Mauritius
New minimum wage requirements for certain employees
Impact date: 1 January 2026
The Wage Adjustment (Amendment) Regulations 2026 amend the Wage Adjustment Regulations 2024 by introducing new minimum wage requirements for employees whose remuneration is not governed by any remuneration regulation and whose job position requires a diploma or degree.
Under this change, from 1 January 2026, employees whose job position requires a diploma as an entry requirement must be paid a monthly basic wage or salary of not less than MUR 24,245, while those whose position requires a degree must be paid not less than MUR 26,245.
Important note:
- The Wage Adjustment (Amendment) Regulations 2026 was gazetted on 26 May 2026. Employers should therefore adjust the basic salary to comply with the new minimum basic wage or salary requirements and backpay any arrears owed from January 2026 onward, representing the difference between what was paid and the applicable minimum (MUR 24,245 for diploma holders or MUR 26,245 for degree holders).
- Employers should make the necessary adjustment to statutory returns in respect of the National Pensions Fund, National Savings Fund, Portable Retirement Gratuity Fund and the Contribution Sociale Généralisée.
Employer implications/action needed N/A
Employer risk N/A
Link N/A
Amendments to criminal record disclosure regime
Impact date: 1 July 2026
The Certificate of Character Act 2026 and accompanying Certificate of Character Regulations 2026 amend the criminal record disclosure regime by replacing the 2012 legislation with a simplified framework governing the issue and administration of certificates of character. The Act expands the circumstances in which past convictions will no longer appear on a certificate, including certain minor or historic offences where specified rehabilitation periods have elapsed, while continuing to require disclosure of serious offences listed in the First Schedule. Importantly, it introduces statutory protection against discrimination in employment where a conviction is unrelated to the employee’s role or the position sought, and it amends the Equal Opportunities Act accordingly. The Regulations provide the practical framework for applying for, issuing and administering certificates, including support for electronic applications and the operation of the new system.
Employer implications/action needed Employers must not discriminate against a person whose certificate of character specifies a conviction for a crime or misdemeanor, where that crime or misdemeanor is not related to the person’s employment or the employment for which they are being considered.
Employer risk N/A
Link N/A
New student work permit framework introduced
Impact date: 13 August 2026
The Act was amended by the Economic and Financial Measures (Miscellaneous Provisions) Act 2026, Act No. 13 of 2026. It was assented to on 12 August 2026 and gazetted on 13 August 2026.
A new student work permit framework was introduced.
Student employment permit
Foreign students may only work or engage in employment in Mauritius if they hold a valid student employment permit and the application for a student employment permit shall be made in such manner as may be prescribed.
A “Foreign student” means a non-citizen aged 16 or above who holds a residence permit and is pursuing studies in Mauritius at a college, university, or other educational or training institution.
Eligible foreign students may work part-time for up to 30 hours per week during school holidays. The previous limit was 20 hours.
Working without permit
A foreign student who works without a permit, and an employer who employs a foreign student without a permit, shall commit an offence.
Offence
Offenders are liable, upon conviction, to a fine of MUR 100,000 to MUR 500,000 and imprisonment for up to five years.
A Court which convicts a person for an offence above, may, in addition to any penalty imposed by it, order the convicted person to pay – (a) the costs of repatriation of the foreign student; and (b) any costs associated with the maintenance of the foreign student pending his repatriation.
Employed foreign students
Foreign students already employed before the commencement of the provision must apply for and obtain a student employment permit within six months of its commencement.
Employer implications/action needed N/A
Employer risk N/A
Link N/A
Public holidays
Impact date: 13 August 2026
Section 3(3) of the Public Holidays Act was amended by the Economic and Financial Measures (Miscellaneous Provisions) Act 2026.
Where any public holiday falls on a Sunday, the following day shall be observed as public holiday.
Employer implications/action needed N/A
Employer risk N/A
Link N/A
Menstrual leave
Impact date: 13 August 2026 All employees irrespective of their basic salary are entitled to the menstrual leave benefit.
If a female worker takes her statutory monthly day off for menstrual leave, the employer has the legal right to have her examined by a medical practitioner of their choice, at the company’s expense.
- every female worker is legally entitled to one day of fully paid menstrual leave every month during the period that she remains in employment
- to qualify for this leave, the employee must be temporarily unable to perform her work due to severe menstruation-related symptoms or disorders
- taking a day of menstrual leave must not be recorded as an unauthorised absence from work
Employer implications/action needed N/A
Employer risk N/A
Link N/A
Renewal of occupation permit
Impact date: 1 October 2026
A non-citizen who is the holder of an occupation permit as a professional shall, on an application for the first renewal of his occupation permit, be governed by the criteria in force immediately before the amendments brought to the First Schedule to the Economic Development Board Act. This protects existing professional occupation permit holders from being subject to new criteria upon their first renewal.
Employer implications/action needed N/A
Employer risk N/A
Link N/A
Maternity/paternity/adoption leave
Impact date: 1 January 2027
Section 52 (Maternity Leave) and Section 53 (Paternity Leave) of the Workers’ Rights Act was amended by the Economic and Financial Measures (Miscellaneous Provisions) Act 2026.
A female worker is now entitled to 26 weeks of fully paid leave instead of 16 weeks. Furthermore, if the worker chooses to take a portion of her leave before her confinement, she is now legally required to reserve at least 14 weeks (up from eight weeks) to be taken immediately following the birth of her child.
Immediately following the 26 weeks of fully paid leave, a female worker now has the option to take up to an additional 26 weeks of maternity leave on half pay.
Previously, subsection (1A) granted an extra two weeks of paid leave specifically to mothers who gave birth to twins, triplets, multiple births, or premature babies. This subsection has now been repealed.
A female worker who adopts a child under the age of 12 months sees her fully paid adoption leave increased from 16 weeks to 26 weeks. Additionally, like biological mothers, she now gains the statutory option to take up to an additional 26 weeks of leave on half pay once her fully paid period concludes.
An eligible male worker in continuous employment for at least 12 months is now entitled to six, instead of four, consecutive weeks of fully paid paternity leave, upon the birth of his child or the adoption of a child under 12 months old.
Employer implications/action needed N/A
Employer risk N/A
Link N/A
New technical category occupation permit introduced
Impact date: To be fixed by proclamation
Technical Category Occupation Permit
The Technical Category Occupation Permit has been introduced, which accommodates specialised foreign workers entering Mauritius under a Government-to-Government (G-to-G) framework. These technical permits are capped at a maximum duration of 3 years, or for the specific period outlined in the worker’s employment contract, whichever timeframe is shorter.
Employer implications/action needed N/A
Employer risk N/A
Link N/A
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