Understanding market competitive salaries in Mauritius is crucial for both employers and employees. A competitive salary ensures that businesses attract and retain top talent, while employees secure fair compensation for their skills and experience.

Factors Affecting Market Competitive Salaries

Several factors influence market competitive salaries in Mauritius. These include:

• Job Title and Industry: Different professions and industries have varying salary ranges. For instance, financial service professionals typically command higher salaries compared to general laborers.
• Experience and Qualifications: Employees with extensive experience and relevant qualifications often receive higher salaries than those with less experience or lower educational attainment.
• Location: Salaries can differ geographically within Mauritius. Urban areas like Port Louis might offer higher salaries compared to rural regions.
• Company Size and Reputation: Multinational corporations or established local businesses may offer more competitive salaries compared to smaller companies.

Researching Market Competitive Salaries

Several resources can help you research market competitive salaries in Mauritius:

• Salary Surveys: Reputable firms conduct periodic salary surveys in Mauritius, providing comprehensive data on compensation and benefits across various industries and job categories.
• Job Boards: Many online job boards in Mauritius list salaries alongside job postings. While not an absolute benchmark, this information can provide a general idea of salary expectations for specific roles.

The minimum wage in Mauritius is regulated by the government and applies to all full-time employees.

Minimum Wage Amount (as of January 1, 2024)

Unskilled Workers in Export Processing Zones (EPZ) earn a minimum of MUR 15,000 per month. On the other hand, Unskilled Workers Outside Export Processing Zones (EPZ) earn a minimum of MUR 16,500 per month. This includes a mandatory salary compensation of MUR 1,500 (minimum) or MUR 2,000 (maximum).

Additional Considerations

Employers are legally obligated to pay their employees at least the minimum wage. Failure to do so can result in penalties from the government. The salary compensation mentioned above is a temporary measure implemented by the Mauritian government in 2024 to support low-income earners.

In Mauritius, employees are entitled to a mix of mandatory and discretionary bonuses and allowances.

Mandatory End-of-Year Bonus

Mauritian law mandates a year-end bonus for all employees, excluding daily wage earners. The calculation of this bonus varies based on the salary:

• For salaries below MUR 100,000, the bonus equals one-twelfth of the annual earnings.
• For salaries above MUR 100,000, the bonus is a gratuity based on the December basic salary, prorated according to the months of service in that year.

This bonus essentially equates to an extra month's pay for many workers.

Additional Allowances (Variable by Employer)

To attract and retain talent, many Mauritian companies offer additional allowances on top of the mandatory bonus. These may include:

• Housing Allowance: This allowance helps offset accommodation costs, particularly in major cities.
• Meal Vouchers: Subsidized vouchers for meals, promoting employee well-being and potentially reducing lunchtime spending.
• Transport Allowances: This allowance helps cover commuting costs, especially for those using public transportation or traveling long distances.
• Company Cars: These are provided to senior employees or those whose roles require extensive travel.
• Health Insurance: While not mandatory, some companies offer health insurance coverage for employees and their dependents.
• Tuition Reimbursement: This is financial assistance for employees pursuing further education.

The payroll cycle in Mauritius operates on a monthly basis, with salaries typically disbursed at the end of each month for work completed within that month. This practice varies from other countries where bi-weekly pay cycles are more prevalent.

Monthly Cycle

In Mauritius, salaries are paid at the end of each month.

13th Month Payment

Employers in Mauritius are legally obligated to provide a 13th month salary. This can be achieved by either disbursing an end-of-year bonus equivalent to 1/12th of the annual earnings or a gratuity as per the End of Year Gratuity Act 2001, whichever is higher. To qualify, employees must have been employed for the whole or part of the year and be employed on December 31st. A minimum of 75% of this bonus must be paid before December 25th.

Payslips and Records

Employers are mandated to maintain payroll records for each employee for a minimum of ten years. Employees receive payslips along with their salary disbursement.

Overtime

The standard workweek in Mauritius is 45 hours, with overtime pay applicable at 150% of the regular hourly rate for hours worked beyond this. If an employee works more than two hours beyond their regular shift, they must be provided with a free meal or a meal allowance of 85 Mauritian Rupees (MUR).

National Savings Fund

Both employers and employees contribute to the National Savings Fund (NSF). Employers contribute 1.5% of the employee's basic salary and 2.5% of total remuneration, with a reduced rate of 1% applicable to employers of low-wage earners (total basic pay or compensation below MUR 10,000). Employees contribute 1% up to a maximum of MUR 187 per month.