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$249/month
$49/month
2% of gross salary / month
Mozambique is a large country located on the southwest coast of the African continent. Bordered by Tanzania, Malawi, Zambia, Zimbabwe, Eswatini, and South Africa, the nation has a complex history. It has had lots of Arab contact and was a Portuguese colony until it gained independence in 1975. However, civil war and natural disasters slowed the development of the nation of over 34.858 million people.
In the 2000s, Mozambique’s economy grew steadily, tripling in value by 2014. While it hit a downturn in the years following, growth began again in 2020, and Mozambique’s GDP reached over $21 billion, which is expected to increase by 5.0% in 2024. Inflation has come under control and is predicted at 4.4% this year. If you’re thinking of hiring Mozambican workers, now might be the right time, and an EOR can help make this a reality.
Hire in Mozambique, and pay employees through our platform or app.
Our Mozambique EOR solution is the most affordable on the market.
Fast Mozambique onboarding, hire in as little as 24 hours.
We draft compliant Mozambique labor contracts.
We manage all Mozambique mandatory benefits.
It doesn’t stop with Mozambique — we hire employees globally.
An employer of record or EOR in Mozambique is a service provider that works in that country to help other companies hire and manage local workers. EORs typically work with client companies that don’t own business entities in Mozambique by hiring workers on their behalf. They also provide a full complement of services, including recruiting, hiring, contract preparation, payroll management, benefits administration, leave scheduling, and more. Their clients pay them regular fees to manage employees long-term. An EOR is sometimes also known as a PEO or professional employment organization.
Mozambique EORs can be a big help when you want to hire workers in Mozambique. Among the advantages your firm can gain by working with an EOR are:
Horizons stands out as a Mozambique EOR through:
A Mozambique EOR connects local employees with foreign-based client companies that want to hire them. In this three-way relationship, the EOR typically offers these services:
Mozambique has fairly extensive laws overseeing employment and the protection of workers’ rights. At the same time, these laws are written in Portuguese and are spread over various instruments such as the Constitution, Labor Law of 2007, other orders and decrees, International Labor Organization treaties Mozambique has ratified, and other statutes. This can make managing compliance quite difficult and better left to an EOR to manage. It’s useful, however, for employers to know some of the basic provisions of these laws so that they know what Mozambican employees expect and are entitled to.
Contracts must be written unless they are for fewer than 90 days of work. These contracts should normally be permanent. Fixed-term contracts can be given but should only be for non-durable work. All legal contracts must include the identities of the employer and employee, job title and description, workplace, contract duration, renewal details, salary and payment interval, and start date of the work. Fixed-term contracts must also include the contract term, justification for a fixed term, and termination date. Fixed-term contracts are normally limited to two years and may only be renewed twice. However, Labor Law No. 13/2023 has recently allowed new companies with up to 100 workers unlimited use of fixed-term contracts during their first eight years of operation.
No probationary period.
At completion of the project.
Not applicable
30 days
15 days (minimum and maximum allowed by labor law)
Prorated (based on the remaining contract)
1 to 3 months
30 days (minimum and maximum allowed by labor law)
1 month salary per year of service
Mozambican workers normally work eight hours a day, six days a week, for a total of 48 regular hours per week. Their hours can be increased to nine hours/day for five days if they get an extra half-day of rest per week. Overtime is possible, but they cannot work more than 56 hours a week. Overtime may not exceed 96 hours per quarter or 200 hours per year.
150% of the standard hourly rate
200% of the standard hourly rate
200% of the standard hourly rate
There are 12 paid public holidays in Mozambique. Employees are entitled to these days off with pay. If they work, they must be paid 200% of their normal wages.
| Date | Holiday name |
|---|---|
| 1 Jan 2025 | New Year’s Day |
| 15 Jan 2025 | Inauguration Day |
| 3 Feb 2025 | Mozambican Heroes Day |
| 7 Apr 2025 | Mozambican Woman’s Day |
| 18 Apr 2025 | Good Friday |
| 1 May 2025 | Workers’ Day (May Day) |
| 25 Jun 2025 | Independence Day |
| 7 Sep 2025 | Victory Day |
| 25 Sep 2025 | Armed Forces Day |
| 4 Oct 2025 | Day of Peace and Reconciliation |
| 25 Dec 2025 | Christmas Day |
| 26 Dec 2025 | Boxing Day |
Workers are entitled to at least one rest period of 24 hours per week.
12 days of paid leave annually
12 days of paid leave annually
12 days of paid leave annually
12 days of paid leave annually
Absence due to sickness is considered justified in Mozambique. Employees are paid 70% of their normal salary for a period of up to six months through social insurance. This payment starts, however, after the first three days which are unpaid.
(percentage of regular wages owed to the employee)
no leave entitlement
15 days of paid leave annually
15 days of paid leave annually
15 days of paid leave annually
Unpaid (unless specified in the employment contract or collective bargaining agreement)
Unpaid (unless specified in the employment contract or collective bargaining agreement)
Unpaid (unless specified in the employment contract or collective bargaining agreement)
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 are entitled to 60 days of maternity leave paid by social insurance and another 30 days of unpaid leave if desired.
Fathers can avail themselves of seven paid days of paternity leave within a 24-month period. If the mother dies or is disabled, however, paternity leave can be extended to 60 days.
Mozambican employees who work for an employer for one year are entitled to 12 days of paid leave. In subsequent years, annual leave is increased to 30 calendar days per year.
Mozambican workers must be provided with justification for termination. In case of gross negligence or misconduct, an employee may be dismissed immediately. In all other cases, 30 days’ notice in writing must be given. Severance is paid according to seniority and salary as follows:
Social security contributions are mandated by law and cover various social security benefits such as pensions, disability benefits, and healthcare. These contributions are typically shared between employers and employees and paid through the National Institute of Social Security (INSS).
Foreign workers are also typically required to contribute to the social security system unless exempted under specific bilateral or multilateral agreements.
Individual income tax is levied on the income of residents and non-residents who earn income within the country. The income tax system is progressive, meaning that higher income levels are taxed at higher rates.
In Mozambique, while the public healthcare system provides a foundation of health services, access to quality healthcare can be challenging due to resource limitations. Private health insurance and employer-sponsored plans offer more comprehensive and higher-quality healthcare options, especially for those who can afford them.
Unlike in many other countries, the minimum wage in Mozambique is set according to the worker’s industrial sector.
Overtime must be paid at the rate of 150% of normal wages until 8:00 p.m. Any hours performed between that time and the start of the employee’s regular working hours must be paid at 200% of normal wages.
A 13th-month annual bonus is mandatory in Mozambique. However, the government may restrict the size of this bonus as it did in 2023, limiting it to 30% of a worker’s normal monthly salary to help employers.
Employees are deducted 3% of their salaries to contribute to Social Security. Employers pay another 4% of the value of the employee’s gross salary. These contributions go towards old age, disability, survivors, and death benefits.
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For some companies, using an EOR can limit their direct control over their workers. EORs also often use different human resources information systems to manage workers and different payroll software to pay them compared to their client companies. This can make data exchange more difficult, especially if these systems cannot be harmonized.
If an employee needs to be terminated, the EOR is legally responsible for making this happen. It will serve workers with 30 days’ notice and the reason for the termination, except in the case of gross negligence, in which case no notice is required. The EOR will also calculate severance pay based on the employee’s average salary and pay it if necessary. If a fixed-term contract is terminated, the EOR will have to help the employer pay the employee’s wages until the end date of the contract.
Holiday Schedule in Mozambique [2025]
