a. Freedom of Association and the Right to Collective Bargaining
The constitution and law provide for the rights of all workers, including foreign workers, to form and join independent unions, bargain collectively, and conduct legal strikes. The law also prohibits antiunion discrimination.
Civil servants do not have the right to bargain collectively with the Pay Research Bureau, however, civil service trade union representatives do participate in the consultation process. Workers are free to form and join unions and to organize in all sectors, including in the export-oriented enterprises (EOE), formerly known as the export-processing zone. The law allows police officers to form and join unions but not to strike. The law provides for a commission to investigate and mediate labor disputes, and a program to provide unemployment benefits and job training. The law allows unions to conduct their activities without government interference but allows the government to cancel union registration if the registration was fraudulent, if the union engaged in activities that posed a serious threat to public safety, if it made resources available to a terrorist organization, if it violated the rules of the Registration of Associations Act, if it misapplied funds, or if it ceased to function. There were no reports, however, that the government exercised this right.
The law establishes a mandatory, complex, and lengthy process for declaring a legal strike. This process calls for labor disputes to be reported to the Commission for Conciliation and Mediation only after meaningful negotiations have occurred and the parties involved have reached a deadlock. If the parties reach no compromise, the workers may call a strike. Even if workers follow this procedure, the law allows the government to prohibit a strike and refer the dispute to arbitration if the strike could seriously affect an industry or service or threaten employment. Strikes are not generally legal on matters that are already covered in a collective bargaining agreement. The law requires workers in many sectors to provide minimum service levels in the event of a strike, including sectors that international standards do not classify as “essential services.” The law prohibits strikes and other demonstrations during the sittings of the National Assembly and does not allow unions to organize strikes at the national level or concerning general economic policy topics.
Worker participation in an unlawful strike is sufficient grounds for dismissal, but workers may seek a remedy in court if they believe their dismissals were unjustified. The law prohibits antiunion discrimination, but it does not provide for reinstatement of workers fired for union activity. Dismissed workers may turn to the Industrial Relations Court to seek redress.
National labor laws cover all workers in the formal and informal sectors, with exceptions in the EOE pertaining to overtime.
The government effectively enforced applicable laws, but there were delays in court procedures and appeals. Penalties for violations by employers were not commensurate with those for similar violations.
Freedom of association and the right to collective bargaining were generally respected by the government and most employers, and workers exercised these rights. Most unions collectively negotiated wages higher than those set by the National Remuneration Board. Worker organizations were independent of the government and political parties. There were no reports of government interference in union activities.
Despite the law, antiunion discrimination and dismissal remained a problem in the private sector. Some employers in the EOE reportedly continued to establish employer-controlled work councils for EOE workers, effectively blocking union efforts to organize. Approximately 36,700 persons worked in the EOE; only 10 percent belonged to unions.
b. Prohibition of Forced or Compulsory Labor
The law does not prohibit all forms of forced or compulsory labor. The International Labor Organization (ILO) noted provisions that allow for compelled labor from seafarers who do not follow orders and allow for the hiring out of prisoners to private companies without the consent of prisoners. The government did not effectively enforce the law. The government made some efforts to prevent and eliminate forced labor, but trade unions stated resources, inspections, and remediation were inadequate. Penalties for violations were criminal and commensurate to those for similar serious crimes. Data from the Ministry of Labor, Human Resource Development and Training on the number of victims removed from forced or compulsory labor during the year were not available.
Trade unionists reported cases of forced labor during the year among migrant workers involving underpayment of wages, substandard living conditions, and denial of meal allowances. Unions stated these situations took place in the construction and bakery sectors. As of October 31, there were 25,274 migrant workers in the country, mainly from Bangladesh, India, Sri Lanka, Nepal, the People’s Republic of China, and Madagascar. In addition, Malagasy women reportedly transited the country while traveling to other countries, where employers subjected them to forced labor conditions.
Also see the Department of State’s Trafficking in Persons Report at https://www.state.gov/trafficking-in-persons-report/.
c. Prohibition of Child Labor and Minimum Age for Employment
The law prohibits all the worst forms of child labor. The law prohibits the employment of children younger than 16 and prohibits employment of children younger than 18 in work that is dangerous, unhealthy, or otherwise unsuitable for young persons.
The Ministry of Labor, Human Resource Development and Training is responsible for the enforcement of child-labor laws and conducted frequent inspections of businesses in the formal economy, but generally inspections did not occur after hours or in the informal sector where there was evidence of child labor. The ministry developed vocational training programs to prevent employment of underage children and conducted programs to identify and integrate street children into its vocational training program. These programs are preparatory professional training for school dropouts who are too young to enter the work force.
The government did not effectively enforce the law, especially in the informal sector. The penalties for employing a child were not commensurate with those for other violations. Traffickers and other criminals exploited children in sex trafficking and other illicit activities (see section 6, Children). Children worked primarily in the informal sector as street traders, and they also worked in agriculture, fishing, and construction.
Also see the Department of Labor’s Findings on the Worst Forms of Child Labor at https://www.dol.gov/agencies/ilab/resources/reports/child-labor/findings .
d. Discrimination with Respect to Employment and Occupation
Labor laws and regulations prohibit discrimination regarding race, sex, gender, disability, sexual orientation, HIV-positive status or having other communicable diseases, social status, religion, political opinion, and national origin. Domestic workers and workers in enterprises with fewer than 10 employees are excluded from legal protection from discrimination in hiring, according to the ILO. The law affords women broadly defined wage protections and requires equal pay for equal work for both men and women; it also states that employers should not force women to carry loads above certain weight limits (see section 6, Women). The Equal Opportunity Commission receives and acts on complaints, but the government did not effectively enforce the law. Penalties were not commensurate with those for similar violations.
Discrimination in employment and occupation occurred with respect to gender, race, disability, political affiliation, and HIV and AIDS status. While women had equal access to education, the private sector paid women less than men for substantially similar work. The ILO has expressed concern that the remuneration regulations assign lower minimum wages for women than men in certain sectors. For example, both the Sugar Industry Regulations and the Tea Industry Regulations still include gender-specific job reservations and set different wage levels for men and women in the same job. Women filled few decision-making positions in the private sector, and there were even fewer women sitting on corporate boards, where approximately 6 percent of all board members were women (see section 6, Women).
The law requires organizations employing more than 35 persons to set aside at least 3 percent of their positions for persons with disabilities, but the government was not always effective in enforcing this law (see section 6, Persons with Disabilities). The Training and Employment of Disabled Persons Board may summon an employer at any time to investigate noncompliance. The Board makes recommendations after an employer has justified its noncompliance, and if the employer still does not comply, then the employer may face a monetary fine and a term of imprisonment not exceeding six months. The main reasons for the low employment rate of persons with disabilities were inaccessible workplaces and a lack of adapted equipment.
Many community leaders claimed there was discrimination in the employment of Creoles (citizens of African descent) and Muslims of Indian origin in the public service (see section 6, Systemic Racial or Ethnic Violence and Discrimination). Migrant workers faced discrimination in employment and pay, which was consistently less than wages for workers who were citizens.
e. Acceptable Conditions of Work
Wage and Hour Laws: Effective January 2020 the national minimum monthly wage was raised to 9,000 Mauritian rupees ($214) for export workers and 9,700 Mauritian rupees ($230) for nonexport workers, both above the poverty line. The actual market wage for most workers was much higher than the minimum wage due to a labor shortage and collective bargaining. In the private sector, the National Remuneration Board sets minimum wages for nonmanagerial workers outside the EOE.
The law provides for a standard workweek of 45 hours and paid annual holidays, requires premium pay for overtime, and prohibits compulsory overtime. By law employers cannot force a worker outside the EOE to work more than eight hours per day, six days per week. A worker (other than a part-time worker or a watchperson) and an employer may agree, however, to have the employee work in excess of the stipulated hours without added remuneration, if the number of hours covered in a 14-day period does not exceed 90 hours or a lesser number of hours as agreed to by both parties.
The standard legal workweek in the EOE is 45 hours. According to the Mauritius Labor Congress, 10 hours of overtime a week is nonetheless mandatory at certain textile factories in the EOE. Regulations require remuneration for those who work more than their stipulated hours at one and a half times the normal salary rate. Those who work during their stipulated hours on public holidays are remunerated at double their normal salary rate. The law provides for paid annual holidays but does not prohibit compulsory overtime in the EOE. For industrial positions, regulations do not permit workers to work more than 10 hours a day. The law requires the Ministry of Labor, Human Resource Development and Training to investigate cases of overtime violations. If an employer fails to take action to address the violations, the ministry may initiate a court action.
Ministry of Labor, Human Resource Development and Training officials are responsible for the enforcement of wage and hour laws. The number of labor inspectors was not sufficient to enforce compliance. Inspectors have the authority to make unannounced inspections and initiate sanctions. As of June 1, the ministry made 354 labor inspections to construction sites and dormitories.
The government did not enforce the law effectively. While the government generally enforced wages in the formal sector, there were reports employers demoted workers to part-time status to evade wage and hour requirements. Penalties were not commensurate with those for similar violations and were seldom applied in the informal sector, which was estimated to include at least 10 percent of all workers. Unions reported cases of underpayment for overtime in the textile and apparel industries due to differences in existing legislation and remuneration orders for the calculation of overtime hours.
Occupational Safety and Health: The government sets appropriate occupational safety and health standards, and the responsibility for identifying unsafe conditions lies with inspectors. By law workers can remove themselves from situations that endanger health or safety without jeopardy to their employment, and authorities effectively protected employees in these situations; workers did not generally exercise this right.
Ministry of Labor, Human Resource Development and Training officials inspected working conditions. The ministry employed labor and industrial relations officers, including labor inspectors in the Migrant Labor Unit, to investigate all reports of labor abuses. Despite an increase in the number of inspectors in the Migrant Labor Unit, trade unions called attention to the fact that numbers remained insufficient to enforce compliance. Penalties were not always commensurate with those for similar violations. Authorities generally applied these standards to both foreign and citizen workers except in the informal sector.
Employers did not always comply with safety regulations, resulting in occupational accidents. As of June 30, there were 34 industrial accidents and no deaths, according to the Ministry of Labor, Human Resource Development and Training. Subsequent press stories reported two deaths in the construction sector. For example, on August 18, an excavation operator was killed on a construction site after he was buried under a pile of rocks.
Informal Sector: According to a 2013 official government report, the most recent data available, informal workers comprised 10 percent of the workforce, mainly working in construction, transportation, and auto repair. The ILO has reported much higher numbers of informal workers constituting more than 50 percent of total nonagricultural employment. Labor laws applied to the informal sector, but they were seldom enforced, and penalties were not applied. Wage, hour, and safety violations were prevalent in the construction, agriculture, auto repair, and seafaring trades. According to a government official, during the year workers in the informal sector comprised mainly minors and women serving street food. There was an increasing number of migrant workers in the informal sector, the official stated.