The Islamic Republic of Mauritania is a northwestern country in Africa. Arabic is the official language, although there are local languages spoken throughout the country, the most prevalent being Arabic. The country’s main industry is agriculture, although the country has vast deposits of iron ore.
Employment contracts in Mauritania should include information about:
Fixed-term and indefinite-term contracts are recognized in Mauritania. Fixed-term contracts can be renewed twice. Pre-employment background checks are not required but many employers elect to do them. If an employer does elect to perform a background check, it must comply with the data privacy laws of Mauritania.
The standard workweek in Mauritania is 40 hours and eight-hour days. Overtime pay is determined by collective agreement.
Sick leave is determined by individual or collective agreement.
Female employees are entitled to 14 weeks of fully paid maternity leave. Eight of those weeks must be taken after the birth. Additionally, mothers are granted an additional day of leave per year for each child they have under the age of 14. New mothers are given an hour a day to breastfeed for the first 15 months after childbirth.
There is no legal requirement for employers to provide their employees with bonuses. Some employers elect to do so as part of a competitive benefits package.
Employees with at least one year of service are entitled to annual leave, which accrues at a rate of 1.5 days of leave per month of employment. Employees living outside of Mauritania accrue annual leave at a rate of three days per month of employment. Additionally, employees that have been employed for 10 years receive an additional day accrued per month. Employees with 15 years of employment receive two additional days that accrue per month. Finally, employees with more than 20 years of employment receive an additional three days of leave that accrue per month. Employees are also entitled to 10 days of emergency family leave.
Mauritania observes the following public holidays:
Both employers and employees contribute to the public healthcare system in Mauritania. Employers contribute a percentage of gross monthly earnings while employees contribute at a slightly lower rate.
An employment contract can terminate at the end of the term (if for a fixed period), by the employer (with or without notice), by the employee, by mutual consent, due to the death of the employee or as a result of force majeure making it impossible to continue the contract. In most instances, employers must provide the employee with the reason for dismissal in writing. If the dismissal requires notice, the notice period starts with the delivery of the written reason for termination. An employment contract can be terminated during the probation (trial) period by either the employer or employee without notice.
We understand that local laws and regulations change and sourcing an accurate reference guide is not easy. Our data is researched and verified by our team of local international Employment Attorneys, HR and Benefit Professionals and Tax Accountants through our Atlas team and consultants, to ensure information up-to-date and accurate.
Our team of regional experts are here to support you with your global expansion plans. If you have any questions, just get in touch and we will be delighted to help.