Employer of Record Mauritania
Skuad’s Employer of Record (EOR) Mauritania service enables companies to expand their business operations in Mauritania while eliminating the need for setting up a separate legal entity. With Skuad’s global human resource (HR) platform, companies can hire exceptional talent in Mauritania without having to worry about non-compliance with the local labor and employment laws. We streamline the process of building a team and managing the payroll, taxation, and other legal formalities so that companies can focus on other aspects of the expansion of business in Mauritania. Talk to Skuad experts to learn more.
Mauritania at a Glance
Population: 4,525,696 (2019)
Currency: Mauritanian ouguiya (MRO, MRU)
Capital city: Nouakchott
Languages: Arabic (official language), French (de facto national working language)
Gross Domestic Product (GDP): 760.07 crores USD (2019)
Employment in Mauritania
The Mauritania labor laws and employment legislation are intricate and, therefore, hiring an international workforce can be a challenge. Partnering with a global recruitment expert with a keen understanding of the finer nuances of local employment laws can eliminate the risk of non-compliance. Skuad’s Mauritania EOR solutions enable companies to hire employees in Mauritania in compliance with the local labor laws.
Here are a few important aspects of employment in Mauritania.
| Entitlement
|
Explanation
|
| Statutory Work Hours |
There are 40 working hours a week, divided across eight hours a day (five-day workweek). |
| Overtime eligibility |
Overtime compensation is dictated by collective bargaining agreements. |
| Paid Public Holidays |
The paid public holidays in Mauritania are as follows:
- New Year’s Day (January 01)
- Labor Day (May Day) (May 01)
- Eid al-Fitr (May 13, changes every year)
- Organization of African Unity Day (May 25)
- Eid al-Adha (July 20, changes every year)
- Islamic New Year (August 09, changes every year)
- Eid al-Mawlid (October 18, changes every year)
- Independence Day (November 28)
|
| Holiday pay |
Holidays shall be compensated. |
| Medical leave |
Medical or sick leaves are decided by collective or individual agreements. There are no statutory benefits.
|
| Maternity leave |
Female employees get up to 14 weeks of paid maternity leave, out of which eight weeks must be availed of postpartum.
Additionally, mothers can avail an additional day off each year for each child under 14 years of age, and breastfeeding mothers get one hour each day for the first 15 months post-childbirth.
|
| Annual leave accrual entitlement |
Employees who have completed at least 12 months of service are entitled to annual leave as follows:
- One-and-a-half day per month (for employees older than 18 years of age)
- Two days per month (for employees younger than 18 years of age)
- Three days per month (for employees who are not residents of Mauritania)
Additionally, annual leave provisions also consider seniority of the worker in the organization.
- One additional day for employees employed for more than 10 and less than 15 years.
- Two additional days for employees employed for more than 15 and less than 20 years.
- Three additional days for employees employed for over 20 years.
|
| Employee protection and anti-discrimination rights |
Discrimination against persons with physical disabilities in education, employment, or the provision of other state services is not permitted under Mauritanian law.
|
| Confidentiality of personal information |
If an employer chooses to perform a pre-employment background check, it must be done in compliance with the Mauritanian data privacy laws. The data privacy laws were passed in 2017.
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To learn more about Mauritania’s employment policies to ensure your expansion efforts fall within the legal requirements, book a demo with Skuad experts today. We can meet all your human resource (HR) needs while complying with the local laws
Contractors vs. Full-time Employees
The employment contract law in Mauritania recognizes the right of every employee for collective negotiations via collective agreements. Generally, the local labor code recognizes two kinds of employment agreements in Mauritania.
1. Fixed-term employment contract for full-time employees
In a fixed-term contract, the duration of employment is clearly defined, and it can be renewed twice for up to two consecutive years. Any employment contract other than a fixed-term contract is considered to be a non-fixed-term employment contract with an indefinite duration of employment.
- When to hire full-time employees: A company that wishes to conduct work in Mauritania in the long term should consider hiring full-time employees if in a position that does not have an ending date and if it fits their business model. Employers usually consider full-time positions for the work that is important to the company and its growth.
- Advantages of hiring full-time employees: Full-time employees are comparatively more committed to the vision of the company. They are loyal and less likely to switch jobs for a more lucrative position elsewhere. Further, the knowledge they gain and the trade secrets of the company can remain within the company’s employee circle.
- Disadvantages of hiring full-time employees: Such employees are eligible for employment benefits, which increases the costs for the employer. Also, employers need to pay their salaries whether the business is making a loss or a profit.
2. Fixed-term employment contract for contractors
- When to hire contractors: Employers should consider hiring contractors if the work is not related to the core business of the company, and if the role is for a seasonal or short-term project, or if there is no need for close supervision of work.
- Advantages of hiring contractors: Most businesses consider hiring independent contractors for their work due to the low costs associated. Plus, employers get the flexibility of hiring independent contractors when needed for specific tasks or projects.
- Disadvantages of hiring contractors: The downside of hiring contractors is that employers don’t have much control over the work performed by contractors as they work independently and manage their workload and deadlines according to their convenience.
While the employment contracts in Mauritania can be either written or oral, for the sake of transparency, it is advisable to have a solid, written contract with clear terms of employment in place while hiring employees in Mauritania. The contract must preferably be in Arabic and must mention the agreed-upon compensation and other benefits in MRO.
Drafting employment contracts that meet all the legal requirements of the Mauritanian Labor Code can be a challenge for companies that are looking to hire employees in Mauritania. However, employment contract templates form a part of Skuad’s all-inclusive EOR services, so that the companies expanding into Mauritania don’t need to draft separate agreements from scratch. To avail yourself of our services, get in touch with Skuad experts here.
Hiring in Mauritania
Hiring talented employees who are well-suited for the job being offered is crucial for ensuring a successful expansion. To hire international and local employees in Mauritania in compliance with the labor laws, employers must be aware of the local legislation, which can prove to be a challenge.
In such a scenario, hiring employees through Skuad’s EOR solution makes the process simpler, quicker, and hassle-free. As a Mauritania EOR service provider, Skuad can assist the companies by recruiting and hiring the right employees while ensuring 100% compliance with the local laws.
The recruitment and hiring of employees in Mauritania can be done in one of the following ways.
In-house recruitment
If companies choose to handle the recruitment of employees in Mauritania in-house, they can begin by advertising the job openings in various job portals such as Careers in Africa, Go Abroad, or LinkedIn, or consider advertising in the local newspapers. Open positions can also be advertised on other professional websites and social media to generate promising leads.
Local recruitment agencies
Managing recruitment in-house is not advisable if companies are looking at a tight timeline for expansion. In such cases, collaborating with local recruitment agencies can ensure quick turn-around time. However, international hiring involves complex legal procedures and local headhunters seldom ensure compliance with the legalities.
Global EOR solutions
A global EOR that specializes in international hiring and recruiting is the most viable option for employers looking to hire employees in Mauritania. In addition to providing a seamless hiring experience, an EOR service for Mauritania will also handle HR management, payroll, taxation, and other compliances related to hiring.
Expanding into a new country can be a complex and time-consuming process, leaving you with little time and resources to devote to hiring and recruitment of new employees. With Skuad’s Mauritania EOR services, you can rest assured that the hiring and recruiting compliance is taken care of.
Book a demo with Skuad to get started.
Probation & Termination
Probation Period
No specific information is found regarding probation in Mauritania.
Termination of Service
Fixed-term employment contracts in Mauritania automatically terminate at the expiry of the term or they can be terminated by either party before the expiry of the term.
If the employment contract is terminated by the employers, they must provide the reason for termination to the employee in writing. However, employers can terminate the contracts with or without giving prior notice.
When an employee terminates the employment contract, they are legally bound to serve the notice period as stated in the contract, unless the notice period is set aside with mutual consent.
Termination of employment in Mauritania without notice by either party is permitted only during the probationary period, on grounds of employee’s death or if force majeure makes it impossible for the parties to fulfill their contractual obligations.
Non-fixed term employment contracts can be terminated by either party at will, subject to a written prior notice detailing the reasons for initiating the termination. However, before the decision to dismiss an employee is finalized, the employer must give the employee no less than 48 hours to explain why their services should not be discontinued.
To ensure your expansion endeavors adhere to the laws regarding probation and termination in Mauritania, talk to Skuad experts and book a demo.
EOR Solution for Mauritania
When you decide to expand your business operations in Mauritania, you must choose whether you want to set up an in-house HR team or partner with a payroll outsourcing service to manage your HR needs.
Payroll Outsourcing in Mauritania through an Employer of Record
Expansion of business operations in a foreign country can be a long, tedious, and expensive process, especially if you choose to set up a separate legal entity with in-house teams to look after the recruitment and hiring of employees. Instead, you can expedite your business expansion plans by hiring an expert EOR service provider to cater to all your staffing requirements.
Skuad’s comprehensive EOR Mauritania services ensure that all the processes relating to payroll management, taxation, drafting of legal documents, work permits, and visas are handled smoothly and in compliance with the local laws. With our tech-enriched HR platform, you can leverage the multitude of business opportunities in Mauritania to your benefit. We offer tailor-made EOR solutions for all your expansion needs!
To avail yourself of our services, speak to Skuad experts today.
Types of Visas in Mauritania
International citizens traveling to Mauritania can choose from a variety of visas according to the nature of their visit. The most common categories of visas in Mauritania include:
- Transit Visa
- Tourist Visa
- Student Visa
- Work Visa
- Business Visa
However, for your employees to be able to live and legally work in Mauritania, they must have a valid Mauritanian work visa.
| Mauritania Work Visa
|
Explanation
|
| Mauritania work visa requirements |
Work visa requirements in Mauritania are subject to frequent changes. The requirements also tend to vary with different embassies. However, the general requirements for obtaining a work visa in Mauritania are:
- A valid passport (valid for at least six months)
- Four copies of a recent passport-size photograph
- Two copies of completed and duly signed visa applications
- A covering letter from the employer of the applicant
- Yellow fever vaccination certificate
- Proof of valid accommodations in the country
- A copy of confirmed flight tickets
- Applicable visa fee
|
| Visa fee |
For a work visa valid for one to three years, the fees are approximately USD 200.
|
| Process of applying for a work visa in Mauritania |
To obtain a work visa in Mauritania, employees should follow the procedure listed below:
- Reach out to the Mauritanian consulate, embassy, or diplomatic mission in the country of their residence for the visa application form.
- Collate all the necessary supporting documents along with the yellow fever vaccination certificate.
- Submit the duly filled in visa application form along with all the supporting documents and application fee (cheque or money order) to the Mauritanian embassy, in person.
- Upon receipt of the visa application, some embassies are likely to schedule a personal interview.
- The visa application processing period also varies with different embassies. Employees are advised to apply for the work visa well in advance.
Once the application is processed, a Mauritania work visa will be issued to the employees, after which they can legally travel to Mauritania for work.
|
| Validity of long-term work visa |
Mauritanian work visas can be valid for one to three years, after which they can be renewed, subject to the foreign nationals continuing to meet the visa requirements. |
| Other unique considerations |
- All foreign nationals must abide by the laws of the land at all times.
- It is also important to note that the only religion the Mauritanian state recognizes is Islam.
Accordingly, the employees working and living in Mauritania on a work visa must adhere to the relatively conservative dress code and other customs in mind.
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As an EOR service for Mauritania, Skuad takes care of all the requirements and responsibilities related to employment, including applying for and obtaining visas. Get in touch with Skuad experts to learn more.
Work Permits
Employees desirous of living and working in Mauritania need a valid work permit in addition to a work visa.
| Topic
|
Explanation
|
| Work Permit process |
An application along with the following documents must be submitted to the Employment Director:
- A duly completed form, signed by the employer.
- 3 copies of a latest passport-sized photograph.
- Updated Curriculum Vitae.
- A copy of the passport (valid for at least 1 year).
|
| Passport submission |
A copy of passport (valid for at least 1 year) to be submitted along with the application for work permit.
|
| Work Permit Validity |
There are three types of work permits issued in Mauritania. Their validity is as follows:
- WP A - valid for 1 year (renewable)
- WP B - valid for a maximum of 4 years.
- WP C - issued to expatriates staying in Mauritania for more than 10 years.
|
| Change of Sponsor Within Mauritania |
Every time the employer changes, the work permit must also be changed to reflect the change in employment.
|
| Where is the application processed? |
Work permit applications are processed by the Employment Director.
|
| What’s the cost of a business visa? |
A business visa costs approximately USD 200.
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Securing work permits is an essential task of Skuad’s EOR services. Partner with us today to expedite your expansion in Mauritania. To learn more, book a demo
Payroll & Taxes in Mauritania
Setting Up a Payroll in Mauritania
To expand your business operations in Mauritania, you will need to recruit and compensate your team by setting up a payroll. There are two options for this.
- Set up an in-house HR department with your company’s payroll.
- Payroll outsourcing in Mauritania with an EOR service provider.
While each option has its own merits, setting up an in-house payroll is time-consuming and expensive. Moreover, it is subject to local taxation laws and accounting standards, which can be overwhelming and confusing. For example, the requirements regarding preparation and presentation of annual accounts aren’t very well defined; however, companies operating in Mauritania must adhere to Mauritanian Generally Accepted Accounting Principles (GAAP), regulated by the Mauritanian Court of Accounts.
Skuad’s hyper-localized EOR Mauritania services make compliance with payroll and taxation requirements laws easy and stress-free.
Taxes in Mauritania
| Tax
|
Explanation
|
| Income tax rates |
The income tax rates in Mauritania are as follows.
| Tax Base (in MRU)
|
Tax %
|
| 0 to 9,000 |
15% |
| 9,001 to 21,000 |
25% |
| 21,000 and above |
40% |
|
| Tax returns |
Tax returns should be filed by March 31 (in the year immediately after the end of the fiscal year).
|
| Financial year-end date |
The financial year in Mauritania is the calendar year (December 31).
|
| Corporate tax |
The rate of corporate tax is 25% of net taxable profit or 2% of taxable revenue, whichever higher.
(Note: The corporate tax payable by companies can’t be lower than MRU 100,000 in any case.)
|
| Withholding tax |
Companies, both resident and non-resident, are liable to pay corporate tax based on a territorial system. This means the corporate tax will be levied only on the income that is generated from business activities carried out in the country. The rate varies between 2.5% to 18%.
Foreign companies with no permanent establishment providing services in Mauritania are subject to a 15% withholding tax on the total value of the contract.
Additionally, all remittances by any branch office will be subject to a withholding tax of 10%.
|
| Value-added tax (VAT) |
A 16% VAT tax is levied.
|
| Employers’ social security and statutory contributions |
Caisse National de Securite Sociale (CNSS): 3% (social) and 2% (medical) of monthly salary.
Caisse Nationale d’Assurance Maladie (CNAM): 5% of monthly salary.
|
| Employees’ social security and statutory contributions |
CNSS: 1% of monthly salary.
CNAM: 4% of monthly salary.
|
| Public pension |
Female workers are eligible for old-age pension after the age of 55 years, whereas for male workers, the qualifying age is 60 years. |
| Medical insurance |
This is covered under social security and statutory contributions (2% for employers). |
To manage payroll and taxes while expanding in Mauritania, it is prudent to partner with an EOR service. Skuad’s Mauritania EOR solution can take care of all HR-related tasks for you while ensuring compliance with the local laws, including those on taxation. To learn more, get in touch with Skuad experts.
Incorporation: How to Set Up a Subsidiary in Mauritania
Setting up a subsidiary in Mauritania is an important step in the process of business expansion. It will act as the entity needed to hire employees and manage their compensation via payroll.
The process and legal requirements for incorporating a subsidiary company in Mauritania vary with the location. Another important aspect that you must take into consideration is the kind of company that you want to incorporate, such as a limited liability company (LLC), public liability company (PLC), or a branch office.
An LLC is the most favored entity as it allows you greater flexibility to handle various business activities. To incorporate an LLC, you must take the following steps.
- Draft a valid Articles of Association (AoA), duly signed.
- Complete the registration formalities with the local social security and tax authorities.
- Submit the statement of holidays received from each employee.
- Submit a statement of salaries.
- Record detailed information of employees.
- Complete any other requirements as per the local laws.
The minimum paid-up share capital is USD 3,500 and an LLC is required to appoint at least one director and allot shares to at least one shareholder (no bar on nationality). LLCs also need to appoint statutory auditors and submit the audited financial statements annually.
Even though companies can enjoy several benefits by setting up a separate legal entity in Mauritania, the process is long-drawn and can take up to a year to complete, which can entirely derail your expansion plans.
Skuad’s EOR services can fast-track your expansion process, allowing you to start your business operations in Mauritania immediately. Right from recruiting the right employees to managing your payroll, Skuad’s EOR Mauritania services will handle all the compliances for you so that you can commence business operations on time.
To know more, book a demo with Skuad
Professional Employer Organization (PEO)
If you want to outsource your HR management for the international expansion of your business activities, you can choose to engage a Professional Employer Organization (PEO) or an EOR service.
There are a few key differences between a PEO and an EOR service. A PEO is best suited for providing payroll and HR benefits, including legal compliances for small to mid-sized organizations. On the other hand, an EOR can provide all the services that a PEO in Mauritania can and additionally, hire your employees on your behalf. This essentially means that you do not have to worry about anything and the EOR will handle all employment-related regulatory compliances for you.
Simply put, a PEO is at best a co-employer while an EOR serves as a legal entity for your business. While you will be held liable for any disputes or compliance-related issues with a PEO, an EOR will shoulder the responsibility and ramifications of compliance and its associated concerns.
Skuad’s EOR solutions help companies seeking to expand their business internationally to do so without having to deal with the hassle and liability of complying with the local labor and employment laws. If you already have an entity set up in Mauritania, you can avail yourself of our EOR services. Talk to Skuad experts to learn more.
Conclusion: What Gives Skuad’s Mauritania Solutions an Edge?
If you want to take advantage of Mauritania’s growing economy by expanding your business operations in the country, Skuad’s comprehensive EOR services for Mauritania can considerably boost your scaling-up process. Mauritania has tremendous business potential, though the overall execution of work becomes very complex due to the stringent employment and labor laws and the language and cultural barriers.
Skuad has an extensive network in over 150 countries across the globe and provides a single interface to onboard and manage employees and contractors. Our tech-enabled HR platform is a unified interface for recruitment, hiring, onboarding, payroll, taxation, probation, termination, visas, work permits, and other HR tasks. Further, we can expedite your expansion endeavors in full compliance with the local laws!
To commence your expansion in Mauritania in a hassle-free manner, book a demo with Skuad experts today.
FAQs
1) What is an employer of record in Mauritania?
An Employer of Record (EOR) in Mauritania allows foreign companies to hire employees without setting up a local entity. The EOR manages payroll, taxes, benefits, and ensures compliance with Mauritanian labor laws.
2) What is the employer of record in Africa?
An EOR in Africa, including Mauritania, enables companies to hire employees across multiple African countries without establishing a local entity, while ensuring compliance with local labor laws and tax regulations.
3) What is the difference between employer of record and staffing agency?
A staffing agency typically recruits temporary workers for short-term assignments, while an EOR manages long-term employment and assumes full legal responsibility for the employees, including compliance, payroll, and benefits.
4) What is the basic salary in Mauritania?
The minimum wage in Mauritania is set by the government and is currently around 45,000 Mauritanian ouguiya (MRU) per month (approximately $1140 USD), although actual salaries vary by sector and position.
5) What are the benefits of EOR?
An EOR in Mauritania allows companies to hire employees without setting up a legal entity, ensures compliance with labor laws and taxes, reduces administrative burdens, and mitigates legal risks.
6) What is the difference between employer of record and PEO?
An EOR assumes full legal responsibility for hiring and compliance, while a PEO shares responsibilities with the client company under a co-employment arrangement. EORs are ideal for companies without a local entity, while PEOs require one.
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