返回
From
$249/month
$49/month
2% of gross salary / month
The Islamic Republic of Mauritania is known for its agriculture, abundant mineral resources, and renewable energy. With a relatively small population of 4.9 million as of 2024, this Arab country has managed to reduce its inflation from 9.5% in 2022 to 5% only a year later. Inflation is predicted to further decrease to 2.5% in 2024. Despite slower GDP growth rates of 3.4% in 2023, its real GDP is expected to reach 5.9% in 2024. As part of the country’s initiatives to improve its economic conditions, the Northwest African nation launched the Agency for the Promotion of Investment in Mauritania (APIM) in 2021. With unemployment rates expected to reach 11% in 2024, many Mauritanians, including its youth population, are in search of jobs. A combination of low monthly wages of $759 with a high demand for employment could make Mauritania workers a valuable choice for your company.
Hire in Mauritania, and pay employees through our platform or app.
Our Mauritania EOR solution is the most affordable on the market.
Fast Mauritania onboarding, hire in as little as 24 hours.
We draft compliant Mauritania labor contracts.
We manage all Mauritania mandatory benefits.
It doesn’t stop with Mauritania — we hire employees globally.
An employer of record, or EOR, can help you employ Mauritanians without the cost and hassle of setting up a legal entity in the country. When you hire an EOR, they will handle your company’s compliance as they become the legal employer of workers in Mauritania. The EOR offers HR support, including the management of employee payroll. This allows businesses to focus on the daily management of employees, from monitoring their performance to providing relevant training.
In some instances, the employer of record is confused with a professional employer organization or PEO. It’s important to understand the differences between an EOR and a PEO, as this will allow you to choose the right type of agency to represent and manage your business. An EOR in Mauritania can legally act as an employer of your staff, whereas a PEO can only assume the role of a partner or co-employer. The PEO can assist in recruiting and hiring employees for your company, but they do not have a legal entity and are restricted in terms of their ability to oversee legalities such as employment contracts and benefits.
A Mauritania EOR makes the process of hiring workers in the Northwest African country easier and more affordable. As a foreign company looking to employ staff in this region, you have the benefit of hiring skilled Mauritanian workers with confidence that an EOR will keep you updated on the local tax and labor laws. This vital process can prevent your business from being issued a fine for non-compliance. In addition to compliance, an EOR can provide access to a diverse and skilled pool of Mauritanians looking for employment. A Mauritanian EOR manages employee benefits and expenses and applies the best practices when drafting employment contracts. Simply put, an EOR makes the process of managing a workforce in Mauritania simpler while protecting the best interests of your business.
Horizons stands out as a Mauritania EOR through:
When you hire an EOR, they can legally represent your company in the Northwest African country and act as a mediator between you (the client company) and the employees. While an EOR service cannot create the terms of the employment contract, they can negotiate them on your behalf. The following services are provided by an EOR in Mauritania:
The labor laws in Mauritania must be closely followed to protect the rights of employees and employers. When you hire an EOR, professionals work with you to apply local regulations, from employment contracts and salaries to public holidays and staff compensation.
In Mauritania, employees can enter into a fixed-term contract or an indefinite contract. Fixed-term contracts can be renewed twice within two years and are suited to temporary employees. Indefinite contracts are more flexible and are offered to permanent employees because they don’t have an end date. It is important to specify the contract type for employees in Mauritania, or it will be regarded as an indefinite contract.
No probationary period.
At completion of the project.
Not applicable
Typically 3 months.
30 days (minimum and maximum allowed by labor law)
Entitled to compensation for the remaining term of the contract.
Typically 3 months.
30 days (minimum and maximum allowed by labor law)
10 to 15 days of salary per year of service
The legal working hours in Mauritania cannot exceed 40 hours per week, which is 8 hours a day. In addition to standard working hours, every new employee is entitled to a 6-month probationary period to learn and establish themselves in their new roles.
150% of the standard hourly rate
200% of the standard hourly rate
200% of the standard hourly rate
Mauritania has a rich culture largely based on upholding tradition and celebrates religious holidays such as Eid ul-Fitur on March 31st and Eid al-Adha on June 7th. The country has 9 public holidays, including Labor Day May 1st, Islamic New Year June 27th, Independence Day November 28th, and Milad un Nabi (Mawlid), which occurs on the 5th of September in 2025.
| Date | Holiday name |
|---|---|
| 1 Jan 2025 | New Year’s Day |
| 31 Mar 2025 | Eid ul-Fitr (Tentative Date) |
| 1 May 2025 | Labour Day / May Day |
| 25 May 2025 | Africa Day |
| 7 Jun 2025 | Eid al-Adha (Tentative Date) |
| 27 Jun 2025 | Muharram/Islamic New Year (Tentative Date) |
| 5 Sep 2025 | Milad un Nabi (Mawlid) (Tentative Date) |
| 28 Nov 2025 | Independence Day |
All employees are permitted paid leave, including public holidays, annual leave, and maternity leave. Based on employee benefits, women can take 14 weeks of paid maternity leave.
18 days of paid leave annually
18 days of paid leave annually
18 days of paid leave annually
18 days of paid leave annually
Every employee is entitled to 5 days of sick leave that must be paid in full. This equates to approximately 1.4% of their yearly salary.
(percentage of regular wages owed to the employee)
5 days of paid leave annually
5 days of paid leave annually
5 days of paid leave annually
5 days of paid leave annually
Varied (specified in the contract or policies)
Varied (specified in the contract or policies)
Varied (specified in the contract or policies)
In order for employees to receive the full wages due to them, workers must present a valid medical certificate from a certified doctor to their employer.
Employees are generally entitled to 14 weeks (98 days) of maternity leave and are entitled to receive their full salary. Maternity leave can typically start before or after childbirth, as determined by medical needs or personal preference.
In Mauritania, employees must receive 18 days of fully paid annual leave, which is 1.5 days of leave per month of service.
When a foreign business faces the termination of an employee, an EOR can help by guiding one through the process according to the country’s labor laws.
Employees who enter into indefinite contracts can be terminated by the employee or employer at any given time. If an employee is found guilty of gross misconduct, their employment contract can be terminated immediately without notice or severance pay.
If you have a valid reason for dismissing an employee in Mauritania as per the country’s labor laws, they must receive notice in writing based on their length of service and their position. While the notice period for termination in Mauritania is not specified, senior employees must receive a longer notice than their subordinates.
Employers in Mauritania are not legally required to pay severance; however, the employer and employee can negotiate severance with the assistance of a Mauritania EOR.
Social security contributions in Mauritania are governed by the National Social Security Fund (Caisse Nationale de Sécurité Sociale, CNSS) and are mandatory for all employees covered under the social security system.
Social security contributions typically cover various benefits, including pensions, healthcare, maternity benefits, disability benefits, and survivor benefits.
Social security contributions in Mauritania generally apply to both Mauritanian nationals and foreign workers who are employed in the country. Foreign workers, like Mauritanian nationals, are typically required to contribute to the social security system if they are employed under a formal employment contract and fall within the scope of the country’s labor laws.
Income tax is levied on the income earned by residents and non-residents who derive income from sources within the country. It is based on a progressive tax system, where higher income levels are taxed at higher rates. Non-residents may also be subject to Mauritania’s income tax on income derived from Mauritanian sources, with specific rules and rates applicable.
Mauritania provides basic healthcare services through its public sector and there’s option for formal health insurance coverage however it’s limited and primarily provided through employer-based schemes or out-of-pocket payments.
Compensation laws in the Northwest African country are meant to support employees in terms of their monthly living expenses. A mandatory benefit in the form of social security makes financial provision for retirement and disability when an individual is no longer able to work. Another important compensation law concerns overtime work. In Mauritania, employees must be paid 150% of their hourly rates if they perform outside of a 40-hour work week. Other types of compensation, such as health and life insurance, are not mandatory in Mauritania, which means that employers have the option of including these as benefits in the employment contract.
Employers in Mauritania are not legally obligated to pay employees a 13th-month salary, but they are encouraged to offer staff bonuses to attract, retain, and create a confident and secure workforce.
Most businesses offer their staff social security as a means of financial protection against unforeseen accidents that could lead to disability and illness. In Mauritania, employers pay a tax rate of 15% of the employee’s gross salary to the Caisse Nationale de Sécurité Sociale (CNSS) as an employee social security contribution.
Hire borderless talent with Horizons
With Horizons, you get quick service, transparent pricing, and expert support.
Foreign businesses looking to hire workers in Mauritania must adhere to all of the country’s labor laws, from meeting minimum wage requirements to adhering to standard working hours and providing paid leave. An EOR helps foreign businesses uphold the rights of employees by ensuring that they receive mandatory benefits and that all requirements, from salaries to safe working conditions, are delivered. As an EOR is a legal entity in the country, it will act as the legal employer and is, therefore, fully capable of communicating statutory requirements to the client company. As a foreign business, you pay the EOR a fee for their services in addition to financial obligations such as paying staff salaries and benefits.
An EOR manages administrative tasks, including drafting employment contracts based on the terms agreed upon between the client company (employer) and the employee. EORs facilitate payroll according to Mauritanian tax laws and ensure documentation is completed correctly. Training measures and tools provided by the employer are implemented under the EOR to give employees the best chance of succeeding. If an employee is dismissed, an EOR handles the offboarding process with the utmost confidentiality while ensuring that labor laws are followed every step of the way. This includes providing the employee with written notice and using their knowledge of Mauritanian employment law to protect the employer and workers.
Holiday Schedule in Mauritania [2025]
