Mauritius

• New Year's Day
• New Year Holiday
• Chinese New Year
• Abolition of Slavery
• Thaipoosam Cavadee
• Maha Shivaratree
• National Day
• Ugadi
• Eid al-Fitr
• Labour Day
• Ganesh Chaturthi
• All Saints' Day
• Arrival of Indentured Labourers
• Divali
• Christmas Day

Working Hours

The standard working hours are eight or nine hours a day, up to 45 hours a week.

Minimum Wage

MRU 12,075 per month.

Employee Tax

Annual income	Tax rate
Up to MUR 700,000	10%
MUR 700,001 - 975,000	12.5%
More than MUR 975,000	15%
Contribution Sociale Generalisee (CSG)	1.5% - 3%*

*Actual amount depends on the employee’s salary.

Bonuses

It is mandatory to pay a 13th-month salary, as an end of year bonus. This should be at least equivalent to a twelfth of the employee’s annual earnings.

Employment contracts in Mauritius can be written or oral, though oral contracts are not permitted for contracts longer than one month.

Written contracts should be drafted in French or Creole.

Both indefinite and fixed-term contracts are permitted in Mauritius.

Annual Leave

Minimum of 20 days’ paid holiday after one year of service.

In the first year of service, employees do not accrue holiday for the first six months. From the seventh month onwards, they will accrue one day of paid holiday for each month worked.

Sick Leave

After six months of service, employees are entitled to 21 days of fully paid sickness leave per year. A medical certificate is required.

Parental Leave

• Maternity leave: at least 12 weeks' paid leave after 12 months of service.
• Paternity leave: five days' paid leave.

Termination Process

Employers in Mauritius can terminate a contract, provided they give notice and/or compensation in line with legal requirements.

Employment contracts can be terminated by either party with or without cause. However, it is illegal to dismiss an employee due to certain traits, such as race, nationality, age,  pregnancy, or impairment.

Severance Pay

Employees are entitled to severance pay, if they are dismissed without cause.

Under a Mauve Group Employer of Record (EOR) solution, clients and their international workers benefit from access to Mauve’s Global Master Insurance Programme—a market-leading, unified corporate insurance framework that connects all Mauve entities with two trusted providers. As part of our comprehensive global Employer of Record services, this insurance offering supports companies employing staff overseas by ensuring full compliance with local legal requirements while safeguarding their workforce.

The programme provides international insurance coverage through a combination of the master policy and jurisdiction-specific local policies, where required by law. This structure ensures seamless alignment with local employment laws—an essential element of maintaining global regulatory compliance within any international EOR payroll arrangement.

Coverage includes:

• Employer’s Liability and Public Liability – £10,000,000 combined limit
• Professional Indemnity – £5,000,000 limit
• Worker’s Compensation – Limit varies based on the employee’s country of work

This solution is ideal for organisations seeking to streamline global employee management while ensuring every EOR employee is protected and fully compliant in their respective jurisdictions.

For tailored advice on EOR insurance coverage, payroll compliance, or global compliance services in your target country, get in touch with Mauve’s expert international HR consultancy team.