Mauritius EOR & PEO

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Hire in Mauritius

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.

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hire employees in Mauritius

What Is a Mauritius EOR?

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.

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What Are the Benefits of a Mauritius EOR?

Collaborating with a Mauritius EOR can lead to a lot of advantages for internationally-based employers looking to hire local workers. These benefits include:

Language skills: Mauritian people have plenty of language skills that add value to any organization. Their most common language is the French-based Mauritian Creole, while English and French are also widely spoken alongside a wide variety of minority languages, including Chinese, Hindi, and Urdu.
Diversity: With no indigenous population, the islands of Mauritians descend from people who immigrated there, including Europeans, Africans, Chinese, and especially Indo-Mauritians. This diversity can bring a wealth of perspectives to any organization hiring Mauritians.
Not needing an entity: One of the most valuable benefits of working with an EOR in Mauritius is that this relationship allows foreign-based companies to hire Mauritian employees without having to register legal entities in the country. This lets companies hire quickly and saves lots of time, money, and effort on the registration process.
Fast recruitment and onboarding: An EOR in Mauritius can hire staff very quickly, especially compared to a foreign-based company trying to hire from abroad. EORs usually have their own talent pools to draw from, as well as expert knowledge of local recruiting methods and job sites. This allows them to hire and onboard employees in a matter of days instead of weeks or months.
Affordability: While Mauritius has grown to be a middle-income country, salaries here are still much lower than in many other countries around the world. Employer contributions of between 7-10% also help to make Mauritian workers highly affordable.
Controlled compliance: Compliance with all local labor laws is important to treat workers fairly and avoid fines or legal action. When you work with an EOR, it takes on the role of sole legal employer and, with it, the responsibility to maintain legal compliance. The EOR’s expert staff have extensive knowledge of local laws and work to ensure that all are respected so that workers are treated fairly and appropriately.

Horizons is Best IN Class

Why Choose Horizons?

Horizons stands out as a Mauritius EOR through:

A strong regional presence in Africa, meaning senior management are on the ground to deal with any issues.
Client-focused infrastructure. Horizons won’t oversell you on products and services you don’t need. Horizons offers the easiest platform to compliantly hire and pay people worldwide.
Cost-effective solutions. At $299 per employee, per month, no EOR in Mauritius is more affordable. The cost is 100% transparent (onboarding, offboarding, deposit, no extra charges).
A customer-first culture. Horizons is an efficient bootstrapped company. It is not an externally-funded company burning investor cash to aggressively acquire new clients. Horizons is the only EOR that grows with its customer, reflecting the level of care and personal attention provided to each customer. Horizons will carefully advise on the best setup in each country: the type of contract needed, how to structure your benefits, and how to offboard a person while minimizing the risk of conflicts and extra cost
A long-term partnership. Horizons is the only EOR platform with a recruitment arm — a direct response to client demand. If any employee is leaving, or if our clients want to explore a new country, Horizons can recruit new candidates directly for the client. Horizons is:
- The only EOR doing this in-house — no subcontracting
- The only EOR doing this without a retainer — clients are only charged upon success
- The only EOR charging just a 2% fee per month.

Step-by-step Mauritius EOR

How Does a Mauritius EOR Work?

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:

Employee

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.

EOR

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.

Client Company

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.

stay compliant with Mauritius labor laws

Labor Laws

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.

Employment contract types

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.

Project-based

Fixed-term

Indefinite

Working hours in Mauritius

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.

Overtime must be compensated in the following way:

Holiday Schedule in Mauritius [2024]

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, 2024	New Year’s Day
2 Jan, 2024	New Year (Day 2)
25 Jan, 2024	Thaipoosam Cavadee
1 Feb, 2024	Abolition of Slavery
10 Feb, 2024	Chinese Spring Festival
8 Mar, 2024	Maha Shivaratree
12 Mar, 2024	National Day
9 Apr, 2024	Ougadi
11 Apr, 2024	Eid al-Fitr
1 May, 2024	Labour Day
15 Aug, 2024	Assumption of Mary
8 Sep, 2024	Ganesh Chaturthi
31 Oct, 2024	Divali
2 Nov, 2024	Arrival of Indentured Labourers
25 Dec, 2024	Christmas Day

Paid time off

The amount of paid time off employees are eligible to receive is based on how long they have been employed at their current company:

Sick leave in Mauritius

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.

Less than 6 months of sick leave:

(percentage of regular wages owed to the employee)

Over 6 months of sick leave

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.

Maternity leave in Mauritius

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.

Annual leave in Mauritius

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.

Termination & severance in Mauritius

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.

Mauritius' compulsory social security contributions

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.

Mauritius social security for foreigners

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.

Individual income tax

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.

Health insurance

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.

hassle-free Mauritian compensation & benefits

Compensation & Benefits

Mauritius compensation laws

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).

13 month salary in Mauritius

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.

Social security for Mauritian nationals

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.

Mauritius Employer Of Record Peo

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Hire in Mauritius

What Is a Mauritius EOR?

What Are the Benefits of a Mauritius EOR?

Why Choose Horizons?

How Does a Mauritius EOR Work?

Labor Laws

Employment contract types

Working hours in Mauritius

Compensation & Benefits

Frequently asked questions

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Frequently asked questions

What are the advantages of using an Employer of Record in Mauritius?

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.

How does an EOR in Mauritius handle compliance with local labor laws?

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.

Mauritius EOR & PEO

Start hiring in Mauritius

Simple, compliant hiring with Horizons EOR & PEO

Hire in Mauritius

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hire employees in Mauritius

What Is a Mauritius EOR?

Save Money And Time with A Mauritius EOR

What Are the Benefits of a Mauritius EOR?

Horizons is Best IN Class

Why Choose Horizons?

Step-by-step Mauritius EOR

How Does a Mauritius EOR Work?

Employee

EOR

Client Company

stay compliant with Mauritius labor laws

Labor Laws

Employment contract types

Project-based

Probationary period

Termination

Severance

Fixed-term

Probationary period

Termination notice period

Severance

Indefinite

Probationary period

Termination notice period

Severance

Working hours in Mauritius

Overtime must be compensated in the following way:

For a regular workday:

For a rest day:

For a statutory holiday:

Paid time off

Under 1 year of employment

1-10 years of employment

10-20 years of employment

20+ years of employment

Sick leave in Mauritius

Less than 6 months of sick leave:

Under 1 year of employment

1-10 years of employment

10-20 years of employment

20+ years of employment

Over 6 months of sick leave

Under 1 year of employment

1-3 years of employment

3+ years of employment

Maternity leave in Mauritius

Annual leave in Mauritius

Termination & severance in Mauritius

Mauritius' compulsory social security contributions

Mauritius social security for foreigners

Individual income tax

Health insurance

hassle-free Mauritian compensation & benefits

Compensation & Benefits

Mauritius compensation laws

13 month salary in Mauritius

Social security for Mauritian nationals

Hire in Mauritius in 24h without your own local entity.

Frequently asked questions

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