Employer of Record in Mauritania

Hiring independent contractors has boomed in popularity because of the cost savings and flexibility they offer. It can be a great option if you require niche skills or short-term project support. Contractors allow businesses to access specialized skills quickly, without the time and cost of setting up a local entity.

However, it’s important to know the limits of this model: contractors are not a substitute for full-time employees. Relying on them for ongoing, long-term roles can create serious compliance risks, including employee misclassification, which can lead to fines, back taxes, and reputational damage.

Playroll’s contractor management solutions make it simple to compliantly engage, onboard, and pay contractors around the world. We provide clear visibility into agreements, streamline payments, and reduce compliance risks – so you can focus on getting the work done. And when you’re ready to take the next step, we can help seamlessly convert contractors into full-time employees through our global Employer of Record service.

Businesses can only operate smoothly in Mauritania if they comply with local labor laws including drafting compliant employment contract agreements and meeting taxation and payroll obligations. Learn more about the employment laws and regulations in Mauritania below, to avoid any compliance issues.

Onboarding Process

We can help you get a new employee started in Mauritania quickly, with a minimum onboarding time of just 1-2 working days. The timeline starts once the employee submits all required information onto the Playroll platform and completes any necessary local authority registrations. For non-nationals, the Right to Work assessment (if applicable) may add up to three extra days. Additional time may be needed for follow-ups on this assessment.

In Mauritania, you should keep working time within statutory limits and ensure any overtime is properly authorized and traceable in attendance records. In 2026, enforcement attention is strongest where employers cannot evidence weekly rest or apply overtime premiums consistently.

• Standard Working Hours: Up to 40 hours per week.
• Overtime Thresholds: Overtime applies beyond the standard schedule and should be treated as exceptional.
• Overtime Pay Rates: Overtime is commonly paid at 150% of the hourly pay rate.
• Daily And Weekly Rest Requirements: Weekly rest is at least 24 hours.
• Night Work Restrictions: Night work is regulated and should be managed with appropriate safeguards and documentation.
• Penalties For Non–Compliance: Exposure includes fines and back pay for unpaid overtime and related entitlements.

Setting up a local legal entity in Mauritania can be time-consuming and expensive. It often involves complex paperwork, local representation, banking, registrations, and ongoing tax filings, which isn't cost-effective if you're simply looking to hire a few employees or test the market. An Employer of Record removes these barriers entirely. Instead of spending months establishing a presence, an EOR lets you hire and onboard employees within days while staying fully compliant.

This enables faster market entry and greater agility. Whether you’re launching a pilot program, supporting a regional client, or adding specialized talent, you don't need to commit to long-term infrastructure to explore new business opportunities. The EOR handles local employment logistics while you retain day-to-day oversight of your hires. This model lets you scale up or down based on business needs, giving you more flexibility with less overhead and risk.

Employers operating in Mauritania must navigate several payroll tax obligations to ensure compliance with local regulations. Key payroll taxes include progressive income tax withholding (IRPP), which ranges from 15% to 40% based on monthly taxable income, and social security contributions to the National Social Security Fund (CNSS), with employer contributions totaling 15% and employee contributions amounting to 1%.

Additionally, Mauritania enforces a Value Added Tax (VAT) rate of 16%, with businesses required to submit monthly returns. Employers should also be aware of payroll deadlines, including income tax filings by the 15th of each month and quarterly social security submissions. Managing these taxes effectively is crucial to avoid penalties and ensure smooth operations.

Payroll management software, like Playroll, can help businesses consolidate payroll data, streamline processes, and ensure compliance with Mauritania's evolving tax laws.

The statutory minimum wage in Mauritania is MRO 4,500 per month.

One of the biggest risks in global hiring is payroll mismanagement. In Mauritania, even small errors in tax reporting or social contribution payments can trigger audits, fines, or reputational damage. For companies without in-country expertise, the risk isn’t worth taking. An Employer of Record removes this burden by owning the legal responsibility of payroll, executing every step with built-in compliance.

Key Ways an EOR Supports Payroll in Mauritania:

• Mitigates Compliance Risk: Oversees all legal obligations for payroll, tax filings, and recordkeeping.
• Local Regulatory Expertise: Interprets and applies Mauritania’s latest labor and tax changes in real time.
• Free Processing: Reduces mistakes in wage calculations and reporting through built
• Payroll Record Management: Maintains compliant payroll audit trails and documentation for each employee.

Mauritania requires foreign nationals to obtain the appropriate entry visa and, in most cases, a work authorization before they can legally work in the country. Common routes include a Mauritania entry visa (short-stay or long-stay), a temporary work visa for short assignments, and a residence permit with work authorization often referred to as a work permit or carte de séjour with authorization to work. These are typically sponsored by a locally registered employer and processed through the Mauritanian immigration and labor authorities.

Employers must justify the need for a foreign hire, submit corporate documentation, and ensure compliance with local labor and social security rules. Employees must provide personal documents, qualifications, and police and medical clearances where required. Processing practices and names of permits can vary by region and over time, so companies should always confirm current procedures with Mauritanian authorities or a local immigration specialist before proceeding.

Mandatory Leave Entitlement in Mauritania

The annual leave entitlement in Mauritania is 18 days for a full time worker. These can include public holidays on top of that or within those days, which would otherwise be unpaid.

An Employer of Record (EOR) helps businesses manage annual leave, paid time off (PTO), and local holidays across the globe, including in Mauritania. By partnering with an EOR, companies ensure full compliance with local labor laws in Mauritania when it comes to annual leave and time-off management. EOR providers like Playroll offer platforms that simplify tracking and managing employee time off in Mauritania. By outsourcing this responsibility to Playroll, you can streamline leave management, ensure compliance, and free up time to focus on other business priorities.

Employee benefits in Mauritania sit within a structured labor and social security framework, with clear rules around leave, social insurance, and working conditions. When you hire in Mauritania, you need to understand how mandatory and supplemental benefits work together so you can stay compliant while remaining competitive as an employer.

Your company will be expected to provide protections such as enrollment in the social security system, paid annual leave, and maternity protection, while employees often look for extras like private health cover or meal support on top. Taking a thoughtful approach to benefits will help you manage costs, support employee well-being, and build a strong employer brand in the Mauritanian market.

• Top mandatory benefits typically include: registration with the National Social Security Fund (CNSS), work injury insurance, paid annual leave, public holidays, and maternity leave with job protection.
• Other important mandatory protections include: sick leave, overtime premiums, and protections for workplace health and safety.
• Top supplemental benefits you can offer include: private medical insurance, meal allowances or vouchers, transport or housing support, and performance-based bonuses.
• Additional attractive perks include: training and development support, flexible working arrangements where feasible, and enhanced leave or family benefits beyond the legal minimums.
• Key legal and tax considerations include: accurate CNSS registration and contributions, correct treatment of cash and in-kind benefits for income tax, proper documentation of leave and salaries, and keeping policies aligned with the Mauritanian Labor Code and social security regulations.

In Mauritania, benefits play a central role in attracting and retaining top talent. Employees often expect more than just a paycheck – they're looking for stability, healthcare coverage, pension plans, and other perks that show a company is invested in their well-being. If you're not familiar with what’s standard or required, you risk falling short. An Employer of Record helps bridge that gap by administering a locally competitive benefits package that meets both legal requirements and employee expectations.

An EOR doesn't just check boxes, they make sure your employees receive benefits that are timely, properly communicated, and well-managed from the moment they’re onboarded. From managing healthcare contributions to adjusting for regional differences in leave or bonus entitlements, an EOR acts as both a legal and operational partner. The result is a better employee experience, less administrative burden on your internal team, and greater confidence that your offer is aligned with what top candidates in Mauritania actually want and need.