Mauritius (MU)

Rules: 15 days paid sick leave per year under WRA 2019, accruing from the first day of employment (approximately 1.25 days/month). After 12 months, unused sick leave accumulates (up to statutory limits). For 1–2 day absences: most employers accept self-certification in writing. For absences of 3 or more consecutive days: a medical certificate (Certificat Médical) from a registered medical practitioner is required. Private clinic GP consultation: MUR 800–2,000 (C-Care Darné Port Louis, Apollo Bramwell Moka, Clinique du Nord Grand Baie). After exhausting 15 statutory sick days, further sick absence may be treated as unpaid or subject to negotiated contract terms — check your contract explicitly.

Doctor note: Most Mauritius employers require a medical certificate for absences of 3 or more consecutive days — some large companies and international employers require one from day 1 for repeated short absences (to monitor patterns). The certificate must be issued by a registered medical practitioner in Mauritius or abroad. Doctors typically charge MUR 800–2,000 for a consultation plus certificate. Do not use a home-country doctor's note without an English or French translation — HR departments may reject certificates in other languages.

Employer pay: Statutory sick leave (15 days/year) is fully paid at the employee's normal daily rate. Employers cannot deduct pay for sick absences within the statutory allowance if a valid medical certificate is provided. After exhausting the 15-day statutory allowance, further sick absence is typically unpaid unless your contract provides additional sick pay. Long-term illness affecting OP status: if sick leave extends beyond your contract terms, your employer may initiate termination procedures — WRA 2019 provides some protection, but seek legal advice promptly if facing long-term incapacity.

Long-term: There is no state long-term incapacity benefit for foreign OP holders in Mauritius. The National Pensions Fund (NPF) provides disability pension to qualifying contributors but foreign nationals on short-term OPs typically do not accumulate sufficient contribution years. Private income protection insurance covering 60–80% of salary if unable to work due to illness or injury (cost: USD 500–2,000/year depending on income and benefit period) is the only meaningful safety net for OP holders. Purchase this before arriving — policies issued after a health event may exclude related claims.

Max hours: 45 hours per week is the standard statutory maximum in most sectors under WRA 2019. Shop assistants: 45 hours/week; manufacturing: sector-specific regulations; hospitality and security: may have different patterns under collective agreements. Flexible working: no statutory right to flexible working in Mauritius (unlike UK/EU), but many international employers operating in Mauritius offer flexible or hybrid arrangements. OP holders in management roles: confirm your contract does not waive overtime entitlements without adequate compensation — some executive-level contracts include an all-inclusive salary clause. Night work (22:00–05:00): attracts a 15% wage premium under most Mauritius collective agreements.

Min rest: WRA 2019: minimum 24 consecutive hours of rest per week (typically Sunday for a standard Monday–Friday/Saturday work week). Minimum 11 hours rest between consecutive working days. Public holidays: Mauritius has 15 public holidays in 2026 (see Mauritius public holidays list). All public holidays are paid days off — working on a public holiday entitles the employee to either double pay or a substitute rest day (employee's choice under WRA 2019). For OP holders whose home-country religion observes different holidays: negotiate additional paid religious leave in your contract — common practice for Muslim, Hindu, and Christian employees.

Overtime: Overtime (hours beyond 45/week or as defined in your contract) must be paid at 1.5× the hourly rate under WRA 2019. Overtime must be agreed in advance by both parties — employers cannot require unlimited compulsory overtime. Keep your own record of hours worked (daily time log) — this evidence is essential for any claim for unpaid overtime at the ERT. Some senior management contracts include an "all-inclusive" salary that covers overtime — if your contract contains this, ensure the base salary is substantially above the OP threshold to reflect the inclusion of overtime. Night work overtime (22:00–05:00 hours that also qualify as overtime) attracts both the 1.5× rate and the 15% night premium.