Advance notice in writing is required for terminating contracts. The length of the notice period depends on the reasons for termination.
In case of termination of a contract at an employee's initiative, advance notice of seven days is required if there are just causes for termination. In other cases, the notice period must be as follows:
Employers can terminate employment contracts with prior notice of at least 30 days on the basis of structural, technological, or market-related reasons. If a contract is terminated during probation, advance notice of seven days is required in writing. No notice is required for dismissal due to gross misconduct.
Employers (whether national or foreign) may hire foreign nationals (whether as employees or otherwise) when they have the relevant authorization from the Minister of Labour or from entities to which the Minister has delegated this competency.
It is forbidden to employ foreign nationals who entered the country on diplomatic, courtesy, official, tourism, visitor, business, or student visas. Employment of foreigners is limited to defined quotas (5-15%).
Foreign employees need to apply for work authorization and a work permit. They must submit an application to the Ministry of Labour with relevant supporting documents. A short-duration work permit is available for foreign workers who will be employed for 120 days or less in a civil year when the contract is for a specific task and will not be considered under the particular quota for subsidiaries. In any case, the duration of a work contract employing a foreign national may not exceed 2 years, but may be renewed upon application.
Employees are entitled to paid annual leave as follows:
Fixed-term employees employed for more than 3 months but less than 1 year are entitled to holidays of 1 day for every month of actual service.
The employer can postpone annual leave for compelling reasons. Up to 15 days of annual holidays can be accumulated per year up to a maximum of 60 annual leave days in a year. The accumulated holidays must be taken during the year following that in which the limit is reached. Up to 30 days of annual leave can be taken in advance.
Regular working hours must not exceed 48 hours per week and eight hours per day. Daily working hours may be increased to 9 hours per day, provided that the employees are given an extra half-day of weekly rest. The regular working hours of minors between the ages of 15 and 18 must not exceed 25 hours per week and are limited to a maximum of 5 hours a day.
By collective agreement, under exceptional circumstances, employees may work up to 4 additional hours per day, as long as the total does not exceed 56 hours per week.
Female employees are entitled to a paid maternity leave of 90 consecutive days, which may commence 20 days before the expected delivery date. This leave shall apply equally to cases of full-term or premature births, regardless of whether it was a live birth or a stillbirth. If there is a clinical risk to the female employee or the child, she shall be entitled to a leave of absence before the birth without prejudice to the maternity leave. Mozambique National Institute of Social Security provides maternity benefits to insured employees who pay contributions. The allowance is paid at the rate of employee's average daily wage for up to 60 days.
Employees are paid their regular remuneration during maternity leave. Employers are forbidden from giving female employees work that is harmful to their health or their reproductive functions or to dismiss pregnant employees during maternity leave or up to 1 year after birth.
All employees are entitled to minimum wage. The minimum wage is set annually at the industry-level by the government in agreement with the Consultative Commission on Employment.
Effective April 1, 2026, the current wage rates by industry are between MZN 4,991.09 (Mozambican metical) to MZN 20,361.43 per month.
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