Global HR Compliance in Mauritania

Hiring in Mauritania means operating within a legal framework that combines formal labour laws with variable enforcement. Written contracts, annual leave entitlements, and termination rules are outlined in law, but how those laws are applied often depends on the context, sector, and region. Local knowledge is critical, especially for foreign companies entering the market for the first time.

Acumen International offers a compliant way to hire in Mauritania without setting up a local entity. Through our Employer of Record (EOR) service in Mauritania, we legally employ your workforce on your behalf, taking responsibility for contracts, payroll, social contributions, and employee benefits. You maintain operational control; we manage the legal and compliance risks.

Why Companies Hire in Mauritania

Foreign companies often hire in Mauritania to:

• Deliver infrastructure, energy, or mining projects requiring local presence
• Fulfil localisation requirements in donor-funded or government-linked initiatives
• Engage regional or international talent for specific technical roles
• Avoid misclassifying workers as freelancers or contractors in a regulated jurisdiction
• Test the market before committing to full entity registration.

Employment Contracts in Mauritania

Employment contracts may be:

• Fixed-term, with a clearly defined end date or tied to a specific project. These may not exceed two years and are limited in their renewals.
• Indefinite, the default form for employment relationships not tied to a time-bound project or probation period.
• Task-based, where the contract ends upon the completion of a defined piece of work.

If a contract lacks the formal conditions of a fixed-term or project-based agreement, it is considered indefinite by default.

All contracts must be in writing and comply with local labour code provisions. A fixed-term contract cannot be ended early unless due to force majeure, mutual agreement, serious misconduct, or the employee’s death.

Leave Entitlements

Annual Leave: Employees are entitled to 1.5 days of paid leave for each month of service, amounting to 18 days per year. This entitlement increases with seniority:

• After 10 years of service: an additional 1 day per year.​
• After 15 years: an additional 2 days per year.
• After 20 years: an additional 3 days per year.

Maternity Leave: Pregnant employees are entitled to 14 weeks of paid maternity leave, with at least 8 weeks taken post-delivery. Additionally, mothers receive one extra day of paid leave annually for each child under the age of 14.​

Sick Leave: The duration and compensation for sick leave are typically outlined in individual employment contracts or collective agreements.

Public Holidays: Mauritania observes 8 public holidays annually, during which employees are generally entitled to paid time off.​

Termination Procedures in Mauritania

Fixed-Term Contracts: These contracts conclude upon reaching their specified end date or the completion of the assigned task. Early termination is permissible under certain conditions, such as mutual agreement, gross misconduct, or force majeure events.

Indefinite Contracts: Either party may terminate the contract, provided that written notice is given, stating the reasons for termination. The employee must be granted at least 48 hours to respond to the notice. Notice periods are typically defined in the employment contract or relevant collective agreements.​

Severance Pay: Mauritanian labor law does not mandate severance payments upon termination. However, any provisions for severance should be clearly outlined in the employment contract or collective agreements.

Minimum Wage in Mauritania

The national minimum wage is 3,000 Mauritanian ouguiyas (MRU) per month. This figure reflects the redenomination of Mauritania’s currency in 2018, where 1 new ouguiya (MRU) = 10 old ouguiyas (MRO). Prior to this change, the minimum wage was expressed as 30,000 MRO.

Employers operating in Mauritania should ensure that salary offers, payslips, and contracts reflect the correct MRU amounts and avoid confusion between old and new currency values.

How Acumen International Can Help You Hire in Mauritania

Hire Without a Local Entity
We serve as your legal Employer of Record in Mauritania, enabling you to hire and manage employees without opening a local company or registering with authorities directly.

Compliant Payroll and Tax Management
We handle payroll in Mauritania, apply correct tax withholdings, and remit social security contributions in line with legal requirements.

Employee Benefits and Leave Administration
We manage all statutory benefits, including annual leave, sick leave, and other mandatory entitlements, ensuring full compliance with Mauritanian law.

Local Contracts and Worker Protection
Our team prepares compliant employment contracts and provides employment protections that reduce your exposure to legal or reputational risk.

Custom Solutions for Project-Based or Expat Hiring
Whether you’re staffing a project team or engaging foreign specialists, we help structure compliant agreements aligned with internal and external requirements.

Global Payroll Cost Forecasting
Our Global Payroll Calculator lets you model employment costs in Mauritania—gross salary, employer contributions, benefits, and tax liabilities—before you hire.

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