.png)
* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
Mozambique has a diverse pool of talent with skills in various industries, including IT, finance, customer service, and more.
The cost of living in Mozambique is generally lower compared to many Western countries. This can result in cost savings for your organization when hiring remote employees, as you may be able to access highly skilled professionals at a more competitive rate.
Mozambique is in a time zone that allows for overlapping working hours with Europe and parts of the Americas. This can enhance collabouration and communication between remote teams, leading to increased productivity.
Mozambique is known for its rich cultural diversity. Hiring employees from Mozambique can contribute to a multicultural work environment, fostering creativity and innovation through the integration of different perspectives.
In Mozambique, the Labour Law oversees all work relationships. Employment contracts, whether temporary or permanent, must be in writing and include key details like:
The probation period is 180 days for mid-level and senior technicians, as well as individuals in leadership and management roles. For all other employees, the probationary period is set at 90 days.
A standard work schedule consists of 8 hours per day and should not exceed 48 hours per week.
Any work conducted beyond the regular daily working hours is classified as overtime. A maximum of 200 overtime hours per year is allowed, and compensation must be provided at an extra rate of 50% per hour until 8 pm, and 100% thereafter.
In Mozambique, there isn't a universal minimum wage. Instead, various industry sectors have their own monthly minimum wages mandated at the national level. Some sectors may have subsectors with specific minimum wages, while others might follow a generally applicable sector rate alongside at least one subsector rate that is nationally mandated.
In Mozambique, there is no requirement for employers to offer bonus payments to their employees.
Income tax rates in Mozambique follow a progressive scale, ranging from 10% to 32%. The national personal income tax rates are determined based on specific brackets, each with its minimum and maximum amounts of annual income as follows:
Women can apply for a pension at 55, and men at 60. To qualify, employees need 20 years of social security enrollment with at least 10 years of contributions. Alternatively, regardless of age, employees qualify for a pension after 30 years of enrollment or 25 years of contributions (300 months).
The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in Mozambique tailored to your needs.
Employee terminations are governed by specific procedures. To terminate an employee for just cause, employers must provide a written indictment note to both the employee and the trade union. Unlike some jurisdictions with at-will termination practices, Mozambique's termination process is contingent on the existence of valid reasons for dismissal.
During the probationary period, a one-week notice is required for termination. After successfully completing the probationary period, the notice period extends to one month for subsequent terminations.
Employees in Mozambique are entitled to severance pay based on the nature of termination. The severance amount can be up to 30 days' worth of pay for each year of service
The Mozambican government acknowledges nine public holidays. On these days, employers are required to grant paid leave to employees. The public holidays are:
Mozambique's statutory benefits are categorized into three levels: Basic Social Security, Mandatory Social Security, and Complementary Social Security. These include various benefits such as:
At Playroll we're all about empowering employees to work anywhere, making mobility possible for global teams. We sponsor visas and hire the employee for you, so you don’t have to worry about payroll, taxes, and more.
It's important to note, visa support can be complicated and each country has different requirements and legislation. As of August 2024, non-Singapore entities that want to employ an individual in Singapore who is not a Singapore national or permanent resident may no longer use an Employer of Record (EOR) to sponsor that individual for a work permit. Contact our experts for help on how to navigate global employment in Singapore.
Legal and compliance experts are readily available to provide guidance and case-by-case Q&A support.
By leveraging dedicated support from in-house legal and compliance experts for case by case questions and more.
Acquiring a visa without an entity has never been easier, leverage Playroll's global coverage to sponsor and hire employees.
.webp)
Access a free set of tools to navigate international hiring across 180+ countries, while staying up to date on hiring news with global insights into the changing employment landscape from Playroll.
.png)
