MAURITIUS Law and Practice Contributed by: Sameer K Tegally, Sonia Xavier and Ashvan Luckraz, Venture Law
4.2 Characteristics of Employment Contracts Under the laws in Mauritius, a contract of employment may be for a determinate or inde - terminate duration, subject to the nature of the work. An agreement made verbally will also be considered a duly formed agreement. However, every employer has to provide to every worker engaged for more than 30 consecutive working days a written statement of particulars within 14 days of the completion of the first cal - endar month, a copy of which has to be sub - mitted to the supervising officer of the ministry responsible for labour and employment rela - tions. The WRA lays down the main features of a contract of employment as follows: • name of the employer; • national pension registration number of the employer; • business registration number of the employer; • address of the employer; • nature of activity carried out by the employer; • name of the worker; • gender of the worker; • national identity card number/passport num - ber of the worker; • date of birth of the worker; • address of the worker; • date of commencement of agreement; • place of work; • grade, class or category of employment; • rate and particulars of remuneration; • interval at which remuneration is to be paid; and • normal hours of work. Note that the above conditions are not exclu - sive; several other conditions may be agreed upon between the employer and the employee
in accordance with the specificities of the busi - ness. 4.3 Working Time Employees may be employed on a full-time or part-time basis in Mauritius. The normal working hours for a full-time worker (other than a car - egiver ( garde malade ) and a part-time worker) are 45 hours of work, excluding time allowed for meal and tea breaks, allocated as follows: • where the worker is required to work five days a week: (a) nine hours’ work on any five days of the week, other than a public holiday. • where the worker is required to work six days a week: (a) eight hours’ work on any five days of the week other than a public holiday; and (b) five hours’ work on one other day of the week other than a public holiday. No worker, other than a caregiver, shall, except in special circumstances and subject to any other enactment, be required to work for more than 12 hours per day. Under the WRA, where a worker works on a pub - lic holiday, the employer shall remunerate him/ her in respect of any work done: • during normal working hours, at not less than twice the rate at which the work is remuner - ated when performed during the normal hours on a weekday; or • after normal working hours, at not less than three times the rate at which the work is remunerated when performed during the nor - mal hours on a weekday. The WRA was amended in 2023 to introduce the concept of a four-day work week. An employer
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