Hiring locals and expatriates; employment contracts, social security, work permits, and labour compliance.
Updated: August 2026
Employment relationships in Mozambique are governed by the Labour Code, sector regulations, and collective agreements where applicable. Every contract must be in writing and respect minimum wage, working hours, leave, and protection against unfair dismissal.
Foreign-invested companies should balance technical needs with workforce nationalisation policies in priority sectors.
Informal hiring exposes the company to fines, disputes, and banking difficulties. Always use formal payroll and payslips.
Written contracts, social security, and MITESS labour rules structure a compliant team.
Foreign workers need a work authorisation and appropriate visa before starting duties. The process involves the Ministry of Labour, Employment and Social Security (MITESS) and the National Migration Service (SENAMI).
In technical sectors, budget training and onboarding; skilled profiles are in high demand.
Beyond base salary, consider transport and meal allowances and private health cover to attract talent. Dismissal requires justified cause or a documented disciplinary process; severance depends on length of service.
Union negotiations may apply in sectors such as mining, energy, and large infrastructure projects.
National infrastructure mobilises specialised labour and local suppliers.
Investment registration falls under the Investment and Export Promotion Agency (APIEX); tax identification, duties, and banking compliance fall under the Tax Authority of Mozambique (AT). Requirements, fees, and procedures may change. Always confirm current information through official channels of the relevant Mozambican authority before you apply.
Home–work transport and flexible hours influence talent retention in the cities.
This guide is for information only. Labour law and visa requirements evolve. Always confirm current procedures with local professionals.
