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Employer of Record (EOR) in MuMauritius








Country Capital

Port Louis


Mauritian rupee (MUR)

G-P provides employer of record services for customers that want to hire employees and run payroll without first establishing a branch office or subsidiary in Mauritius. Your candidate is hired via G-P’ Mauritius PEO in accordance with local labor laws and can be onboarded in days instead of the months it typically takes. The individual is assigned to work on your team, working on your company’s behalf exactly as if he or she were your employee to fulfill your in-country requirements.

Our solution enables customers to run payroll in Mauritius while HR services, tax, and compliance management matters are lifted from their shoulders onto ours. As a Global PEO expert, we manage employment contract best practices, statutory and market norm benefits, and employee expenses, as well as severance and termination if required. We also keep you apprised of changes to local employment laws in Mauritius.

Your new employee is productive sooner, has a better hiring experience and is 100% dedicated to your team. You’ll have peace of mind knowing you have a team of dedicated employment experts assisting with every hire. G-P allows you to harness the talent of the brightest people in more than 185 countries around the world, quickly and painlessly.

Mauritius is a country located in the Indian Ocean, 1,200 miles off of the Southeast coast of Africa. The country includes the islands of Mauritius, Rodrigues, Agaléga, St. Brandon, and two disputed territories. The island is one of the only places where the dodo bird lived. Over 1.25 million people live in Mauritius, making it one of the most densely populated countries. The unemployment rate is 7.4%, and the GDP is USD 11.53 billion and growing at a 3.7% annual rate. Mauritius exports sugar, clothing, animals, and vegetable oils.

When negotiating terms of an employment contract and offer letter with an employee in Mauritius, it may be useful to keep the following in mind:

Employment Contracts in Mauritius

It is legally required to put a strong employment contract in place in Mauritius, in the local language, which spells out the terms of the employee’s compensation, benefits, and termination requirements. An offer letter and employment contract in Mauritius should always state the salary and any compensation amounts in Mauritian rupee rather than a foreign currency.

Working Hours in Mauritius

In general, the working day should not exceed 8 hours, and if the employee works 6 days in a week, one of those days should not exceed 5 hours.

Holidays in Mauritius

Mauritius celebrates 14 public holidays:

  • New Year’s Day
  • Abolition of Slavery
  • Chinese Spring Festival
  • Maha Shivaratree
  • National Day
  • Ougadi
  • Tamizh Puttaandu
  • Labor Day
  • Eid-Ul Fitr
  • Assumption of the Blessed Mary
  • Ganesh Chaturthi
  • Diwali
  • Arrival of Indentured Laborers
  • Christmas

Vacation Days in Mauritius

Employees are generally entitled to 20 days of paid annual leave.

Mauritius Sick Leave

Employees are generally entitled to 21 days of paid sick leave per year. Workers earning MUR 50,000 or less per month can accumulate their untaken sick leave.

As of August 2022, employees are also entitled to 10 days of paid leave to care for a sick child.

Maternity/Paternity Leave in Mauritius

Female employees are generally entitled to 14 weeks of paid maternity leave, 6 weeks to be taken before the birth and 6 after. She is entitled to full pay if she has been employed for more than 12 months.

Fathers are entitled to 5 days of paid paternity leave.

Health Insurance in Mauritius

Mauritius has a public/private healthcare system.

Mauritius Supplementary Benefits

Common benefits include:

  • Company car
  • Housing allowance
  • School fees


Employees are generally entitled to an end of year bonus equal to 1/12 their regular salary.

Termination/Severance in Mauritius

Fixed term contracts are permitted.

Employment contracts may be terminated with verbal or written notice as follows:

  • If employed for more than 3 years: 3 months’ notice
  • Less than three years of service: if paid at intervals of at least 14 days, then at least 14 days of notice before the end of the month, or if paid in less than 14 day intervals, at least one interval of pay.

In general, employees are entitled to severance pay based on length of service, reason for termination, and interval of pay.

Paying Taxes in Mauritius

Employees contribute 3% of their wages to the National Pension Fund and 1% to the National Savings Fund.

Employers contribute 6% of monthly wages to the National Pension Fun, 2.5% to the National Savings Fund, and 1.5% for the HRDC levy. The amounts are subject to a wage cap.

This information is provided as generally accepted information and is not intended as advisory services.

Why G-P

Establishing a branch office or subsidiary in Mauritius to engage a small team is time-consuming, expensive and complex. Mauritian labor law has strong worker protections, requiring great attention to detail and an understanding of local best practices. G-P makes it painless and easy to expand into Mauritius. We can help you hire your candidate of choice, handle HR matters and payroll, and ensure that you’re in compliance with local laws, without the burden of setting up a foreign branch office or subsidiary. Our Mauritius PEO and Global Employer of Record solution provides you peace of mind so that you can focus on running your company.

If you would like to discuss how G-P can provide a seamless employee leasing or PEO solution for hiring employees in Mauritius, please contact us.


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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