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Contractors in MuMauritius.








Country Capital

Port Louis


Mauritian rupee (MUR)

When expanding into Mauritius, you may need to hire independent contractors to handle specialized projects for your company. But first, it’s important to understand the legal requirements and designations of hiring independent contractors before you begin recruiting.

Hiring contractors in Mauritius

Knowing your legal responsibilities is critical to success as you prepare to hire independent contractors in Mauritius. Keep the following distinctions in mind.

Independent contractors vs. full-time employees

While employees are on your payroll and part of your team, hiring independent contractors is similar to a business transaction as they are providing services for your company. Contractors have the legal freedom to set their own hours, work for multiple companies, and pay their own taxes and benefits. That is why in the courts of Mauritius, rulings tend to distinguish this worker type mainly based on whether the hiring company has jurisdiction over the professional.

Penalties for misclassification

Correctly classifying your workers is crucial to protect your company from legal repercussions. If you misidentify an employee as a contractor, your company could face legal action and be required to pay back all benefits owed.

How to hire independent contractors in Mauritius

The process of hiring contractors looks slightly different from that of hiring employees. You’ll want to follow 3 primary steps as you prepare.

1. Carefully conduct interviews.

In most cases, contractors have extensive experience handling different types of projects. During interviews, focus on their skills and experience rather than cultural fit. The goal is to find the person best equipped for your company’s specific project needs.

2. Create a service agreement.

Once you’ve decided who to hire, lay a foundation for a mutually beneficial working relationship by creating a service agreement. While you are not legally obligated to do so, formulating a written contract can help ensure you both understand your responsibilities. Cover these details:

  1. Pay rates and arrangements
  2. Scope of service
  3. Length of contract
  4. Termination conditions

3. Introduce necessities.

Ensure the new contractor has all the equipment and resources they need to complete the project. While in-depth training might seem overly supervisory for an independent contractor, you can provide a point of contact to answer project-related questions and ensure the contractor understands your company’s workflows and programs.

How to pay independent contractors in Mauritius

You’ll need to pay contractors separately from your company’s employee payroll. Keep in mind that some restrictions may apply when sending payments internationally.

While companies are not typically required to withhold tax contributions or cover benefits for contractors, you must meet your contractual obligations for payment schedules and rates. You can discuss with your contractor whether you will deliver compensation in your company’s local currency or the Mauritian rupee.

Terminating independent contractors

Service duration is usually clear-cut with contractors, who often work until project completion. You and the contractor have the flexibility to adjust termination and extension terms depending on both parties’ preferences.

You can include termination procedures in your service agreement to ensure a smooth transition if you need to unexpectedly terminate service. Outline the proper protocols and notice period.

Turn to G-P when hiring independent contractors in Mauritius.

As a part of our #1 suite of global employment products, G-P Meridian Contractor™ allows companies to hire and pay global contractors faster, with self-service workflows and a wide set of flexible payment options. Whether you’re hiring employees or contractors, our platform streamlines the process with a single solution for your global workforce.

Contact us to learn more.


THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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