Last updated:
June 23, 2026
Introduction
Hired your first employee in Mauritius? That is the easy part. What follows, including employment contracts, payroll, tax deductions, statutory contributions, and compliance, is where workforce management gets complicated.
An Employer of Record in Mauritius helps businesses hire employees without establishing a local entity while supporting compliant employment and payroll administration. Skuad's global EOR solution helps organizations hire, onboard, pay, and support employees in Mauritius and across 160+ countries, with payroll support in 70+ currencies.
In this guide, we will cover the key aspects of employment in Mauritius, including the Workers' Rights Act 2019, Contribution sociale généralisée (CSG) and National Savings Fund (NSF) contributions, leave, work permits, and taxes, along with how Skuad supports hiring, payroll, compliance, and workforce management through its global EOR solution.
Mauritius at a glance
Population: 1.3 million
Currency: Mauritian rupee (MUR)
Capital: Port Louis
Languages: English, Mauritian Creole, and French
GDP: USD 14.94 billion
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Talk to an expertHow does employment regulation work in Mauritius?
Employment in Mauritius is governed by the Workers' Rights Act 2019 (as amended by the Finance (Miscellaneous Provisions) Act 2024) and the Employment Relations Act 2008, which together establish the legal framework for employment contracts, working conditions, employee rights, and termination requirements.
The Ministry of Labour, Industrial Relations, Employment and Training administers and enforces these laws.
What are the types of employment contracts?
Definite contract
A definite contract is an employment agreement established for a fixed period or specific project. It is commonly used for short-term, seasonal, training, or replacement arrangements, and ends automatically once the term or project is completed unless renewed by mutual consent.
Indefinite contract
An indefinite contract is a permanent employment agreement with no fixed end date. It continues until either the employer or employee terminates it in accordance with the applicable notice period and the Workers' Rights Act 2019.
Statutory entitlements in Mauritius are set out under the Workers' Rights Act 2019 (as amended through 2024), administered by the Ministry of Labour, Industrial Relations, Employment and Training.
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Entitlement
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Explanation
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Working hours
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The standard workweek in Mauritius is 45 hours, either distributed as 9 hours per day over five days or 8 hours per day over six days. The employer and the employee may mutually agree on different working arrangements, subject to the statutory weekly limit.
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Minimum wage
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The national minimum wage in Mauritius is MUR 17,745 per month, effective 1 January 2026, applicable to full-time workers under the National Minimum Wage (Amendment) Regulations 2026. The Cabinet of Ministers periodically revises the rate.
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Overtime
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Any hour beyond 45 hours per week is counted as overtime. Generally, an extra hour is paid at 1.5 times the salary of a normal hour. Similarly, during a public holiday, an extra hour is paid twice the salary of a normal hour.
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Annual leave
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Employees who have completed at least 12 months of service are entitled to 20 days of annual leave and an additional 2 days of leave. An employer must refund the annual leave an employee does not take if the employer and employee have contractually agreed upon it.
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Vacation leave
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If an employee works for an employer consecutively for five years, they can take 30 days of paid vacation leave. These five years will be counted from the 24th of October 2019, the date of the commencement of the Workers' Rights Act 2019.
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Public holidays
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The following public holidays are observed in Mauritius. Holiday dates may vary from year to year, particularly those based on religious observances.
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Date
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Public holiday
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1 January
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New Year's Day
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2 January
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New Year's Day (second day)
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1 February
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Abolition of Slavery
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12 March
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National Day / Independence Day
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1 May
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Labour Day
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15 August
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Assumption of the Blessed Virgin Mary
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2 November
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Arrival of Indentured Labourers
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25 December
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Christmas Day
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Movable
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Thaipoosam Cavadee (January–February)
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Movable
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Chinese Spring Festival (January–February)
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Movable
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Maha Shivaratri (February–March)
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Movable
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Ugadi (March–April)
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Movable
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Eid-al-Fitr (varies by lunar calendar)
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Movable
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Ganesh Chaturthi (August–September)
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Movable
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Divali (October–November)
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Sick leave
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An employee can take up to 15 days of sick leave every year, which can be accumulated for up to 90 days. An employer may send a medical practitioner to verify the health status of an employee who is out on sick leave.
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Maternity leave
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A female employee is entitled to 16 weeks of paid maternity leave under the Workers' Rights Act 2019 (as amended in 2024), with at least 8 weeks to be taken from the day of giving birth. Female workers who give birth to twins, triplets, multiple births, or premature babies are entitled to 2 additional weeks of special leave with pay.
In the case of a stillborn child, the employee is entitled to 16 weeks of fully paid leave on providing a valid medical certificate. In the case of a miscarriage, the employee can take up to 3 weeks of fully paid leave, provided a medical certificate.
An employee who has worked for an employer for one year consecutively can take up to 16 weeks of leave on full pay on adopting a child younger than 12 months old.
If an employee has been working for at least one year at the same company, she receives a one-time allowance of MUR 3,000 from her employer, paid after furnishing a valid medical certificate within seven days of confinement.
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Paternity leave
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An employee with at least 12 months of continuous employment is entitled to 4 consecutive weeks of paid paternity leave under the Workers' Rights Act 2019 (as amended in 2024). Employees with less than 12 months of continuous service are entitled to 5 working days of paternity leave without pay.
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Special leave
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The Workers' Rights Act 2019 offers special leave for important life events. For an employee's first marriage celebration: 6 days leave on full pay. For the first marriage of an employee's child: 3 days leave on full pay. For the death of an employee's parents, sibling, spouse, or child: 3 days leave on full pay.
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Severance pay
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Workers who have worked with the same employer for at least 12 months are eligible for severance pay, calculated as three months' pay for each year of service. The monthly pay used for this calculation is the higher of either the worker's pay for their last full month (including all benefits and expenses) or their average monthly pay over the last 12 months.
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End-of-year bonus
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Under the Workers' Rights Act 2019, employees are entitled to an end-of-year bonus. For employees earning MUR 100,000 or less per month, the bonus is one-twelfth of the employee's earnings for one year. For employees earning more than MUR 100,000, the bonus is one-twelfth of December's basic salary multiplied by the months of continuous employment in that calendar year.
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Anti-discrimination protections
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The Workers' Rights Act 2019 and the Employment Relations Act 2008 prohibit discrimination based on race, gender, religion, or other characteristics. Article 16 of the Constitution of Mauritius also protects employees from discrimination, with additional protections for workers with disabilities under the Workers' Rights Act 2019.
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Health and safety
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Employers must comply with the Occupational Safety and Health Act 2005 to provide safe working conditions. Every employer who employs more than ten employees must make the required arrangements for the health and safety of employees, including bearing the expenses of conveying an employee to the nearest hospital in the case of an accident or illness at work.
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Rest breaks
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Employers must allow employees one hour of break for every four consecutive hours of work each working day, plus a 20-minute tea break which can be taken straight or broken down into 10 minutes each throughout the day.
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Transportation
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If an employee stays more than 3 kilometres from the physical workplace, the employer must either pay for their conveyance, arrange free transport, or provide an allowance equal to the corresponding bus fare.
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Managing employment in Mauritius means tracking statutory entitlements under the Workers' Rights Act 2019, from the end-of-year bonus and severance accrual to CSG and NSF registrations with the Mauritius Revenue Authority.
Skuad helps with Mauritius employment compliance through a single workforce platform, so your team can hire, pay, and support employees in Mauritius without setting up an entity or building in-country HR infrastructure.
What is the difference between contractors and full-time employees in Mauritius?
Choosing between contractors and full-time employees in Mauritius depends on the role and business needs. Contractors are often engaged for specialised or project-based work, while full-time employees are typically hired for ongoing roles and long-term workforce planning.
Each engagement model comes with different compliance considerations. Contractors offer flexibility but require careful management of worker classification obligations. Full-time employees are subject to Mauritius's Workers' Rights Act 2019, including payroll requirements, statutory contributions, and employee benefits.
Foreign nationals working as contractors in Mauritius can apply for a Self-Employed Occupation Permit issued by the Economic Development Board, valid for 10 years and renewable, subject to a minimum investment of USD 50,000 in a professional activity and submission of three letters of intent, including two from potential local clients.
Whether you engage contractors for project-based work or hire full-time employees for ongoing roles, each model in Mauritius carries different classification and compliance obligations.
Skuad supports both hiring models from a single platform:
EOR for full-time employees
- Acts as the legal employer across 160+ countries, so you can hire without setting up a local entity
- Supports employment contract generation aligned with local labor laws across supported markets
- Facilitates statutory contribution workflows covering applicable social security and pension obligations
- Supports payroll processing in 70+ currencies with automated tax withholding and year-end reconciliation
- Helps administer statutory benefits, paid leave, and parental entitlements in line with local requirements
- Assists with termination and offboarding, including notice periods and severance calculations as required locally
Contractor management
- Helps onboard contractors with locally compliant agreements that reduce misclassification exposure
- Supports invoice generation, approval workflows, and payment processing
- Helps flag classification risk before it becomes a compliance issue with built-in worker classification checks
- Facilitates multi-currency payouts across 70+ currencies
- Supports contractor records, contracts, and payment history from a single dashboard alongside full-time employees
Full-time or contractor, Skuad supports both. See pricing.
What are the key things to know about hiring in Mauritius?
Companies looking to hire talent in Mauritius must be familiar with the Workers' Rights Act 2019 and the Employment Relations Act 2008, along with the country's recruitment landscape. Sourcing talent involves various steps, including posting open positions on digital job portals, tapping into local professional networks, or working with recruitment agencies.
Before beginning the staffing process, employers should understand their legal obligations, including non-discrimination requirements, written contract obligations under the Workers' Rights Act 2019, and statutory contribution registrations with the Mauritius Revenue Authority and the Ministry of Social Security.
Common recruitment channels in Mauritius include:
- Online job platforms such as MyJob.mu, MauritiusJobs, Jobs.mu
- Private recruitment agencies and headhunting firms, particularly for senior or specialised roles
- LinkedIn and other professional networking platforms for executive and specialised recruitment
- University career services and graduate recruitment programmes for entry-level hiring
Sourcing candidates through job boards and agencies in Mauritius surfaces volume, but verifying identity, employment history, and credentials before you commit is a separate problem.
Skuad supports background checks as part of the hiring workflow, covering identity verification, employment history, criminal records, and education credentials, so you can see where each candidate stands before contracts are signed.
What are the probation and termination rules in Mauritius?
What is the probation period in Mauritius?
The Workers' Rights Act 2019 does not prescribe a statutory maximum probation period. The duration is agreed between the employer and employee in the written employment contract, typically ranging from one to six months in practice, depending on the role and industry.
Probation terms must be explicitly stated in writing, as verbal or retroactive probation arrangements are not legally enforceable.
Probationary employees retain most statutory rights, including minimum wage, statutory leave entitlements, and social security contributions. The 30-day minimum notice period under Section 63 of the Workers' Rights Act 2019 applies during probation, unless otherwise agreed in the employment contract.
How does termination of employment work in Mauritius?
A series of strict procedures governs the termination of employment in Mauritius. Under Section 63 of the Workers' Rights Act 2019, the minimum period of notice for terminating an employee is one month unless a longer period is specified in the employment contract. Employment contracts may specify a longer notice period, but cannot reduce it below the 30-day statutory floor.
If a tribunal or court determines that an employee was terminated for an unjustified reason, the court will award the employee an amount based on the calculation.
However, the employer must note that dismissals based on poor performance can be made only when the following conditions are met:
- The employee has received at least seven days' notice to answer the allegations against them.
- The employer has exhausted every possible option other than the employee's termination.
Similarly, the following conditions must be met for terminating an employee based on misconduct:
- Within ten days of learning about an employee's alleged misconduct, the employer informed the employee.
- The employee has been given seven days' notice to answer the allegations made against them.
- The employer has tried every other course of action possible.
What are the workforce reduction rules in Mauritius?
If the employer wishes to reduce the number of employees working under them or close the establishment, the employer must notify the following authorities:
- Recognised trade union, if there exists one
- Trade union with representational status
- If there is no trade union, as mentioned above, an employee selected as the employees' representative must be considered.
For employers with at least 15 employees or an annual turnover of at least MUR 25 million, additional procedural requirements apply under the Workers' Rights Act 2019, including notification and negotiation with the trade union or workers' representatives.
Where no agreement is reached, written notice and supporting documentation must be submitted to the Redundancy Board at least 30 days before the intended reduction or closure.
Termination in Mauritius runs through a strict procedure under the Workers' Rights Act 2019, from the 30-day statutory notice floor to the warning and response steps required for performance or misconduct dismissals, and the Redundancy Board process for workforce reductions. Getting the sequence or documentation wrong creates real liability for foreign employers.
Skuad supports termination and offboarding through the shield compliance layer, so your team has support on termination rules and offboarding paperwork across supported markets. Here is what Skuad supports:
- Termination and offboarding support aligned with local labor requirements across supported markets
- Notice period and severance calculations in line with statutory obligations
- Employment documentation and record-keeping that supports compliant offboarding
- Monitoring of regulatory and labor law changes across supported markets
- Probation period tracking and contract administration within a single platform
Why use an EOR in Mauritius for hiring?
Expanding into Mauritius requires more than identifying qualified talent. Employers must also handle employment contracts, payroll administration, statutory contributions, and local employment law requirements.
For organizations that have not established a legal entity in Mauritius, an Employer of Record (EOR) can support compliant hiring and workforce management while reducing the administrative burden associated with local employment obligations.
An EOR acts as the legal employer on behalf of a company, supporting employment-related responsibilities while the client organization retains responsibility for the employee's day-to-day work and performance oversight.
What are the benefits of hiring through an EOR in Mauritius?
- Employment compliance: An EOR supports compliant employment practices in line with the Workers' Rights Act 2019, payroll obligations, and statutory contribution requirements.
- Workforce administration: An EOR facilitates onboarding, payroll administration, employment documentation, and ongoing workforce support.
- Faster market entry: Organizations can hire talent in Mauritius without first establishing a local entity, helping accelerate expansion plans.
- Cross-border workforce support: An EOR helps streamline employment administration, payroll operations, and workforce management across multiple countries.
Hiring in Mauritius without a local entity still means meeting payroll obligations, CSG and NSF contributions, the end-of-year bonus, statutory leave, and Workers' Rights Act 2019 requirements from day one.
Skuad acts as the legal employer in Mauritius, so your company can hire, onboard, and pay employees without entity setup, local legal counsel, or in-house Mauritius payroll infrastructure. Here is what Skuad helps with:
- Acts as the legal employer across 160+ countries, so you can hire without setting up a local entity
- Employment contract generation aligned with local labor laws and statutory requirements
- Statutory contribution workflows across supported markets, covering applicable social security and pension obligations
- Payroll processing in 70+ currencies with accurate tax withholding and statutory deductions
- Work permit and visa support for foreign nationals joining your team
- Termination and offboarding support aligned with local labor requirements across supported markets
Book a demo to learn how Skuad supports hiring and workforce management in Mauritius.
What are the types of visas in Mauritius?
Mauritius offers different visa categories depending on the purpose and duration of travel. The Mauritius Passport and Immigration Office administers visa issuance, with several nationalities eligible for visa-free entry or a visa on arrival.
Visa exemptions apply to the following categories:
- Children and stepchildren of Mauritian citizens or residents, and spouses of Mauritian citizens.
- Crew of a vessel travelling on duty or in transit to join another vessel, and persons remaining in Mauritius only during the stay of a vessel by which they arrive and depart.
- Holders of laissez-passer issued by the United Nations, the Common Market for Eastern and Southern Africa (COMESA), the Southern African Development Community (SADC), or other internationally recognised organisations.
Holders of diplomatic or official passports are exempt except those issued by the governments of Afghanistan, Iran, Iraq, Libya, Somalia, South Sudan, Sudan, Syria, and Yemen.
Under the Mauritius Passport and Immigration Office, the following visa categories are available:
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Visa type
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Purpose
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Tourist visa
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Issued to non-citizens visiting Mauritius for vacation, leisure, or short-term tourism. A maximum stay of six months may be granted in a calendar year on a case-by-case basis, subject to immigration requirements.
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Business visa
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Issued to foreign business persons with business interests in Mauritius. Bona fide business persons may be granted a multiple-entry visa subject to a maximum of 120 days in a calendar year, with each visit not exceeding 90 days.
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Transit visa
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Issued to passengers travelling to a third country within a period of 24 hours.
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Medical visa
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Issued to foreign nationals coming to Mauritius for medical treatment in private healthcare institutions registered under the Private Health Institutions Act. Granted on arrival for the duration of treatment, not exceeding six months.
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Student visa
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Issued to international students for study at a recognised Mauritian educational institution, subject to prior approval of the study application.
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Marriage visa
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Issued to non-citizens marrying a Mauritian citizen or resident, subject to the requirements of Section 19A or Section 24A of the Civil Status Act.
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Premium Travel Visa
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Launched in October 2020 for foreign nationals wishing to stay in Mauritius for up to one year for tourism, retirement, or professional/remote work, subject to financial means and the condition that the applicant does not enter the Mauritian labour market.
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What is the work permit process in Mauritius?
Foreign nationals planning to work in Mauritius must obtain a work permit from the Work Permit Unit of the Employment Division, operating under the Ministry of Labour, Industrial Relations, Employment and Training (MLIRET).
Common documents required for a work permit application may include:
- Completed application form addressed to the Work Permit Unit
- Valid passport with a minimum of six months of remaining validity
- Recent passport-size photographs
- Employment contract vetted by the Labour Division (if monthly salary is MUR 50,000 or less), or documentary evidence from the employer (if monthly salary exceeds MUR 50,000)
- Educational and professional qualification documents
- Provisional health clearance from the Ministry of Health and Wellness
- Police clearance certificate from the applicant's country of residence
- The latest National Pensions Fund (NPF) receipt with the list of local workers registered
- Copies of press advertisements (in newspapers, at least A5 size) showing the local recruitment effort
- Additional supporting documents requested by the Work Permit Unit
Work permit process in Mauritius
- The sponsoring employer submits the application form along with supporting documents through the e-Work Permit Portal or directly to the Work Permit Unit office.
- The employer pays the MUR 700 processing fee at the time of submission.
- The Work Permit Unit reviews the application and verifies eligibility, with the option to request additional documents or clarifications.
- Upon approval, the employer must pay the prescribed annual work permit fee within one month, calculated as MUR 500 multiplied by the number of years of permit duration.
- Once the foreign worker arrives in Mauritius, the employer must call at the Ministry within two working days of arrival to collect the Work Permit card.
Processing times vary depending on the permit type, application requirements, and review by the Work Permit Unit. Standard work permits typically take a few weeks to process after complete submission.
Skuad supports the work permit process, including:
- Supporting work permit applications for foreign employees joining your team
- Helping coordinate visa documentation with relevant local immigration authorities
- Assisting with residence or work permit conversions as required by local immigration law
- Helping track documentation requirements and deadlines across the full permit lifecycle
- Helping keep your team aligned with compliance requirements as permit renewals and regulations change
How do payroll and taxes work in Mauritius?
Mauritius operates a Pay As You Earn (PAYE) system administered by the Mauritius Revenue Authority (MRA), with monthly withholding by employers on wages, salaries, and end-of-year bonuses. Employers must register with the MRA and submit a joint monthly PAYE / CSG / NSF return electronically by the end of the month following payroll.
What are the key taxes and statutory contributions in Mauritius?
Mauritius's tax framework is administered by the Mauritius Revenue Authority (MRA) under the Income Tax Act 1995 and Finance Act 2025/26:
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Tax / Contribution
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Details
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Personal Income Tax (PAYE)
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Mauritius applies a progressive Personal Income Tax under PAYE, with three annual bands: 0% on the first MUR 500,000, 10% on MUR 500,001 to MUR 1,000,000, and 20% on amounts above MUR 1,000,000.
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Corporate Income Tax (CIT)
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The standard corporate income tax rate is 15%. Companies involved in the export of goods are taxed at 3%.
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Contribution sociale généralisée (CSG)
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The CSG replaced the National Pensions Fund (NPF) effective 1 September 2020 under the Social Contributions and Social Benefits Act 2021.
For employees earning up to MUR 50,000 monthly basic salary: 1.5% (employee) + 3% (employer). For employees earning above MUR 50,000: 3% (employee) + 6% (employer). Non-citizens who are not tax residents in Mauritius are exempt from CSG.
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National Savings Fund (NSF)
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Payable alongside CSG at 1% (employee) + 2.5% (employer) of basic wage, subject to a published insurable salary ceiling. Non-citizens working in export manufacturing businesses are exempt from NSF contributions for their first two years of employment.
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HRDC Training Levy
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Employers contribute 1.5% of basic salaries and wages to the Human Resource Development Council (HRDC), with up to 75% of approved training costs refundable.
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High-income levy (transitional)
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A 15% levy applies to individuals with annual net income above MUR 12 million, effective for three years from 1 July 2025. This levy replaced the earlier Solidarity Levy.
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Dividends
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Dividends paid by a Mauritius-resident company to Mauritius-resident shareholders are exempt from income tax.
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Value Added Tax (VAT)
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VAT is charged at the standard rate of 15% on all goods and services supplied by VAT-registered entities in Mauritius (with some goods taxed at 0% or exempt).
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The total cost to the employer in Mauritius runs above gross salary once you add the employer CSG contribution, NSF, the HRDC training levy, and progressive PAYE income tax, all administered by the Mauritius Revenue Authority.
Skuad's employee cost calculator helps estimate the cost of hiring across supported markets, including employer social and tax contributions, statutory deductions, and net-to-gross conversion, so finance teams can build a clean total-cost view into headcount plans without manually modelling each country's contribution rules.
How to set up a subsidiary in Mauritius? (Incorporation)
Organizations planning to establish a presence in Mauritius should carefully evaluate their business objectives, operational requirements, and legal obligations before setting up a local entity. The primary law regulating company formation in Mauritius is the Companies Act 2001, supplemented by the Business Registration Act 2002 and the Financial Services Act 2007.
The Corporate and Business Registration Department (CBRD) of the Ministry of Finance, Economic Planning and Development administers the incorporation process via the Companies and Business Registration Integrated System (CBRIS) online portal.
Foreign companies may establish a presence in Mauritius through the following entity types:
- Domestic Companies (DC): Versatile for local operations, allowing non-residents to hold shares. Ideal for businesses engaging in trade, investment, and consultancy. Subject to the standard 15% corporate income tax rate.
- Global Business Companies (GBC): Licensed by the FSC, GBCs can operate locally and internationally. If they meet substance requirements, they benefit from double taxation treaties and reduced tax rates. Subject to 15% corporate income tax with an 80% partial exemption available on qualifying foreign-source income.
- Mauritius Authorised Companies: Non-resident for tax purposes, Authorised Companies enjoy exemptions from corporate income, capital gains, and withholding tax, making them ideal for international business or investment holding. The place of effective management must be outside Mauritius.
What are the steps to incorporate a subsidiary in Mauritius?
- Step 1: Reserve the company name with the Registrar of Companies via the CBRIS online portal.
- Step 2: Prepare incorporation documents, including the application form, constitution (if applicable), and details of directors, shareholders, and registered office address.
- Step 3: Submit the application and pay the incorporation fee through the CBRIS portal.
- Step 4: Receive the Certificate of Incorporation from the Registrar of Companies, typically issued within one to five business days for a Domestic Company.
- Step 5: For a Global Business Company, submit a separate application to the Financial Services Commission for the Global Business Licence (additional two to six weeks for review).
- Step 6: Complete post-registration obligations, including tax registration with the Mauritius Revenue Authority (automatic on incorporation), VAT registration where applicable, and social security registration for the company's employees.
Setting up a DC or GBC in Mauritius means working through the CBRD and the CBRIS portal, and for a Global Business Company, a separate Financial Services Commission licence that adds two to six weeks, before you can employ anyone.
What is a Professional Employer Organization (PEO) in Mauritius?
A Professional Employer Organization (PEO) is a service provider that enters into a co-employment relationship with a business and supports the management of employment-related functions, including payroll administration, employee benefits, HR operations, and workforce administration.
Under a PEO arrangement, the client company generally remains the legal employer and is typically required to maintain a local legal entity in the country where employees are engaged. While the PEO assists with administrative and HR responsibilities, the client organization continues to retain certain employer obligations through its local entity.
For organizations without a legal entity in Mauritius, an Employer of Record (EOR) supports a compliant framework for hiring and supporting employees.
Unlike a PEO, an EOR acts as the legal employer on behalf of the client organization, supporting businesses to hire talent and also helping in payroll administration, compliance, and workforce support.
Ready to expand your workforce in Mauritius?
If you have read this far, you have a working picture of what it takes to employ people in Mauritius, from Workers' Rights Act 2019 contracts and CSG and NSF contributions to the end-of-year bonus, payroll, and work permits, all of which land on you the moment you hire without a local entity.
An Employer of Record (EOR) model helps simplify this process by enabling companies to hire in Mauritius without setting up a local entity, while Skuad supports contracts, payroll across 70+ currencies, statutory contributions, onboarding, and work permits across global markets through its EOR capabilities.
The next step is to align your hiring plans and evaluate how an EOR setup can support your expansion into Mauritius in a structured and compliant way.
Start hiring in Mauritius without entity setup. Book a demo.
FAQs
1. What is an Employer of Record in Mauritius?
An employer of record (EOR) in Mauritius is a third party that legally employs your staff under the Workers' Rights Act 2019, while you direct their daily work. It supports contracts, payroll, PAYE, and CSG and NSF contributions.
2. How much does an employer of record in Mauritius cost?
EOR service fees in Mauritius typically run from about $300 to $600 per employee each month. On top of that, you carry statutory employer costs like CSG, NSF, the HRDC levy, and the end-of-year bonus.
3. Can a foreign company hire in Mauritius without setting up a local entity?
An EOR acts as the registered legal employer on your behalf, so you can hire without forming a company. This keeps you aligned with the Workers' Rights Act 2019 from day one.
4. What are the compliance risks of hiring in Mauritius without an EOR?
Misclassifying an employee as a contractor exposes you to back pay, unpaid CSG and NSF contributions, and Industrial Court claims. An EOR supports these obligations as the legal employer.
5. Is an EOR or a local entity better for hiring in Mauritius?
For small teams, an EOR is usually faster and cheaper. Setting up a company under the Companies Act 2001 adds registrations and ongoing filing costs, which suits a large, permanent presence better.
Cultural Considerations
Consider the following Mauritius people and culture aspects when hiring in the country:
Mauritius has a rich blend of cultural communities, including Creole, Indo-Mauritian, Sino-Mauritian, and Franco-Mauritian groups.
Each group brings its customs, languages, and traditions, widely respected across the country and in workplaces.
It’s important to be mindful of religious practices and cultural holidays like Diwali, Eid, and Christmas, as these are often observed with family celebrations and public events.
You should accommodate and respect these holidays when scheduling work. Embracing this diversity can also bring unique perspectives and foster inclusivity within your team.
- Different communication styles
Mauritians tend to communicate in a more indirect manner, especially in formal settings.
They often prefer to avoid confrontation, so feedback might not always be given openly or directly.
Subtle cues, such as tone of voice or body language, may convey more than spoken words. As an employer or manager, it’s important to be patient and perceptive to understand underlying concerns or issues.
Encouraging open dialogue in a safe, respectful work environment can help bridge this communication style and assist in clearer conversations.
Mauritian workplaces highly value respect for authority and seniority. This respect is a core part of Mauritius cultural norms.
Employees generally look up to senior management and expect clear guidance from those in leadership roles.
While this traditional hierarchy is valued, modern workplaces in Mauritius are slowly shifting towards more inclusive decision-making processes.
As a manager and employer, you must balance respect for authority with openness to new ideas from all levels. This leads to a more motivated and engaged team.
While punctuality is appreciated, Mauritius has a more laid-back attitude compared to stricter Western standards.
It’s common for meetings or events to start a little later than scheduled, and some flexibility is generally acceptable.
That said, arriving slightly early or on time is still encouraged, especially in formal business settings.
You should remain understanding of this relaxed approach to time while promoting punctuality as part of workplace professionalism.
Professional Employer Organization (PEO)
Hiring the right people and compensating them properly forms an integral part of your business expansion in Mauritius. But ignorance of the local law leaves a lot of room for error which can result in heavy penalties.
To safeguard from this, companies can opt to engage the services of a Professional Employer Organization (PEO) or Employers of Record (EOR). Even though you can outsource your HR requirements to both PEO and EOR organizations, understanding the minor differences between the two will help you choose better.
A PEO acts as a co-employer, wherein it manages all the HR-related functions such as setting up the payroll, processing the compensation and other benefits, handling all the tax-related compliances, etc. However, you, as a company, will hold the allied liabilities and responsibilities.
On the other hand, an EOR is a complete payroll outsourcing that provides all the services offered by a Professional Employer Organization Mauritius, and in addition, it becomes the legal employer of all the employees on your payroll. This means that they are responsible for compliance with the regulations and liable for non-compliance as well.
PEOs are suitable for companies looking for a long-term payroll partner, whereas EOR services are more suitable for companies looking for HR solutions for a quick international expansion.
Conclusion
Expanding your business operations in the subtropical island of Mauritius is valuable from a strategic and maritime perspective. Skuad's highly interactive platform makes outsourcing your HR and compliance requirements easy.
Skuad’s Mauritius Employers of Record (EOR) solution is perfect for companies looking to expand into the country without setting up an entity. Employ, pay, and manage a team of employees in Mauritius without any hassles.
Skuad’s solution will take care of all employment-related functions such as onboarding and training, compliance issues, payroll management, taxation, probation, and termination. An otherwise arduous task that requires a grasp of the local culture, laws, regulations, and business practices, becomes simple with Skuad.
Use Skuad’s international network to hire in Mauritius. Our professionals ensure your business's compliance with local laws, payroll management, and tax handling without the need for an entity.
Connect with us to experience a highly efficient HR management system.
FAQs
What is an employer of record in Mauritius?
An Employer of Record in Mauritius hires employees and manages HR tasks like payroll, taxes, compliance, and social security contributions for foreign businesses without a local entity.
Do I need to establish a local entity abroad to employ staff in Mauritius?
It’s one way to hire employees in Mauritius; however, using an Employer of Record is a more efficient way to employ staff in Mauritius.
What is the difference between an employer of record and a PEO?
Both EOR and PEO help companies manage their global team, but an EOR becomes the legal employer of the distributed workforce while a PEO serves as a co-employer with shared responsibilities.
What are the sources of employment law in Mauritius?
The primary sources of employment law in Mauritius are the Workers' Rights Act and various regulations and guidelines issued by the Ministry of Labor, Industrial Relations, Employment, and Training. These laws govern employment contracts, working conditions, wages, benefits, termination procedures, and dispute resolution.
What is the 13th month salary in Mauritius?
The 13th month salary in Mauritius, often referred to as the end-of-year bonus, is a mandatory payment for employees. According to the Workers' Rights Act 2019, employers are required to pay a 13th month salary to their employees, which is equivalent to one-twelfth of their annual earnings. Click here to calculate the cost of employment in Mauritius.
