Payroll in Mauritius runs in MUR (Mauritian rupee). Monthly payroll cycle is standard practice. A statutory end-of-year bonus (13th month) equal to one-twelfth of annual earnings is mandated under the End of Year Gratuity Act. Statutory employer contributions apply. Gracemark operates it end-to-end, humans, not tickets.
Standard workweek is 45 hours (typically 9 hours/day, 5 days), with overtime paid at 1.5x for normal days and higher for public holidays under the Workers' Rights Act.
Minimum wage
National minimum wage is MUR 16,500 per month for full-time employees, effective January 2024 under the National Minimum Wage (Amendment) Regulations 2024.
13th-month
A statutory end-of-year bonus (13th month) equal to one-twelfth of annual earnings is mandated under the End of Year Gratuity Act.
Employer cost
Employer contributions include the Contribution Sociale Généralisée (CSG, typically 3% for most employees, higher for higher earners) and National Savings Fund/training levy contributions, together in the low-to-mid single-digit percentage range.
Probation
Probation periods are typically up to 90 days for workers and longer for executives, per contract and Workers' Rights Act practice.
Notice period
Notice periods scale with service length; severance allowance is payable for termination without fault at a rate set under the Workers' Rights Act, with additional protections against unjustified termination.
Two ways to run payroll in Mauritius
Own-entity payroll
For long-term presence in Mauritius. Gracemark manages statutory filings, pay runs, and year-end reporting under your entity, with a named operator on Eastern Africa time.
EOR-run payroll
No entity in Mauritius? Employ and pay talent under Gracemark's local infrastructure via EOR, onboard in typically 1–3 weeks via eor, no local incorporation.
Compliance essentials in Mauritius
Employment model: EOR vs. contractor vs. local entity for Mauritius
Mandatory benefits, social contributions and any 13th-month obligation
Termination rules, statutory notice and severance exposure
Contractor misclassification risk and how local law defines employment
Currency (MUR), payroll cycle and English-language contract requirements
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