Insight · October 2026

Foreign worker termination in Mauritius: an employer exit file

Ending a foreign worker's employment in Mauritius involves decisions about employment, travel and immigration. Keep a separate record of each, whether the contract ends as agreed or employment ends early.

Indian Ocean Millenium Partners, also trading as JNP Recruiting Services, advises employers on HR procedures and departure records as a manpower consultancy. The employer makes the decisions and contacts the authorities.

Last reviewed October 2026. Rules change, so confirm the current requirements with the authorities before you apply.

HR team reviewing employee records around a table

Which exit is being planned?

Contract completion or permit expiry. Do the contract and Work Permit expire on the same date? Check both dates before deciding against renewal.
Resignation. Has the worker freely confirmed the decision to resign and the proposed last day? Keep the message and check the notice period.
Termination. What is the reason, and which procedure applies? Check the proposed action with the Ministry before proceeding.
Redundancy or closure. Does the workforce reduction procedure apply? Check consultation and Redundancy Board requirements before sending individual letters.
Transfer or unexplained absence. Is another employer seeking approval, or is the worker's location unknown? The records and notifications needed differ.

What notice period and final pay are due in Mauritius?

Section 63 of the Workers' Rights Act 2019 sets a minimum notice period of 30 days for termination covered by that section. Payment instead of notice is possible. Fixed-term contract expiry is treated separately. When giving notice of termination, the employer must state the reason. Paying instead of giving notice does not establish that a dismissal is justified.

Under section 31, pay any remuneration due by the end of the notice period, or when the contract ends otherwise or expires. Check wages, overtime and applicable benefits. Section 69(2) excludes severance allowance when a migrant or non-citizen worker's fixed-duration contracts expire. Assess early termination separately. If section 72 applies, follow the negotiation and Redundancy Board procedure. Ask the Ministry to confirm the steps for your case.

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Foreign worker repatriation: who arranges and pays?

Section 63(7) applies when an employer intends to end a migrant worker's employment and repatriate them. Notify the supervising officer of the Ministry responsible for employment in writing at least 20 working days before repatriation. Before the worker leaves, pay any outstanding remuneration and ensure all statutory benefits have been paid. This notification is separate from notice to the worker.

The Ministry's February 2026 information sheet requires a clearance certificate before repatriation. Regulation 7(2) of the Private Recruitment Agencies Regulations 2025 makes the employer responsible for return air tickets. Part III, paragraph 15 of the Sixth Schedule requires licensed agencies to ensure employers fund repatriation, including for workers reported missing and later found. The employer guidelines of 18 March 2026 also require employers to bear those costs. Confirm arrangements with the Ministry before booking.

How are Work Permit cancellation and residence handled?

Notify the Ministry when the worker leaves and request cancellation of the Work Permit, as required by its information sheet. If you do not renew the permit, the sheet says to repatriate the worker within one month of its expiry. Plan ahead with the Ministry and PIO. Do not treat that period as permission to continue working.

For a transfer, the new employer applies through NELS with a letter of no objection from the previous employer. The worker can start with the new employer only after obtaining a Work Permit for that employer. PIO handles residence permission separately. Ask PIO to confirm the worker's residence status, any implications for dependants and departure arrangements. Do not assume permit cancellation extends permission to stay.

What if the worker stops reporting?

Record attendance, attempts to contact the worker, replies and any known location. Do not record absence alone as resignation. Ask the Ministry how the abandonment provisions in section 61 apply. Do not keep the worker's passport or withhold earned wages to put pressure on them.

Regulation 6 of the Non-Citizens (Employment Restriction) (Work Permit) Regulations 2017 requires immediate written notification to the immigration officer and Permanent Secretary in two cases. The permit holder is absent without authorisation for more than five consecutive working days, or missing from employer-provided accommodation for more than five consecutive working days. In either case, the employer does not know their whereabouts. The information sheet also requires a cancellation request with a copy of the O.B Receipt and a police-stamped list of foreign workers. Confirm the submission requirements with the Ministry.

What belongs in the exit file?

Decision record. Keep the contract, permit dates, reason, worker communications and relevant approvals.
Notice evidence. Save delivery records, Ministry correspondence and any clearance certificate.
Payroll reconciliation. Keep calculations, the itemised settlement and proof of payment; identify disputed sums separately.
Travel or transfer evidence. Save employer-paid tickets, departure evidence or the new permit, as applicable.
Administrative closure. Keep cancellation requests, acknowledgements and PIO responses. Assign someone to follow up on unfinished steps.

Use this checklist to organise your records. Ask the Ministry how long to retain them. The guidelines require employers authorised to recruit directly to keep full recruitment, selection and hiring records. Keep complaint channels available. Before repatriation, take reasonable steps to protect claims already filed or intended for unpaid wages or other outstanding benefits. Ask the Ministry of Labour and Industrial Relations about your case.

Frequently asked questions

Does Work Permit expiry settle final pay in Mauritius?

No. Check final pay and benefits, then complete the relevant departure and permit steps.

Can a foreign worker change employer before Work Permit approval?

No. The worker must obtain a Work Permit for the new employer before the transfer takes effect.

Can a foreign worker make a complaint before repatriation?

Yes. Keep complaint channels available and, before repatriation, take reasonable steps so that claims already filed or intended for unpaid wages or other benefits are not frustrated.

Official sources

* About this information: the content on this page is based on official sources that were checked in October 2026 and was accurate at that time. Government rules, fees and processing times change, sometimes at short notice. Before relying on any point on this page, confirm it with the Ministry of Labour and Industrial Relations, the Economic Development Board or the Passport and Immigration Office. This page is general information, not legal advice.