Mauritius employment laws & regulations, an overview

Every foreigner who wants to relocate or invest in Mauritius has the duty to understand the laws and rules in force in the country.  Even if many can afford the support of professionals in the fields, some basic knowledge still remains important. We are launching a series of short articles on our blog to help our readers understand the laws (and the spirit of law) which are related to the setting-up & operation of business in Mauritius. This series will include, amongst others: company law, accounting rules, tax rules and employment.

We start our series with the last topic: employment.

The authority

The Ministry of Labour, Industrial Relations & Employment is the supreme authority which regulates labour laws in Mauritius. The ministry operates several departments, each one specializing in a particular aspect of employment: operational health & safety, labour law, employment of foreign nationals, licensing of recruitment agencies, etc.

The head-office is found in Port Louis (where else?) – but several sub-offices are operational in various regions of the island.  These sub-offices offer a number of services to employers & employees and were created to avoid overloading the head-office.

The Laws

The Employment Rights Act is the main law that governs employment in Mauritius.  The Law itself is not heavily loaded with legal and technical jargon. It is written in a rather accessible language and allows the nonprofessionals to at least understand the fundamentals.

It is to be noted that the Employment Rights Act is not the only reference that needs attention. Employers need to consult Remuneration Orders issued by the Ministry of Labour, Industrial Relations & Employment. Remuneration Orders set out the additional rules of employment in industries operating with specific needs. For example: hotels, tourist’s entreprises, shops, call centres, etc. These businesses operate specific working hours and therefore turn to Remuneration Orders of their particular industry to determine, for example, how overtime is calculated or paid, shift systems & mandatory rest periods, after-hour transport obligations, meals & other allowances – and other specific issues.

Employment, an overview of the main points

  • Intervals between two salary payments shall not exceed 1 month.  No agreement is valid if it mentions an interval exceeding 1 month. Employers and employees may enter into agreement for pay intervals of less than 1 month
  • Working hours: 8 hours of effective work per day – except for those working on a part-time basis and for watchmen.  For the latter, 12 hours of effective work per day is recommended by Law.
  • Overtime should be on mutual agreement (employer & employee). On expected future overtime, the employer has the duty to give a 24 hour notice to his employee (wherever possible) and the latter may refuse to attend such overtime work, with a 24 hour notice.
  • A worker performing on a public holiday earns twice his hourly rate for each hour worked on that day.
  • For each 4 hours of work, an employee has a right to 1 meal break of 1 hour AND to 1 tea-break of 20 minutes Or 2 tea-breaks of 10 minutes each.
  • No discrimination: employees of the same category, working on the same hours should be paid on an equal basis.
  • The right to payslips cannot be discussed – it is mandatory!
  • No deductions are allowed on salary, save and except those mentioned in the Law. In case of refund of advance salaries, the employee needs to give his consent in writing and the refunds shall not exceed one-fifth of the monthly salary.
  • Maximum deduction (in any case) shall be less than 50% of the salary payment
  • Employers cannot apply financial sanctions (fines) to employees for negligence or damage to equipment.  Employers cannot apply any interests or financial charges on advances made to employees.
  • The cost of transport shall be borne by the employer and refunded to the employee if the permanent place of residence of the latter is more than 3kms from the place of work. If called to work after normal working hours (where public transport is not available), the employee has the right to a free transport means from his employer, irrespective of the 3kms distance
  • The right to leaves (annual, sick, maternity and paternity) is opened to the employee after 12 months of consecutive employment
  • Annual leave: 20 days + 2 additional days.
  • Sick leave: 15 days.
  • Maternity leave: 12 weeks (with an option of 6 weeks prior to confinement). Breast-feeding female workers have the right to two breaks of 30 minutes each or to one break of 1 hour per day, over a period of 5 months following confinement or over such periods as may be medical advised.
  • Paternity leave : 5 consecutive days.
  • Any employer, employing more than 10 persons should cater for medical facilities on-site.
  • The employer has the duty to provide transport facilities to any employees suffering from accident on his place of work.

National pensions funds & training levy

The maximum salary on which pensions funds & solidarity fund contributions are calculated : Rs12,640

–       The employee pays 3% (National Pensions Fund) + 1% (National Solidarity Fund)

–       The employer pays 6% (National Pensions Fund) + 2.5 (National Solidarity Fund)

–       Training levy is paid by employer at the rate of 1.5% on the actual salary (not the maximum of Rs12,640). This training levy gives right to a refund of costs of training spent on training schemes approved by the government.

We have, in this article, highlighted the main points of labour law and regulations of Mauritius.  Readers will understand that it is impossible for us to cover all the laws in this short article.  We therefore make ourselves available to answer your queries by email (



About Gibson & Hills

Gibson & Hills Ltd is a consultancy firm that offers specialized services and solutions to people and businesses , operating in or with Mauritius. We advise on business creation, management and immigration issues to help foreigners set base in paradise-island. Mauritius is one of the world's most avantgarde business jurisdictions and offers an excellent quality of life standard. Invest in Mauritius and choose to live next to the world's finest beaches and turquoise lagoons. A low tax regime, streamlined procedures and friendly business framework give you a cutting-edge advantage on the international playground. Our team will advise you in selecting the best options available through personalized counseling. We take every project as a unique one. We know that behind every project lies the dreams and ambitions of someone. Our philosophy is to value, respect and ensure this dream and give what it takes to transform it into reality. Invest in Mauritius. Relocate and open the doors to paradise.
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568 Responses to Mauritius employment laws & regulations, an overview

  1. Claudille says:

    hello, i do freelancing online. If i want to sell my services to locals through newspaper and since i will be receiving money, do i need to register my name somewhere? will it be consider as a business? or do i just need to write a mini-contract between me and the potential clients saying that they are paying me such amount for such service?

    • Hi Claudille

      You have the option to take out your Business Registration Card. You are considered as a self-employed business since earning income out of service sale.

      For tax purposes, it is better to have the Business Registration Card. It might get complicated if you’re not able to explain your income. Through a business registration card, you can invoice your services and these will match your income, therefore clear for any tax issue.

      I hope this answered your question. Else, feel free to message us.

      Kind regards

  2. Hi,
    I had an offer to work with Shoprite located at Port Louis as a restaurant security. The basic wage of Rs 95000 to be adjusted each year per the appropriate additional Remuneration Act. work duration is two years. pls, is shoprite security earning more or up to such an amount and will the company open a new account for me or pay through the agent, what is the modality? please also help me to throw more light on the above salary whether it is per month or anual. Thanks.

  3. roshi says:

    Hello, am Roshi.
    I want to know if my employer can oblige me to do a check up with the company doctor if i’ve sent a medical certificate please? Am sick and suffering, i’ve sent my M.C but they are after me to do a check up. Is that ok according to the employment law please? its not me who applied for sick leave but the doctor himself gave me sick leave to rest.

    I need a reply asap please, for me to know what action to take.


    • Hi Roshi

      If you are showing an absence (sick) trend, then your employer might request a ‘counter-check’.
      We are all aware that medical certificates, unfortunately, not that 100% reliable – as some people can easily arrange for such papers from unscrupulous doctors. This is a fact, no denial about it.

      But in your case, might be good, if you have nothing to hide, to just comply with the employer’s request. At the end of the day, it will only secure you and your job.


  4. Bilkiss Jeetun Abdoolah says:

    I have work for more than 14 years in a parastatal body in Mauritius. Since 2013 I was sent for Occupational Health to a Government Hospital according to the OSH act, Mauritius. I was diagnose with low cholinesterase level due to exposure to pesticides as I work in an environment exposed to pesticides.
    The management decided to counter check government analysis report with a private laboratory. When results can out fine from the private laboratory, management decided not to take any action.
    Since I reported the case to the Ministry of Labour, management decided to change my posting and made me sit with nothing to do from 08.45 to 16.00 for more than 3 years. They then gave me a retirement letter on medical ground within a notice of less than 1 month saying that there is no work that can be assigned to me as per my Scheme of Service. I did not attended any medical board nor was found unfit for duty.
    I have evidences that it was a high handed unjustified dismissal decision.
    Please let me know how you can help.
    Thanking you

    • Hello Bilkiss

      I think the ideal path is to get back to Ministry of Labour, with all facts and documentary evidence, if available.
      The Ministry is best in handling such situations.

      All the best

  5. kiara says:

    Working in Mauritius for company situated in Dubai, should we abide to Mauritian law in regards to paternity leaves. As per the company it is Dubai law that is applied

  6. goindoopooja says:

    Can you please tell me what is the total working hours per week if monday to friday?
    Because am been told to work for 8.00 to 18.00 total of 10hour work a day…
    Please help

    • Hello

      First, we need to know under which industry you fall as your number of hours would normally be stipulated in the appropriate remuneration order.

      Kind regards

  7. goindoopooja says:

    Its an offshore business. But MAURITIUS law doesn’t it say 9 hours a day lunch included? A total 45 hour a week??

  8. Vishita says:

    I’m a pre primary school teacher in a private institution. I’m two years away from the end of my career. Yet, it seems to me that the school administration are looking for any small thing to fire me or to make me sign my resignation. For the past few years, I have been given warnings by the admin. And it seems like it has become kind of a moral fatigue and harassment. And I have been to bureau du travail for an advice but they said that nothing could be done. What would you advise, can I retire prematurely? Being in the private sector, won’t that backlash on myself? Or is there anything that can be done?

    • Dear Vishita

      Unfortunately nothing is ‘measurable’ in your case, in terms of disturbance caused to you morally. To note that the school cannot fire you straight away, you will probably need to attend a Disciplinary Committee for that. In that committee you will be able to make yourself represented by a Lawyer or any other competent person. This will allow you to defend yourself against any ‘injustice’ you believe to be subject of.

      I cannot provide any precise advice to you given that your comment is still vague and has no precise element on which we can work.

      All the best

  9. marta lourdes bautista says:

    good morning Im Marta,
    i was searching for an employer n jobs available in Your country Maurituius
    Im Autisim support Aid for 7 yrs in Morocco.knowledgeable house keeping, Baking, sales, agricultures, farming, n still want to learn more. Im Phil. citizen n want t live n learn ur culture
    thank you.

    • Dear Marta

      Thank you for your comment & query.

      You have to note that various legal requirements with regards to foreigner employment. One of these conditions would be whether you hold appropriate and formal qualifications. You have listed various sectors where you have worked. Still we would need to have precise information on your profile and which type of job you are looking at in Mauritius.

      You may also get in touch with us on . We would be glad to receive your CV to advise you with precision.

      Kind regards

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