Basic Facts

Mozambique is a country on the south-eastern coast of Africa. To the west it is bordered by Zimbabwe, Zambia, and Malawi; to the north it is bordered by Tanzania; and to the south it is bordered by Eswatini and South Africa. Mozambique has an east-facing coast, bordering the Indian Ocean alongside neighboring countries Madagascar and Comoros. The nation has a total area of 801,590 square kilometers, including a white sand coastline, mountain plains, and harbors. Agriculture, Industry, and as of more recently, Tourism make up large sectors of the economy. Some of Mozambique’s exports include coal, aluminum, petroleum, and tobacco.

 

*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Mozambique.

Capital :
Maputo
Currency :
Mozambican Metical (MZ, MT)*
Languages spoken :
Portuguese
Population :
32.16 Million (2021 est.)
Minimum wage 2023 :
Various; dependant on sector
Cost of Living index :
-
Payroll Frequency :
Weekly, fortnightly, or monthly
VAT - standard rate :
17%
GDP - real growth rate :
3.8% (2021 est.)

Statutory Holidays

The holidays mentioned below are valid for the year 2023.

Date
Holiday Name
Extra Information
January 1
New Year’s Day
February 3
Heroes' Day
April 7
Women’s Day
May 1
Worker’s Day
May 2 taken in lieu
June 25
Independence Day
September 7
Victory Day
September 25
Revolution Day
September 26 taken in lieu
October 4
Day of Peace and Reconciliation
December 25
Family Day
December 26 taken in lieu

Contract Sharing Time


The approximate time for sharing the contract with an employee in Mozambique is 14 business days assuming no special requests or changes to our standard employment contract. Any such requests or changes would need to undergo internal and external review, directly leading to a time delay.

NOTE: This number is subject to change and is only an estimation of the Contract Sharing Time. The estimated Contract Sharing Time begins from the moment that WorkMotion has received all required information from both the client and the employee.

What You Need To Know


  • There is not yet any specific regulation in place based on remote work; instead some decrees passed in the early stages of the COVID-19 pandemic regarding teleworking are still used.
  • Annual leave is granted based on the length of service.
  • The minimum wage is dependent on the sector of employment.
  • Overtime may only be granted under certain circumstances.

Labor Conditions


Working Hours

Working hours should not exceed 48 hours per week or eight hours per day. The average weekly working time of 48 hours should be calculated using a reference period not exceeding six months.

Overtime

Any work performed over and above the normal daily working hours is considered to be overtime. 

Overtime performed until 8 PM should be paid at the normal wage rate, plus 50%. Overtime performed between 8 PM at night and the start of the normal working hours of the following day should be paid at the normal wage rate, plus 100%.

Probation Period 

Both permanent and fixed term employment contracts may be subject to probation periods:

Type of Employment ContractMaximum Length of Probation Period
Permanent
  • 90 days for most employees;
  • 180 days for intermediate and higher level technicians, leadership, or management positions
Fixed
  • 15 days for contracts up to 6 months or of an unspecified length that is anticipated to last at least 90 days;
  • 30 days for contracts longer than 6 months but shorter than 1 year;
  • 90 days for contracts longer than 1 year.
Termination Notice Period

When terminating a contract, the employer must provide the employee with a notice period. The length of this notice period depends on whether the employee is in the probation period or not:

Status of EmployeeNotice Period
After Probation PeriodAt least 30 days
During Probation PeriodA minimum of 7 days advance written notice 

Denunciation of a permanent employment contract by the employee requires prior notice in accordance with the following time periods:

Length of ServiceNotice Period
6 months to 3 years15 days
More than 3 years30 days

 

Leave / Time Off

Annual Leave

Employees are entitled to the following paid annual holidays: 

Length of ServiceHoliday Entitlement
First year of service1 day for every month of actual service
Second year of service 2 days for every month of actual service
Third year of service onwards30 days for every year of actual service

Employees employed for a fixed term of more than three months but less than one year are entitled to holidays of one day for every month of actual service.

Sick Leave

There is no specific statutory provision for sick leave. Leave taken on the basis of sickness is typically classified as a “justified absence”.  This absence may be offset from the employee’s annual leave by deducting the equivalent number of days taken in absence (up to a maximum of 10 days per year of continuous employment), or by discounting the days of absence from the employee’s remuneration. In the latter case, this must be chosen by the employee. Without prejudice to provisions on social security, no remuneration is paid for periods of justified absence.

Parental Leave

Female employees are entitled to an absence from work for up to 30 days each year to take care of their minor children in cases of accident or illness should be considered justified absence and should not result in any loss of rights, except with regard to remuneration.

Maternity Leave

Employees are entitled to maternity leave of 60 consecutive days which may commence 20 days prior to the expected delivery date and which may be enjoyed consecutively. This leave of absence should apply equally to cases of full term or premature births, regardless of whether it was a live birth or a stillbirth. 

Mandatory Social Security pays for maternity leave.

Paternity Leave

Male employees are entitled to paid paternity leave for one day, every two years, and this day should be taken on the day immediately following the birth.

Other Types of Paid Leave

Justified Absences

The following are considered justified absences:

  • Marriage (a five day entitlement);
  • Bereavement (a five or three day entitlement, dependent on the relation to the deceased);
  • When it is impossible for the employee to attend word for reasons outside of their control, e.g. illness or accident;
  • Parents being required to accompany their own children or other minors under their responsibility to hospital;
  • Periods of convalescence for employees who miscarry or abort, occurring more than seven months before the expected birth;
  • Other absences previously or subsequently authorized by the employer; e.g. participating in sporting or cultural activities.

Unpaid Leave

At the duly justified request of the employee, the employer may grant the employee unpaid leave for such period as the parties may agree. This is provided that the employee has already taken the annual holidays to which the employee is entitled to in that calendar year.

Statutory Benefits

The employer’s contribution to social security in Mozambique is set at 4% of the monthly payroll.

The social protection system is structured in three levels:

  • Basic Social Security;
  • Mandatory Social Security;
  • Complementary Social Security.

Health Insurance

The employer contribution to health insurance is included under the employer social security contributions: 4% of monthly payroll.

The healthcare system in Mozambique is split into three programs:

  • Universal healthcare;
  • Social insurance;
  • Social assistance.

The social insurance coverage is available to both full and part time employees, apprentices, seasonal workers, self-employed individuals, and any public sector employees who are not protected by a special system.

Other Insurances

Accident Insurance

The total cost of accident insurance is covered by the employer.

Employers should have collective insurance for their employees, for the coverage of work accidents and occupational illness. This is provided through a private carrier.

Unemployment Insurance

The Programa Acção Social Produtiva scheme seeks to support people with work capacity who are living in poverty and other vulnerable situations. This scheme provides people who work at least four hours per day, across at least four days per week, with a monthly allowance of MZN 1,050.

Public Pension

The employer contribution to the pension is included in the 4% contribution to social security.

The pensionable age is 55 years for women and 60 years for men. Employees are entitled to a pension if they have been enrolled in the social security system for at least 20 years prior to application, and have contributed for at least 10 years or 120 months. 

Alternatively, regardless of age, the employee becomes entitled to a pension if been enrolled in the social security system for at least 30 years or has completed 25 years or 300 months worth of contributions.

Other Statutory Benefits

Survivor’s Benefit

Survivor’s benefits are funded through social security. This is included in the 4% contribution made by employers.

In the case of the death of an employee, the employee’s partner and/or their children are entitled to a survivor’s benefit. The maximum combined survivor pension is 80% of the employee’s annual earnings.

Spouse’s Pension

60% of the employee’s annual earnings is paid to the deceased’s partner.

Orphan’s Pension

25% of the employee’s annual earnings before death is paid for each child who is:

  • Younger than 19, if not in formal education;
  • Younger than 22 if a student;
  • Younger than 26 if a university student;
  • Any age if disabled.

30% of the employee’s annual earnings is paid if there is only one orphan, up to 80% for full orphans.

If there is no eligible partner or child of the deceased, 15% of the employee’s annual earnings is paid for each other eligible survivor.

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