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How to hire remote employees in
Hiring abroad is notoriously difficult: New labor laws, entities, a lot of words you’d rather not hear again. But we’ve got good news—it doesn’t need to be that way. Below, we’ll break down your two main options for hiring in Mauritius (and the one we prefer).
If you want to successfully hire in
Mauritius
, you have two options:
Laws about hiring contractors are significantly more simple in
Mauritius
. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Thera for.
This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in
Mauritius
is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.
Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in
Mauritius
.
Hiring employees takes months, at the minimum. When you hire with Thera's locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.
It costs just $0 to sign up for Thera, then $25 per month to hire your contractors with Thera. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.
Hiring contractors in
Mauritius
means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.
Hiring employees is a bigger commitment, and can open you up to increased liabilities and regulations. When you hire contractors overseas, your biggest risk is misclassification—but laws surrounding contractor classification are often significantly more straightforward.
The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.
Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.
If you’re hiring contractors in
Mauritius
, you can pay them with Thera in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.
If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in Mauritius than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in Mauritius.
An employer must refund the annual leaves that are not taken by an employee if it has been contractually agreed upon by the employer and employee. Employees may receive 20 days annual leave and additional leave of 2 days.
However, they can impose a rule that half of the total number of annual leaves must be taken by an employee.
There are 13 public holidays.
Employer may send a medical practitioner on their behalf to verify the health status of an employee who is out on sick leave.
The employee may be subjected to disciplinary actions according to the laws. An employee can take up to 15 days of sick leave every year.
These leaves can be accumulated for up to 90 days. If an employee works for an employer consecutively for five years, they can take 30 days of paid vacation leave.
These five years will be counted from the 24th October 2019 which is the date of the commencement of the act.
An employee receives a one-time allowance of MUR 3,000 from her employer if she has been working for at least one year at the same company.
A female employee who has worked continuously for one year is entitled to 14 weeks of paid maternity leave, of which up to seven weeks can be taken before birth.
Female employees who miscarry are entitled to two weeks of leave immediately after the event. The two weeks are fully paid.
Male employees in Mauritius are entitled five continuous days of unpaid maternity leave after 12 months of service.
Paternity leave must be taken within two weeks from the date of the birth.
There are no statutory provisions for parental leave.
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In Mauritius, employees may receive 6 days paid leave.
Employees in Mauritius receive 3 days paid leave in the event of the of parents, sibling, spouse, or child.
Termination of the contract has been terminated by the employer when:
Notice period in Mauritius can be made only when the following:
In Mali, employees with less than 12 months of service are not entitled to severance pay, severance allowance is calculated as follows:
Probation period is 1 to 3 months.
The standard working hours in Mauritius is 45 hours a week and 9 hours a day for five days a week.
In Mauritius, any hour beyond 45 hours per week is counted as overtime
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