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.
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.
Mauritian Creole, French, English
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.
Mauritian Creole, French, English
1,265,475 (est. 2019)
Ease of doing business
Cost of living index
VAT - standard rate
GDP - real growth rate
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.
Employment regulations in Mauritius are guided by principles spelled out in statutes such as:
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.
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.
|February 12||Chinese Spring Festival|
|January 28||Thaipoosam Cavadee|
|September 11||Ganesh Chaturthi|
|March 12||National Day|
|May 1||Labour Day|
|December 25||Christmas Day|
|January 2||New Year's Day (2)|
|January 1||New Year's Day|
|November 2||Arrival of Indentured Labourers|
|November 1||All Saints Day|
|May 14||Eid-al-Fitr||Changes Anually|
|March 11||Maha Shivaratree|
|February 1||Abolition of Slavery|
The Mauritian minimum wage is set at 2,250 rupees ($54.35) per week or 9,000 rupees ($217.40) monthly.
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:
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.
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:
Learn how employment taxes affect your payroll and your employees’ paychecks in Mauritius.
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)
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)
After working with an employer for the first 12 months, Mauritian employees are entitled to 22 days of paid leave every year.
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.
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.
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.
Fathers get five paid days of paternity leave off work.
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.
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 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 can last anywhere from three to six months, or as long as required, depending on the length of the employment contract.