Employment Law

Employment Law · 29. December 2019
The law provides that where a cyclone warning class III or IV is in force in the Republic of Mauritius, a worker may absent himself from work and the employer shall pay remuneration to the worker at the normal rate in respect of the period of absence.

Employment Law · 24. October 2019
As at today, The Workers' Rights Act 2019 has replaced the Employment Rights Act 2008 and will be governing the relationship between employees, employer and the State. However Part VIII of the Workers' Rights Act 2019 will come into operation on the 1st January 2020.

Employment Law · 20. August 2019
We all have at least once heard about " A bad settlement is better than a good lawsuit" but however in an employment dispute if both the employer and the employee agree, the best way is to enter into a settlement agreement.

Employment Law · 12. March 2019
Mauritian law has had an attempt at promoting employment opportunities and career advancement for persons with disabilities in the labour market through the passing of the Training and Employment of Disabled Persons Act 1996.

Employment Law · 11. December 2018
Concerning the timing for the payment of the end of year bonus, the Employment Rights Act 2008 provides that 75% of the expected bonus becomes payable to the worker not later than five clear working days before 25 December of that year, and the remaining balance shall be paid to the worker not later than on the last working day of the same year.

Employment Law · 11. April 2018
A contract checklist is a step-by-step list that will place both the employer and the employee on the same page and will greatly help in better communication, realistic expectations and a good contractual relationship.

Employment Law · 25. February 2018
A disciplinary hearing will be required for justified termination before an employer terminates its employee's contract of employment.

Employment Law · 11. February 2018
An employer who terminates an employee’s contract when the employee has been in continuous employment for a minimum period of 12 months must pay a severance allowance unless the employer can show that there were valid reasons to justify the dismissal.