In Mauritius, the employment landscape is diverse, offering various types of agreements to cater to different employment needs.

Contracts of Indeterminate Duration (Indefinite Contracts)

Contracts of Indeterminate Duration, also known as Indefinite Contracts, are permanent positions without a pre-defined end date. These contracts offer greater job security to the employee. Termination of such contracts requires adherence to specific procedures as outlined in the Workers' Rights Act 2019 (WRA).

Contracts of Determinate Duration (Fixed-Term Contracts)

Fixed-term contracts are temporary employment agreements for a specific period. These are suitable for seasonal work, short-term projects, or replacing absent employees. The contract must specify the purpose, duration, and required skills for the position. Some reasons for using fixed-term contracts include seasonal and short-term work, replacing an employee on approved leave or suspension, and providing training.

Part-Time Work Agreements

Part-time work agreements are for employees working fewer hours than a full-time position. These agreements ensure part-time workers receive proportional benefits and are not treated less favourably than full-time employees performing similar duties. Their compensation is typically based on the hours worked.

Deeming Agreements

Deeming agreements fall under the broader umbrella of "atypical work agreements". These agreements function similarly to fixed-term contracts but cater to the employer's temporary staffing needs that might extend beyond a predefined period. They offer some flexibility compared to standard fixed-term contracts.

An employment agreement in Mauritius should clearly outline the terms and conditions to protect both employers and employees. Essential clauses required by law or considered best practices include:

Parties to the Agreement

This includes the employer's name and registration number as per the Mauritius Companies Act 2001, and the employee's full name, identification number, and address.

Job Description and Duties

The agreement should provide a clear description of the employee's role, responsibilities, and reporting structure.

Remuneration and Benefits Package

This includes the gross salary amount in Mauritian Rupees, payment frequency, allowances, leave entitlements as per the WRA, and details on any health insurance or other benefits offered.

Working Hours and Location

The agreement should specify the regular working hours per day/week, overtime pay policy, and expected work location.

Termination Clause

The agreement should specify the notice period requirements for both employer and employee as per the WRA, and the grounds for termination with or without notice.

Dispute Resolution

The agreement should outline the process for addressing any workplace disagreements.

Optional clauses can include a non-compete clause, which is enforceable only if reasonable in scope and duration. The agreement should be drafted in French or Mauritian Creole, and a copy of the agreement should be provided to the employee.

The probationary period is a preliminary phase in a Mauritian employment contract designed to assess an employee's suitability for the role. The Workers' Rights Act 2019 (WRA) allows employers to include a probationary period in both indefinite and fixed-term contracts.

Duration of Probation

The WRA places a limit on the probation period's duration. It cannot exceed half of the fixed-term contract's duration. There's no legal maximum for indefinite contracts; however, a reasonable duration is recommended to ensure fairness.

Purpose of Probation

The probationary period serves several purposes for both employers and employees. Employers can evaluate the employee's skills, knowledge, and work ethic to determine if they are a good fit for the role. Employees can assess the job's suitability and ensure it aligns with their expectations.

Probation Period Activities

During the probation period, employers can closely monitor the employee's performance and provide additional training or support if needed. Employees can demonstrate their capabilities and commitment to the role and raise any concerns they may have about the job.

Termination During Probation

The probationary period offers greater flexibility for termination compared to the rest of the employment contract. Either party can terminate the employment with a shorter notice period. For employees with less than one month of service, no notice is required. For employees with more than one month but less than two years of service, the notice period is half the normal notice period. The employer should provide written feedback if they decide to terminate the employee's contract during probation. This is not a legal requirement but is considered good practice.

Confirmation After Probation

Upon successful completion of the probation period, the employee transitions into the role's full terms and conditions as stipulated in the employment agreement.

Key Points to Remember

Probation periods are limited in duration by the WRA. They serve as an assessment period for both employers and employees. Termination during probation follows a shorter notice period.

Employment agreements in Mauritius often include confidentiality and non-compete clauses to safeguard the employer's legitimate business interests. These clauses, however, are balanced against the employee's right to work and earn a living.

Confidentiality Clause

A confidentiality clause in an employment agreement restricts an employee from disclosing the employer's confidential information to unauthorized individuals or entities. Although the Workers' Rights Act (WRA) 2019 doesn't explicitly mention confidentiality clauses, they are recognized and enforced by Mauritian courts.

A typical confidentiality clause should cover:

• Definition of confidential information: This could include trade secrets, client lists, pricing strategies, or unpublished inventions. The information must be genuinely confidential and not readily available elsewhere.
• Permitted use of confidential information: The clause should specify how the employee can use confidential information for their work duties.
• Restrictions after termination: The clause can outline limitations on the employee's use or disclosure of confidential information even after leaving the company. However, these limitations must be reasonable in scope and duration.

Non-Compete Clause

Non-compete clauses restrict an employee's ability to work for a competitor or start a competing business after leaving the company. For these clauses to be enforceable, they must meet specific criteria:

• Reasonable in scope: The clause should only restrict competition in a specific geographic area or for a specific period. Courts generally consider a period of two years or less to be reasonable.
• Protection of legitimate interests: The clause should protect a genuine business interest of the employer, such as trade secrets or client relationships.
• Not overly burdensome: The clause should not prevent the employee from earning a living in their field.

Important to Note

• Mauritian courts will not enforce non-compete clauses that are too broad or prevent the employee from using their general skills and experience gained during employment.
• There is no legal requirement to provide compensation to the employee for a non-compete clause, unlike in some other jurisdictions.