- Overview: Mauritania
- Global HR Compliance
- Global PEO and payroll
- Contractor vs. employee: which is better?
Global HR Compliance in Mauritania
If you hire international workforce, or plan to hire, then Hiring and Firing Workforce in Mauritania Guide below will help you understand the nuances of labor legislation in the country.
Companies hire international workforce for various reasons but in most cases they are:
- entering the foreign markets to sell company products. To do so, the company hires sales representatives who would represent their product and sell it to their local client base.
- hiring a global talent with unique skills that is unavailable in the local market or costs the company less than the talent with similar skills hired in the home country.
Before entering a certain foreign market or engaging a global talent, it is crucial for the company to understand how it can make local hires and reward its workers on a monthly basis. Growing companies often face a challenge of paying benefits and bonuses to the commission-based independent sales representatives they are working with.
If you intend to hire and pay your foreign workforce in full compliance with labor laws and regulations of Mauritania, then the Global Employer of Record service from Acumen International may be the best way for you to go. We are an International PEO company and we specialize in global employment, meaning we can employ your employees in Mauritania and act as their legal employer on your behalf. We will payroll your foreign workforce monthly and provide benefits to them through our global network so you don’t have to set up your own legal entities there.
We are experts in global workforce employment in , and our goal is to become your single provider. Instead of working with numerous local staffing agencies and legal advisors, Acumen International can solve your global business challenges and save you time, costs, and resources.
Our team of English-speaking professionals frees you from working through language nuances. Acumen International works 24/7 and can assist you whenever you need, regardless of time zones. Our goal is to create tailored labor solutions for you that are managed legally and in full compliance with the local employment laws.
With our knowledge and deep understanding of local nuances, you easily satisfy your need for skilled professionals in your global industry. With our qualified local partners, you can trust that your global workforce satisfies all local tax, social security, and immigration requirements in Mauritania.
See the guide below for a general overview of labor rules and regulations in Mauritania or contact us if you need to employ workers in Mauritania or would like to get more details.
Hiring and Firing Workforce in Mauritania Guide
# Employment contracts
The main features of a fixed-term employment contract:
- the one whose duration is precisely defined by the parties by means of a unit of time;
- the one with a term consisting of a date calendar;
- the one whose term is subordinated to a future event and some whose date is not exactly known;
- that concluded for the execution of a particular work where the realization of a business whose duration can not be evaluated precisely.
Any employment contract that does not meet the definition of fixed-term contract is considered as a contract of indefinite duration.
# Minimum (Statutory) Employment Rules and Regulations in Mauritania
# Hours of work:
In agricultural enterprises, the annual statutory working time effective may not exceed two thousand four hundred hours. Within this limit, an order of the Minister of Labor, taken after opinion of the National Council of Labor, Employment and Fixed Social Security the legal weekly duration according to the seasons and the regions.
The terms of authorization and remuneration of hours made beyond the legal, day or night on working days, weekly rest or public holidays are determined by the collective agreement or, failing that, by order of Minister of Labor, after consulting the National Council of Labor, Employment and social security.
# Annual leave:
Every worker, whether or not he has his habitual residence in Mauritania, becomes entitled to paid leave after a period of twelve months of actual service.
Temporary services on behalf of the same employer, outside Mauritanian territory, entitle the employee to paid leave under the same conditions.
Periods of suspension of the employment contract shall be considered as periods of actual service.
The reference period to be taken into consideration for the determination effective services, is that which extends from the date of the hiring of the worker or the return of the previous leave to the last day preceding that of his departure on leave.
At the end of the period of active service the worker entitled:
- one and a half working day of leave per month of service if he is at least eighteen years of age;
- two working days of leave per month of actual service if he is less than eighteen years old;
- three working days of leave per month of actual service in the case of a worker who is not habitually resident in Mauritania.
The period of paid leave shall be increased, in consideration of the seniority of the worker in the enterprise at the rate of:
- one working day for a seniority of ten to fifteen years;
- two working days for a seniority of fifteen to twenty years;
- three working days for a seniority greater than twenty years.
# State minimum salary:
Mauritania’s minimum wage rate is 30,000 Mauritanian ouguiya per month for all adult workers. Mauritania’s minimum wage was last changed in September 2011.
# Employee dismissal:
The fixed-term employment contract cannot cease before its intended term if:
- as a result of a case of force majeure rendering definitively impossible the continuation of the performance of the contract;
- by mutual consent of the parties;
- as a result of gross negligence of one of the parties left to the discretion of the competent court;
- as a result of the death of the worker.
The employment contract of indefinite duration can always cease by the will of one of the parties. Before any decision of dismissal, the employer must inform the worker in writing indicating the reason alleged and inviting him to provide explanations in writing within forty-eight hours. Any termination is subject to prior notice, notified in writing, by the party initiating the breach. The reason for termination must be mentioned in this writing. Notice must not be subject to any suspensive or resolutive condition. It begins to run from the date of delivery of the notification. However, the breach of contract may occur without notice in case of gross negligence left to the discretion of the competent court.
Acumen International can help you fast-track your possibilities of entering and expanding your business in Mauritania by providing you with our Employer of Record services. Our unique mix of PEO/EOR solutions will enable you to jumpstart your global operations almost immediately, cost-effectively and compliantly without any need to set up a legal entity first or afterwards.