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Mauritius Leave Laws & Holidays

Paid Time Off (PTO), Vacation Time, Sick Leave, Maternity Leave, Paternity Leave, Bereavement Leave, Jury Duty Leave, Military Leave, and Voting Leave

Table Of Contents

Paid Time Off (PTO) in Mauritius

Annual Leave Quota 

22 days of paid leave. 

Employees in Mauritius are entitled to 22 days of fully paid annual leave. This consists of 20 days of regular annual leave and 2 additional days. Employees become eligible for their full annual leave entitlement after completing 12 months of continuous service with the company. Annual leave can be taken in full days, half days, or even shorter increments (such as an hour or two) by mutual agreement between an employee and employer. 

Vacation leave 

An employee who has worked for the company for 5 consecutive years is entitled to 30 days of paid vacation, for every period of 5 consecutive years. However, the calculation of this period of 5 consecutive years starts only after October 24, 2019 (the date when the law was applied). 

Accrual 

Employees begin to accrue annual leave after working for the same employer for 6 consecutive months. After those first 6 months, they begin to accumulate 1 day of annual leave for each following month of work, up to the twelfth month (a maximum of 6 days of annual leave). So, after 1 year, they become eligible for full annual leave. 

Taking a vacation leave 

An employee must give written notice at least 2 days in advance when he or she wants to take more than one day of annual leave in a row. 

If an employer and employee cannot agree on the dates for taking annual leave, the employer will choose the dates for half of the leave period and the employee will choose the dates for the other half. 

Leave not taken must be cashed out 

If an employee hasn’t taken all their entitled leave, or if they haven’t been granted all of it, they will receive their regular daily pay for each day of leave that is still owed to them at the end of a 12-month period. However, an employer can make it a requirement that half of an employee’s total annual leave must be used. 

Part-time employees 

Part-time employees who have served the company for 12 months are also entitled to fully paid annual leave calculated by the following formula: 

N/W x Y  

N – the number of days the employee is required to work in a week 

W – the number of working days in a week for a full-time employee in a comparable position 

Y – the number of days of annual leave that the employee is entitled to. 

Payout 

Annual leave is paid by the employer. An employee continues to receive a regular salary during the leave. 

Holidays

  • 1st January – New Year’s Day

  • 2nd January – New Year’s Holiday

  • 28th January – Thaipoosam Cavadee

  • 1st February – Abolition of Slavery

  • 12th February – Chinese Spring Festival

  • 11th March – Maha Shivaratree

  • 12th March – Independence and Republic Day

  • 13th April – Ougadi

  • 1st May – Labor Day

  • 14th May – Eid-Ul-Fitr

  • 11th September – Ganesh Chaturthi

  • 1st November – All Saints’ Day

  • 2nd November – Arrival of Indentured Labourers

  • 4th November – Diwali

  • 25th December – Christmas Day

Maternity Leave, Leave due to a Miscarriage and Stillbirth, Adoption Leave, Paternity Leave

Maternity Leave

A female employee, on the production of a medical certificate, is entitled to 14 weeks maternity leave on full pay to be taken – before confinement, provided that at least 7 weeks’ maternity leave will be taken immediately following the confinement; or after confinement. 

Where a female employee who remains in continuous employment with the same employer for 12 consecutive months gives birth to a child, she will, on the production of a medical certificate, be paid, within 7 days of her confinement, a maternity allowance.

Leave due to a Miscarriage and Stillbirth

Where a female employee suffers a miscarriage that is duly certified by a medical practitioner, she will be entitled to 3 weeks’ leave on full pay immediately after the miscarriage. 

Where a female employee gives birth to a stillborn child, she will, on the production of a medical certificate, be entitled to 14 weeks’ leave on full pay.

Adoption Leave

Where a female employee, who has been in continuous employment with the same employer for a period of 12 consecutive months, adopts a child aged less than 12 months, the employee will, on the production of a certified copy of the relevant Court order and a copy of the act of birth of the child, be entitled to 14 weeks’ leave on full pay.

Paternity Leave

Where the spouse of a male employee, who is in continuous employment for 12 consecutive months, gives birth to a child, the male employee will – be entitled to a paternity leave of 5 continuous working days; or where he is a part-time employee, be entitled to the number of days of leave in accordance with the formula.

The paternity leave will begin within 2 weeks from the date of birth of the child.

Sick Leave

Sick Leave

Every employee, other than a part-time worker, who remains in continuous employment with the same employer for a period of 12 consecutive months is entitled, during each subsequent period of 12 months while he remains in continuous employment, to 15 working days’ sick leave on full pay.

Part-time employees are also entitled to a paid sick leave by a formula: N/W x Y

Jury Duty Leave and Voting Leave (Leave due to Public Interest)

An employee is granted leave with pay by his employer during the period of his absence from work under a summons issued to him to attend service as a juror under the Courts Act.

An employee is granted leave to attend Court regarding any matter in which he is a party or in which he is a witness.

Bereavement Leave

Employees are entitled to 3 working days’ special leave on full pay on the death of their spouse, child, father, mother, brother, or sister.

Military Leave

Not specified by law.

Please consult your local legal counsel to learn more about Mauritius Leave Laws.

To learn more about laws in various countries, check out our Leave Laws page.

All materials have been prepared for general information purposes only to permit you to learn more about this region's leave laws. The information presented is not legal advice, is not to be acted on as such, and may not be current. Please contact your local legal counsel to learn more about the leave laws in your country.