Hire employees and engage independent contractors in Mozambique through Charter Pay's EOR and COR solutions. We coordinate contracts, onboarding and workforce administration through local delivery arrangements.
Talk to our teamBefore hiring in Mozambique, consider contract requirements, employee benefits and leave, registration steps, local eligibility and termination protections. Workplace documentation and communications may involve Portuguese.
Payroll in Mozambique should be reviewed with reference to Mozambican metical (MZN), any mandatory income-tax withholding, social contributions and local filing timetables. Exact treatment should be confirmed under current law.
Independent contracting in Mozambique needs a genuine non-employment relationship, suitable terms and documented invoicing. Charter Pay's COR service supports contractor agreements, classification reviews, onboarding and payment administration, in accordance with local requirements.
Charter Pay coordinates people-led service delivery rather than requiring customers to administer another software platform. Local delivery and compliance responsibilities are agreed for each engagement.
Tell us the role, worker location, estimated start date and whether you already operate through an entity in Mozambique.
We clarify whether employment or independent contracting is appropriate, confirm country-level partner availability and agree documentation, costs and responsibilities.
When an arrangement is approved, we coordinate the agreed onboarding, payroll, employment records or contractor administration for Mozambique.
Review the key statutory and practical considerations for employing staff in Mozambique. Entitlements and payroll requirements vary by employee category, applicable law and sometimes sector.
Employment arrangements in Mozambique should be reviewed under Labour Law No. 13/2023 and current implementing regulations. Verify written terms, fixed-term contracts, job classification, any probation requirements and the appropriate documentation language (Portuguese).
Assess permitted hours, overtime, rest and fixed-term employment limits under Law 13/2023, rather than relying on the superseded 2007 framework.
The new Labour Law changed family-related entitlements: review annual leave, 90-day maternity leave and 7-day paternity leave, subject to eligibility and commencement rules.
Review employee income tax and INSS social security contributions, along with payment and reporting obligations. The payroll and employment records should be reviewed in the context of Mozambican metical (MZN).
Check notice periods, lawful termination procedure, final payments and any compensation or severance under Labour Law No. 13/2023 and current implementing regulations. Some employee categories or collective agreements have additional protections.
Confirm local work permission for non-citizens before beginning employment in Mozambique. Contractor contracts should reflect genuine independence and local classification, taxation and registration rules.
Legal framework: Labour Law No. 13/2023 and current implementing regulations.
High-level guide; confirm current legal requirements and sector-specific benefits before hiring.
Indicative personal income-tax rates and employment contributions for Mozambique. Confirm the applicable payroll basis, residence, reliefs and current rules for each employee.
Annual taxable income (MZN)
Mandatory social security: 3% of covered employment salary.
Mandatory social security: 4% of covered employment salary.
Tax-band computation uses statutory deductions/offsets, not simply a flat tax on the whole wage. Local municipal personal taxes may apply, depending on the municipality. Certain non-resident wages face a 20% final income tax.
General information, not a payroll quotation or legal advice. Verify current taxable bases, social ceilings, special levies and administrative rules before payroll.
Tell us whether you need EOR, COR or existing-entity payroll in Mozambique. We can scope the practical next steps.
