Leave management in Mauritius is shaped by statutory provisions under employment law, alongside important distinctions based on employee earnings and contractual arrangements.
While the law sets clear minimum entitlements for certain categories of workers, employer policies and contracts play a significant role, particularly for higher-earning employees.
Employees are generally entitled to 22 days of annual leave per year.
However, for employees classified as “workers” under the Workers’ Rights Act (typically below a remuneration threshold), statutory provisions provide:
After 5 years of continuous service, employees become entitled to 30 days of vacation leave.
Where leave is not taken, it is generally paid out in cash at year-end, unless otherwise agreed in writing.
Employees are entitled to 15 days of sick leave per year.
Unused sick leave is accumulated over time, providing longer-term protection for employees.
Where an employee cannot take leave due to business needs, the employer must compensate the employee accordingly.
Maternity leave entitlements include:
Additional provisions include:
Paternity leave provisions include:
Mauritius provides a wide range of additional leave entitlements:
Mauritian leave framework distinguishes between statutory “workers” and higher-earning employees.
For employees above certain earnings thresholds:
Internal policy design is critical for compliance and consistency.
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