security and tax charges must an employer pay for an employee in Mauritius, and what do they correspond to?<\/h3>\n
The main charges are the CSG (General Social Contribution), the NSF (National Solidarity Fund for Employees), the training levy, and the PAYE (Pay As You Earn) deduction. In 2026, the CSG is 1.5 times the employee's share and 3 times the employer's share up to 50,000 rupees, then 3 times and 6 times the employee's share above that. The NSF is 1 times the employee's share and 2.5 times the employer's share. The training levy is 1.5 times the basic salary for the employees concerned. The PAYE is withheld at source and paid into the joint monthly tax return.<\/p>\n
How to draft an employment contract in Mauritius and what essential clauses should be included in the contract?<\/h3>\n
The contract can be oral or written, but a clear framework is essential. For a fixed-term contract, the employer must specify in writing the tasks, the required skills, and the duration. The contract must also stipulate the salary, payment frequency, working hours, leave, overtime arrangements, authorized deductions, and termination conditions. If the employee is a foreign national, details regarding work and residence permits must be included.<\/p>\n
What are the differences between permanent contracts (CDI), fixed-term contracts (CDD) and apprenticeship contracts in Mauritius and their implications for the employer?<\/h3>\n
A permanent contract (CDI) is used to cover a company's ongoing need. A fixed-term contract (CDD) is permitted for a specific need, but it must not replace a permanent and recurring position; the employee must not be treated less favorably than a colleague with a permanent contract in a comparable position. An apprenticeship contract is a distinct framework, recognized by labor law, which should be considered a training and skills development method rather than simply a permanent position.<\/p>\n
And now ?<\/h2>\n
You now have the basics for hiring legally in Mauritius. If your recruitment is part of a business setup or creation project, start by the reception desk at Expat Mauritius<\/a> And, to verify the site's editorial framework, also consult the legal notices<\/a>.<\/p>","protected":false},"excerpt":{"rendered":"Embaucher un salari\u00e9 \u00e0 l\u2019\u00cele Maurice ne s\u2019improvise pas. En 2026, l\u2019employeur doit s\u00e9curiser le contrat, respecter le salaire minimum national fix\u00e9 \u00e0 17\u202f745 roupies par mois, int\u00e9grer l\u2019additional remuneration de 635 roupies, et g\u00e9rer les cotisations mensuelles ainsi que les r\u00e8gles de temps de travail, de cong\u00e9s et de rupture du contrat. (labour.govmu.org) Le […]<\/p>\n","protected":false},"author":1,"featured_media":837,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-838","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/expat-mauritius.com\/en\/wp-json\/wp\/v2\/posts\/838","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/expat-mauritius.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/expat-mauritius.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/expat-mauritius.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/expat-mauritius.com\/en\/wp-json\/wp\/v2\/comments?post=838"}],"version-history":[{"count":0,"href":"https:\/\/expat-mauritius.com\/en\/wp-json\/wp\/v2\/posts\/838\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/expat-mauritius.com\/en\/wp-json\/wp\/v2\/media\/837"}],"wp:attachment":[{"href":"https:\/\/expat-mauritius.com\/en\/wp-json\/wp\/v2\/media?parent=838"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/expat-mauritius.com\/en\/wp-json\/wp\/v2\/categories?post=838"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/expat-mauritius.com\/en\/wp-json\/wp\/v2\/tags?post=838"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}