Employ in Mauritius with ease.

Remote makes employment in Mauritius easy. With our localized contracts, easy invoice management, and best-in-class compliance, you can grow your global team with confidence. Note that we can currently employ contractors in Mauritius but our employer of record services are not yet live.

  • Availability

    Remote-Owned Local Entity

    We own our own entity in the countries where we operate to shield your company from risk and provide you and your employees with the signature Remote experience.

  • Capital city

    Port Louis

  • Currency

    Mauritian rupee
    (¢, MUR)

  • Languages spoken

    Mauritian Creole, French, English

  • Services available

    Services available:

    • Contractor Management

Facts & Stats

Ranked as the most peaceful African nation, Mauritius fosters a prominent welfare state that offers universal healthcare, free education, and free public transport— all of which serve to make it one of Africa’s most socially advanced nations.

  • Capital city

    Port Louis

  • Currency

    Mauritian rupee
    (¢, MUR)

  • Languages spoken

    Mauritian Creole, French, English

  • Population size

    1,265,475 (est. 2019)

  • Ease of doing business

    Very easy

  • Cost of living index

    52.57 (2021)

  • VAT - standard rate

    15%

  • GDP - real growth rate

    3.0 (2019)

Grow your team in Mauritius with Remote

We can help you pay and manage contractors in Mauritius, but note that our employer of record service is not yet available in this country. We are busy building our own local entity to provide you with the best possible employment solutions for your employees.

To employ in Mauritius, companies must own a local legal entity in the country or work with a global employment solution. Developing the processes required to manage payroll, benefits, taxes, and onboarding in countries like Mauritius can get complicated fast, especially without localized expertise.

If you’re looking to start hiring in a country like this, partnering with a global employment solution like Remote makes it easy for your company to employ workers quickly, cost-effectively, and in full compliance with all local legislation.

In the countries where we do offer our EOR services, Remote takes on the responsibility and legal risks of international employment so you can focus on hiring great talent and growing your business.

Risks
of misclassification

Mauritius, like many other countries, treats self-employed individuals or contractors and full-time workers differently and there are risks associated with misclassification.

Employing in Mauritius

Employment regulations in Mauritius are guided by principles spelled out in statutes such as:

  • The Employment Relations Act
  • The Employment Relations (Amendment) Act of 2019
  • The Workers’ Rights Acts

These regulations define specific provisions for employee protections and workers’ rights for Mauritius’ workforce of 584,000. Employees in Mauritius enjoy protections against discrimination based on age, religion, sexual orientation, gender expression, and race.

Common questions that could come up during the hiring process include the minimum wage, overtime rates, and guaranteed paid time off. Remote can help you offer a complete, competitive, and compliant benefits package to your employees in Mauritius.

Public holidays

Below are national public holidays applicable for all regions in this country. Remote customers have access to a detailed list of regional public holidays within the Remote platform. Sign up now to access all public holiday information.

Minimum Wage

The Mauritian minimum wage is set at 2,250 rupees ($54.35) per week or 9,000 rupees ($217.40) monthly.

Payroll Cycle

For customers of Remote, all employee payments will be made in equal monthly installments on or before the last working day of each calendar month, payable in arrears.

A 13th month bonus is required by law in Mauritius and this is paid out in December. For workers in continuous employment with the same employer as at 31 December of that year, they are entitled to the payment of a bonus equivalent to one twelfth of their yearly earnings.

The bonus should be paid by the employer as follows:

  • 75 per cent of the bonus shall be paid to the worker no later than five clear working days before 25 December of that year; and
  • The balance shall be paid to no later than the last working day of the same year

A worker is regarded as an employee whose basic wage does not exceed Rs 100,000 in a month.  For persons earning above Rs 100,000 in a month, the calculation of the end of year bonus is based on monthly basic salary, rather than earnings.

Competitive benefits package in Mauritius

At Remote, we’re obsessed with helping you craft the best possible employee experience for your team. We are leading the way in practicing “fair equity”, which means making sure employees everywhere have access to both the required and supplemental benefits they need to thrive (and that will allow you to attract the best local talent).

We are still busy building our own entity in Mauritius, but our benefits packages for all countries are tailored to fulfill the local needs of your employees. Typically, our packages contain some or all of the following benefits:

  • Health Insurance
  • Dental Insurance
  • Vision Insurance
  • Mental Health Support
  • Pension or 401(K)
  • Life and Disability Insurance

Calculate the cost to hire an employee
in Mauritius

Taxes in Mauritius

Learn how employment taxes affect your payroll and your employees’ paychecks in Mauritius.

  • Employer

    • 6% - Pension fund (for all employees earning over MUR 50,000 per month)

    • 2.5% - National Savings Funds (charged on salaries paid to employees, up to a ceiling of MUR 19,900)

    • 1% - Supplementary National Savings Contribution (considered a levy, this is a flat rate calculated from the employee's basic salary, and paid by the employer only)

  • Employee

    • 3% - National Pension Fund (for all employees earning over MUR 50,000 per month)

    • 1% - National Savings Fund (charged on salaries, up to a ceiling of MUR 19,900)

Types of leave

Paid time off

After working with an employer for the first 12 months, Mauritian employees are entitled to 22 days of paid leave every year.

Public holidays

There are 16 public holidays Mauritian employees can take as paid days off. If expected to work on a public holiday, employees are entitled to double their normal wages for the first eight hours of work done before 10 p.m. and triple their normal wages for any work exceeding eight hours or lasting past the hour of 10 p.m.

Sick leave

After working for an employer for 12 months consecutively, employees are entitled to 20 days of sick leave annually, which can be accrued up to a maximum of 90 days.

Maternity leave

Female employees are entitled to 14 weeks of maternity leave, starting six months before delivery, and remunerated at a 100% rate if the employee has worked with the employer for 12 months consecutively. The mother must take at least seven weeks of this allotted leave after delivery of the child. In case of a stillbirth, the employee is entitled to 14 weeks’ leave on full pay.

Paternity/Parental leave

Fathers get five paid days of paternity leave off work.

Other leave

  • Bereavement leave: Upon the death of an employee, the employer is mandated to issue a bereavement benefit to the employee’s spouse or whoever demonstrates that they bore the funeral expenses.
  • Adoption: Female employees who’ve been engaged with the same employer for 12 months consecutively are entitled to 14 weeks of fully paid adoption leave if the latter adopts a child aged below 12 months.

Employment termination

Termination process

Employee contracts can be terminated if a just cause is established, such as dishonesty, negligence, fraud, or any other work-related offenses. Otherwise, employees must be informed in advance if the decision is business inclined.

Notice period

Mauritian employees are entitled to a minimum 30 day notice period. Longer notice periods may be stipulated in employment agreements, but this figure can not be less than 30 days. Employees who’ve been employed for three years or more are entitled to three months of advance notice.

Severance pay

Severance payments are calculated based on an employee’s tenure and the justification behind a termination.

If termination is justified because of an employee’s actions, the severance package will be equal to a quarter of a month’s wages multiplied by the number of years the employee has worked. Otherwise, for unjustified (or purely economic) terminations, the severance pay is equal to three months’ wages paid for each year the employee has served with the employer.

Probation periods

Probation periods can last anywhere from three to six months, or as long as required, depending on the length of the employment contract.

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