Contracts: the Act protects part-time and fixed-term arrangements too

By Equipo Saplic Published on 11/08/2026 Updated on 11/08/2026

And the threshold decides how much of that protection is statutory.

For guidance only

The amounts and deadlines in this guide can change by law. Always check the update date and the official sources cited below. For a specific case, consult the labour authority or a professional.

In this guide
  1. Contract types covered
  2. The threshold shapes what is statutory
  3. What to check before signing
  4. Termination
  5. Unjustified workforce reduction
  6. Injury-related dismissal
  7. Keep your records

The Workers' Rights Act 2019 covers several contract types, and its protections extend beyond the standard full-time permanent arrangement.

Contract types covered

The Act protects various forms including part-time and fixed-term contracts, with rules attached to each.

Determinate-duration contracts for government or statutory bodies have their own treatment.

The threshold shapes what is statutory

For employees earning up to MUR 50,000 monthly, the Act provides comprehensive statutory terms.

Above that, several protections still apply — discrimination, end of year bonus, maternity and paternity leave, juror's leave — but the rest comes from your contract.

What to check before signing

  1. Your basic salary, since the thresholds turn on it
  2. The contract type and duration
  3. PRGF arrangements — whether contributions will be made, or whether a certified private scheme applies
  4. How bonuses and commission are structured, since they count in severance
  5. Notice terms, particularly if you are above the threshold

Termination

Where employment is terminated, PRGF contributions due from the employer must still be made, and payments the worker is entitled to become due.

Where a compromise agreement is reached, PRGF amounts are dealt with within that framework.

Unjustified workforce reduction

The Redundancy Board route is the significant protection here: an unjustified reduction attracts severance at three months per year of service, or reinstatement with the worker's consent.

Dismissal because performance was affected by a work injury, where a government medical practitioner certifies incomplete recovery, is prohibited and may attract severance of up to three months per year.

Keep your records

Contract, payslips showing basic and bonuses, PRGF statements and the annual tax statement.

Because severance can be computed on a twelve-month average including variable payments, the completeness of those records has direct financial value.

Frequently asked questions

What contract types does the Act cover?
Various forms including part-time and fixed-term contracts, each with attached rules. Determinate-duration contracts for government or statutory bodies have their own treatment.
How does the threshold shape my terms?
Up to MUR 50,000 monthly the Act provides comprehensive statutory terms. Above that, several protections still apply but the rest comes from your contract.
What should I check before signing?
Your basic salary, the contract type and duration, PRGF arrangements, how bonuses and commission are structured, and notice terms.
What happens to PRGF contributions when I leave?
Contributions due from the employer must still be made, and payments the worker is entitled to become due. Compromise agreements deal with PRGF amounts within that framework.
Why do my records matter for severance?
Because severance can be computed on a twelve-month average including variable payments, so complete payslip records have direct financial value.

Sources

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