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Mauritius is a small island country located roughly 2000 km off the coast of Africa in the Indian Ocean. Made up of the main island of Mauritius and three other larger islands, the country is home to 1.26 million people. Originally a sugar-producing colony, Mauritius transformed into a middle-class economy with a diversified economy that includes tourism, fisheries, manufacturing, ICT, and especially financial services. Its GDP expanded to over $14 billion in 2023 and is expected to grow another 4.9% in 2024. At the same time, dependence on fuel imports has kept inflation high, and that, too, is expected to increase at a rate of 4.9% in 2024. If you’re looking to hire Mauritian workers at this dynamic time, an EOR can help you find the people you need on your payroll fast.
Hire in Mauritius, and pay employees through our platform or app.
Our Mauritius EOR solution is the most affordable on the market.
Fast Mauritius onboarding, hire in as little as 24 hours.
We draft compliant Mauritius labor contracts.
We manage all Mauritius mandatory benefits.
It doesn’t stop with Mauritius — we hire employees globally.
A Mauritius employer of record (EOR) is a service provider that works in Mauritius to provide services for both local and international companies. An EOR recruits, hires, and onboards workers for its clients and then manages their long-term human resources (HR) needs. These HR functions include payroll, benefits, tax filings, and schedule management. With their own entity based in Mauritius, EORs are able to hire local workers directly on behalf of their client companies. They act as the workers’ sole legal employers while continually working to maintain compliance with local tax and labor laws.
A PEO, or professional employment organization, is a similar type of service provider. A Mauritius PEO can also recruit and onboard workers for its clients as well as manage their HR needs long term. The crucial difference between a PEO and an EOR, however, is that a PEO is unable to hire employees for its clients. Instead, these client companies need to register legal entities in Mauritius to be able to hire employees directly while the PEO simply manages them. This distinction often goes unrecognized, however, and the terms EOR and PEO are often used interchangeably.
Collaborating with a Mauritius EOR can lead to a lot of advantages for internationally-based employers looking to hire local workers. These benefits include:
Horizons stands out as a Mauritius EOR through:
Hiring in Mauritius can often require an intermediary between an internationally-based client company and an employee. These three parties form a tripartite relationship in which each one plays a role as follows:
The employee is a Mauritian worker seeking employment with a foreign-based enterprise. The employee applies to work for that client company through the EOR. They negotiate the terms of their contract with the client company but then sign their employment contract with the EOR. The EOR pays their salary and manages their benefits and leave schedule. However, the employee works directly for the client, which manages their day-to-day tasks.
The employer of record is a service provider that hires an employee on behalf of a client company with no entity in Mauritius. It recruits candidates from its talent pool or local advertising to fill the job opening indicated by the client. When its candidate is accepted by the client, the EOR helps the two parties negotiate terms. It then contracts the employee, on behalf of the client, to work for the client while the EOR becomes the sole legal employer in Mauritius. It pays the employee’s salary and benefits and also maintains their leave schedule on a long-term basis.
The client company is a (usually foreign-based) company seeking to hire workers in Mauritius. It engages the EOR to recruit workers based on its needs and specifications. When the EOR presents a suitable candidate, the client company negotiates contractual terms directly with the potential employee. The contract, however, is signed between the EOR and the employee, specifying that the employee will work directly for the client. The client pays the employee’s salary and benefits to the EOR, as well as a management fee for providing HR functions for the employee.
Laws that govern labor in Mauritius are written in both French and English, which makes them easy to access and interpret. However, these statutes are numerous and include over 30 acts and regulations, such as the Employment Relations Act, The Worker’s Rights Act of 2019, The Worker’s Rights Regulations, and many more. When you work with an EOR in Mauritius, however, it becomes the EOR’s responsibility to ensure compliance with all of these laws for your employees. At the same time, however, it’s useful for employers to familiarize themselves with the basic tenets of these laws so they know what to expect from and provide for their workers.
Contracts in Mauritius can be permanent or fixed-term. Contracts must be written in the local language (French, English, or Creole) and include the names of the parties, commencement date for work, place of work, job title and description, salary, benefits, deductions, working hours, and termination details.
No probationary period.
At completion of the project.
Not applicable unless the employee has served continuously for a period that would entitle them to such benefits.
Maximum of 3 months.
Varies, depending on the contract terms.
Not mandatory unless the contract is renewed repeatedly for a significant period.
1 to 3 months.
1 week to 30 days (depending on the length of service).
For less than 1 year, no severance pay required.
For 1 year or more, one month's pay for each year of service (up to a maximum of 12 months' pay).
A standard working week in Mauritius includes 45 hours of work. If an employee works five days a week, they will work nine hours per day. If they work six days a week, they’ll work eight hours a day and then only five hours on the sixth day. These hours are not inclusive of breaks for lunch or tea which are unpaid in Mauritius. Employees must get one period of at least 24 hours of rest each week.
If a worker is needed for overtime hours, they typically need to be notified 24 hours in advance. Overtime hours are paid at 1.5 times normal wages except on public holidays when they’re paid at double the normal rate.
150% of the standard hourly rate
200% of the standard hourly rate, or a day off
200% of the standard hourly rate
Mauritius’ diverse population enjoys a range of national, cultural, and religious holidays. These public holidays total 14 days per year, and some dates may vary due to the lunar calendar. Employees must be paid on these public holidays unless they fall on Sundays, which are normally considered days off. Any work performed on these holidays is paid at double normal wages.
| Date | Holiday name |
|---|---|
| 1 Jan 2025 | New Year’s Day |
| 2 Jan 2025 | New Year (Day 2) |
| 29 Jan 2025 | Chinese New Year |
| 1 Feb 2025 | Abolition of Slavery |
| 11 Feb 2025 | Thaipoosam Cavadee |
| 26 Feb 2025 | Maha Shivaratree |
| 12 Mar 2025 | National Day |
| 30 Mar 2025 | Ougadi |
| 31 Mar 2025 | Eid al-Fitr Holiday |
| 1 May 2025 | Labour Day / May Day |
| 15 Aug 2025 | Assumption of Mary |
| 28 Aug 2025 | Ganesh Chaturthi |
| 20 Oct 2025 | Diwali |
| 1 Nov 2025 | All Saints’ Day |
| 2 Nov 2025 | Commemoration of the Arrival of Indentured Labourers |
| 25 Dec 2025 | Christmas Day |
The amount of paid time off employees are eligible to receive is based on how long they have been employed at their current company:
22 days of paid leave annually
22 days of paid leave annually
22 days of paid leave annually
22 days of paid leave annually
Employees working for 12 months are entitled to 15 days of paid sick leave. Any unused sick days can be accumulated up to a total of 90 days.
(percentage of regular wages owed to the employee)
Pro-rata basis
15 days of paid leave annually
15 days of paid leave annually
15 days of paid leave annually
Not specific but typically equivalent to the employee's regular wages for a certain period.
Not specific but typically equivalent to the employee's regular wages for a certain period.
Not specific but typically equivalent to the employee's regular wages for a certain period.
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.
Expecting mothers in Mauritius are entitled to 14 weeks of paid maternity leave and this includes stillbirths. Mothers may also receive a one-hour break each day to nurse their children up to the age of six months.
Fathers who have worked for 12 months for an employer are entitled to five days of paternity leave, which must begin within two weeks of the child’s birth. If they haven’t worked for 12 months, they’re entitled to five days of unpaid paternity leave instead.
The Worker’s Rights Act of 2019 stipulates that all workers are entitled to 20 days of regular and two days of additional leave per year for a total of 22 days. If an employee doesn’t use all of their annual leave in the subsequent 12 months, they will be paid a day’s wages for every unused day.
Workers must be given 30 days’ notice for termination unless they’ve worked for more than three years for an employer, in which case they must receive three months’ notice. They’re entitled to severance pay of three months’ wages for every year of service.
In Mauritius, compulsory social security contributions are managed by the Mauritius Revenue Authority (MRA) and cover various benefits such as pensions, sickness benefits, maternity benefits, and employment injury benefits.
social security contributions and benefits generally apply equally to both Mauritian citizens and foreigners who are legally employed in the country. Foreign nationals typically need a valid work permit or residence permit to legally work in Mauritius. These permits may have implications for their eligibility to contribute to and receive social security benefits.
In Mauritius, individual income tax is assessed on earnings derived from employment, business income, investments, and other sources of income. Non-residents generally pay income tax at a flat rate of 15% on their Mauritius-sourced income.
Many individuals and families in Mauritius opt for private health insurance plans offered by local insurance companies. Mauritius also has government-backed health schemes and initiatives that provide coverage to certain segments of the population, such as the elderly, low-income families, and specific health conditions.
The minimum wage in Mauritius changed on 1 January 2024 to 15,000 MRU (Mauritian rupees) per month, which is roughly equal to 320 USD/month. This minimum is for workers in Expert Processing Zones. Unskilled workers outside of these zones earn slightly more at 16,500 MRU per month. However, the average monthly salary is more than double this at around 37,000 MRU per month (about 790 USD/month).
The Worker’s Act of 2019 has established a mandatory annual bonus, also known as a 13th-month bonus, in Mauritius. Any employee working for a full year is entitled to a bonus equal to 1/12 of their annual salary or roughly one month’s wages.
Employees who make less than 50,000 MRU per month are deducted just 1.5% of their salaries for social contributions, and employers pay an additional 3%. Employees with salaries higher than 50,000 MRU pay 3%, and their employers pay 6% contributions. These contributions go to the CSG (Contribution Sociale Generalisee), which covers retirement and industrial injury benefits. However, workers must also pay into the National Savings Fund at a rate of 1% of their salary while employers pay 2.5%. Employers also pay a training levy for all workers at a rate of 1.5% of their salary. In total, then, employees pay contributions of 2.5% or 4% while employers contribute 7% or 10% to social programs depending on salary.
Hire borderless talent with Horizons
With Horizons, you get quick service, transparent pricing, and expert support.
When you use an EOR, you’re able to get your hands on top Mauritian talent quickly and efficiently. The EOR is able to hire these employees for you, so you don’t need to own an entity in the country. It also maintains compliance with all of Mauritius’ labor laws so that your workers are treated justly and fairly.
The EOR has local HR and legal staff with full knowledge of Mauritian labor and tax laws. These staff have managed many workers in the past and use their knowledge and experience to ensure that your contracts are legal and your employees are treated fairly at all times.
Holiday Schedule in Mauritius [2025]
