[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail\u002Ftravail-et-salaires\u002F":3,"menu:\u002Ffr-mg:":55,"sites:htmlblocks":225,"footer:fr-mg":1424,"cite-subsites":1504,"subsites":5068,"cite-footer:fr-mg":5545,"suggested:fr-mg":5584},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":24,"rendered":33,"description":34,"body":35,"body_blocks":36,"call_to_action":37,"owner":44,"related_pages":51,"related_sites":52,"in_subsite":53,"contact_page_url":7,"banner_message":54},1679,"travail-et-salaires","Travail et Salaires",null,"","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail\u002Ftravail-et-salaires","labourlaw.labourlawpage","fr_MG","\u002Fcms\u002Fpages\u002F1679\u002Fedit\u002F",[14,17,20,23],{"title":15,"slug":16},"Madagascar","fr-mg",{"title":18,"slug":19},"Travail à Madagascar","travail-a-madagascar",{"title":21,"slug":22},"Droit du Travail","droit-du-travail",{"title":6,"slug":5},{"title":25,"description":8,"image":26,"canonical":27,"robots":28,"og_type":29,"twitter_card":30,"locale":16,"created_at":31,"last_modified_at":32},"Salaire, Remuneration Minimum, Paiement Regulier - Madagascar","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail\u002Ftravail-et-salaires\u002F","index, follow","website","summary_large_image","2025-08-02T06:40:49.233660+02:00","2025-08-02T06:57:01.646456+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Travail et Salaires\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2025-01-09\u003C\u002Fspan>\n\n  \n\n    \n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Salaire minimum\u003C\u002Fh2>\n          \u003Cp>Dans le secteur privé malgache, le salaire minimum est fixé par voie législative. Le Code du travail de 2024 institue un salaire minimum d’embauche pour les secteurs agricole et non agricole (SME) et prévoit que les montants correspondants sont déterminés par décret pris en Conseil de Gouvernement, après avis du Conseil national du travail et de l’emploi.\nÀ Madagascar, les taux de salaire minimum sont fixés soit par l’État, soit par voie de convention collective conclue entre l’employeur et le travailleur. L’État, sur recommandation du Conseil national du travail et de l’emploi (CNTE), établit une grille salariale ainsi qu’un taux de salaire minimum national à l’embauche applicable aux travailleurs agricoles et non agricoles, dénommé SME (Salaire minimum d’embauche). Le Conseil national du travail et de l’emploi est un organe tripartite composé de représentants de l’État, des employeurs et des travailleurs.\nLe salaire minimum d’embauche (SME) est déterminé en tenant compte notamment : du minimum vital nécessaire pour assurer aux travailleurs un pouvoir d’achat suffisant, du coût de la vie, de la situation économique nationale et de la conjoncture économique, de l’évolution des comptes de la Nation ainsi que de l’indice des prix à la consommation. Le récent décret n° 2024-794 fixant le SME est proposé par le Ministre du Travail, de l’Emploi et de la Fonction publique, finalisé par le Premier ministre et adopté en Conseil de Gouvernement.\nLe décret n° 2024-794 du 2 avril 2024 actualise les salaires minima mensuels dans le secteur privé en fixant, pour chaque catégorie professionnelle, le salaire minimum d’embauche et le salaire minimum d’ancienneté (distinctement pour les travailleurs des secteurs agricole et non agricole). Il est applicable à compter du 1er mars 2024.\nCe texte abroge le précédent décret relatif au salaire minimum (décret n° 2023-563 du 17 mai 2023).\nLe respect des dispositions du Code du travail, notamment celles relatives au salaire minimum, est assuré par l’Inspection du travail et des lois sociales, dont les inspecteurs ont le droit d’accéder à tout moment aux lieux de travail et d’y effectuer des contrôles. L’employeur qui ne verse pas le salaire minimum légal encourt une amende comprise entre 1 000 000 Ariary et 4 000 000 Ariary. En cas de récidive, l’amende est portée au double et une peine d’emprisonnement de cinq (05) à vingt-neuf (29) jours peut également être prononcée. Le travailleur peut saisir l’Inspection du travail en vue d’un règlement amiable du différend.\u003C\u002Fp>\n\u003Cp>Source : §§ 253–254 et 367 du Code du travail, loi n° 2024-014 ; décret n° 2024-794 fixant les salaires minima mensuels d’embauche et d’ancienneté par catégorie professionnelle.\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Paiement régulier du salaire\u003C\u002Fh2>\n          \u003Cp>Le Code du travail de 2024 réglemente le paiement des salaires à toutes les catégories de travailleurs. Le salaire est la contrepartie du travail fourni; aucun salaire n'est dû en cas d'absence, en dehors des cas prévus par la réglementation et sauf accord écrit entre les parties intéressées.\u003C\u002Fp>\n\u003Cp>La rémunération comprend, au sens large, le salaire de base ou le salaire minimum ainsi que tous les autres avantages payés directement ou indirectement, en espèces ou en nature, par l’employeur au travailleur en raison de l’emploi. Elle doit être égale pour tous les travailleurs accomplissant un même travail ou un travail de valeur égale, sans discrimination.\u003C\u002Fp>\n\u003Cp>L’employeur est tenu d’assurer le paiement régulier des salaires. Pour le travailleur engagé à la journée ou à la semaine, le paiement doit intervenir à des intervalles réguliers n’excédant pas huit (08) jours. Pour le travailleur rémunéré à la quinzaine, l’intervalle de paiement ne peut excéder vingt (20) jours. Pour le travailleur rémunéré au mois, le salaire doit être versé dans un délai de huit (08) jours suivant l’échéance mensuelle. Les salaires doivent être intégralement payés à Madagascar en monnaie ayant cours légal. Le paiement en alcool, en boissons alcoolisées ou en produits illicites est strictement interdit. La loi précise également que les paiements numériques sont encouragés lorsqu’ils sont plus sûrs et plus pratiques pour les travailleurs.\nLe paiement doit intervenir pendant les heures de travail et, sauf cas de force majeure, sur le lieu de travail ou au bureau de l’employeur situé à proximité. Tout retard dans le paiement des salaires doit être justifié par un cas de force majeure. À défaut, il donne lieu à l’application d’une majoration calculée sur la base du taux d’intérêt légal en vigueur et expose l’employeur à des sanctions pénales.\nL’employeur est tenu de délivrer un bulletin de paie, établi manuellement ou par voie informatique, en langue malgache ou française, valant preuve du paiement. La preuve du paiement peut également résulter d’un document bancaire ou d’un carnet à souche dûment numéroté et paraphé. L’acceptation sans réserve du bulletin de paie par le travailleur ne vaut pas renonciation à son droit de réclamer l’intégralité des salaires et avantages dus.\u003C\u002Fp>\n\u003Cp>Le travailleur a droit au paiement de son salaire sans retenues, sauf dans les cas prévus par la loi. Les retenues autorisées comprennent notamment : les prélèvements obligatoires, les avances consenties par écrit, les cotisations syndicales autorisées par convention et cession volontaire, ainsi que les retenues ordonnées par la loi. Toute autre retenue ou compensation est nulle et de nul effet. Des exceptions existent uniquement pour les fournitures provenant de l’économat de l’employeur ou pour les avances consenties pour l’acquisition d’outils et d’équipements nécessaires au travail, sous réserve d’un accord écrit. Les retenues au titre du logement et de la nourriture ne sont admises que dans les conditions fixées par des textes particuliers. Toute retenue illégale doit être remboursée au travailleur avec intérêts. Il est strictement \ninterdit à l’employeur d’infliger des amendes ou toute autre sanction pécuniaire.\u003C\u002Fp>\n\u003Cp>Le Code du travail ne prévoit pas le versement obligatoire d’un treizième ou d’un quatorzième mois de salaire. Toutefois, lorsque la rémunération comprend des primes ou des commissions, celles-ci doivent être prises en compte pour le calcul de l’indemnité de congé payé, de l’indemnité de licenciement, de l’indemnité compensatrice de préavis et des dommages-intérêts. En outre, les sommes perçues par l’employeur au titre des pourboires doivent être intégralement reversées au personnel.\u003C\u002Fp>\n\u003Cp>Source : § 83, 88, 89, 91 à 95, 100, 101 à 104, 106, 191, 202, 238 et 335 du Code du travail, loi n° 2024-014.\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \n\n    \n\n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Sujets connexes\u003C\u002Fh2>\n      \n          _ll_compensation_URL_\n      \n          _MW_FOLDER_URL_\n      \n          _SC_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Quels sont vos droits en matiere de rémuneration et salaires minimums à Madagascar .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2025-01-09\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Salaire minimum\u003C\u002Fh2>\n\u003Cp>Dans le secteur privé malgache, le salaire minimum est fixé par voie législative. Le Code du travail de 2024 institue un salaire minimum d’embauche pour les secteurs agricole et non agricole (SME) et prévoit que les montants correspondants sont déterminés par décret pris en Conseil de Gouvernement, après avis du Conseil national du travail et de l’emploi.\nÀ Madagascar, les taux de salaire minimum sont fixés soit par l’État, soit par voie de convention collective conclue entre l’employeur et le travailleur. L’État, sur recommandation du Conseil national du travail et de l’emploi (CNTE), établit une grille salariale ainsi qu’un taux de salaire minimum national à l’embauche applicable aux travailleurs agricoles et non agricoles, dénommé SME (Salaire minimum d’embauche). Le Conseil national du travail et de l’emploi est un organe tripartite composé de représentants de l’État, des employeurs et des travailleurs.\nLe salaire minimum d’embauche (SME) est déterminé en tenant compte notamment : du minimum vital nécessaire pour assurer aux travailleurs un pouvoir d’achat suffisant, du coût de la vie, de la situation économique nationale et de la conjoncture économique, de l’évolution des comptes de la Nation ainsi que de l’indice des prix à la consommation. Le récent décret n° 2024-794 fixant le SME est proposé par le Ministre du Travail, de l’Emploi et de la Fonction publique, finalisé par le Premier ministre et adopté en Conseil de Gouvernement.\nLe décret n° 2024-794 du 2 avril 2024 actualise les salaires minima mensuels dans le secteur privé en fixant, pour chaque catégorie professionnelle, le salaire minimum d’embauche et le salaire minimum d’ancienneté (distinctement pour les travailleurs des secteurs agricole et non agricole). Il est applicable à compter du 1er mars 2024.\nCe texte abroge le précédent décret relatif au salaire minimum (décret n° 2023-563 du 17 mai 2023).\nLe respect des dispositions du Code du travail, notamment celles relatives au salaire minimum, est assuré par l’Inspection du travail et des lois sociales, dont les inspecteurs ont le droit d’accéder à tout moment aux lieux de travail et d’y effectuer des contrôles. L’employeur qui ne verse pas le salaire minimum légal encourt une amende comprise entre 1 000 000 Ariary et 4 000 000 Ariary. En cas de récidive, l’amende est portée au double et une peine d’emprisonnement de cinq (05) à vingt-neuf (29) jours peut également être prononcée. Le travailleur peut saisir l’Inspection du travail en vue d’un règlement amiable du différend.\u003C\u002Fp>\n\u003Cp>Source : §§ 253–254 et 367 du Code du travail, loi n° 2024-014 ; décret n° 2024-794 fixant les salaires minima mensuels d’embauche et d’ancienneté par catégorie professionnelle.\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Paiement régulier du salaire\u003C\u002Fh2>\n\u003Cp>Le Code du travail de 2024 réglemente le paiement des salaires à toutes les catégories de travailleurs. Le salaire est la contrepartie du travail fourni; aucun salaire n'est dû en cas d'absence, en dehors des cas prévus par la réglementation et sauf accord écrit entre les parties intéressées.\u003C\u002Fp>\n\u003Cp>La rémunération comprend, au sens large, le salaire de base ou le salaire minimum ainsi que tous les autres avantages payés directement ou indirectement, en espèces ou en nature, par l’employeur au travailleur en raison de l’emploi. Elle doit être égale pour tous les travailleurs accomplissant un même travail ou un travail de valeur égale, sans discrimination.\u003C\u002Fp>\n\u003Cp>L’employeur est tenu d’assurer le paiement régulier des salaires. Pour le travailleur engagé à la journée ou à la semaine, le paiement doit intervenir à des intervalles réguliers n’excédant pas huit (08) jours. Pour le travailleur rémunéré à la quinzaine, l’intervalle de paiement ne peut excéder vingt (20) jours. Pour le travailleur rémunéré au mois, le salaire doit être versé dans un délai de huit (08) jours suivant l’échéance mensuelle. Les salaires doivent être intégralement payés à Madagascar en monnaie ayant cours légal. Le paiement en alcool, en boissons alcoolisées ou en produits illicites est strictement interdit. La loi précise également que les paiements numériques sont encouragés lorsqu’ils sont plus sûrs et plus pratiques pour les travailleurs.\nLe paiement doit intervenir pendant les heures de travail et, sauf cas de force majeure, sur le lieu de travail ou au bureau de l’employeur situé à proximité. Tout retard dans le paiement des salaires doit être justifié par un cas de force majeure. À défaut, il donne lieu à l’application d’une majoration calculée sur la base du taux d’intérêt légal en vigueur et expose l’employeur à des sanctions pénales.\nL’employeur est tenu de délivrer un bulletin de paie, établi manuellement ou par voie informatique, en langue malgache ou française, valant preuve du paiement. La preuve du paiement peut également résulter d’un document bancaire ou d’un carnet à souche dûment numéroté et paraphé. L’acceptation sans réserve du bulletin de paie par le travailleur ne vaut pas renonciation à son droit de réclamer l’intégralité des salaires et avantages dus.\u003C\u002Fp>\n\u003Cp>Le travailleur a droit au paiement de son salaire sans retenues, sauf dans les cas prévus par la loi. Les retenues autorisées comprennent notamment : les prélèvements obligatoires, les avances consenties par écrit, les cotisations syndicales autorisées par convention et cession volontaire, ainsi que les retenues ordonnées par la loi. Toute autre retenue ou compensation est nulle et de nul effet. Des exceptions existent uniquement pour les fournitures provenant de l’économat de l’employeur ou pour les avances consenties pour l’acquisition d’outils et d’équipements nécessaires au travail, sous réserve d’un accord écrit. Les retenues au titre du logement et de la nourriture ne sont admises que dans les conditions fixées par des textes particuliers. Toute retenue illégale doit être remboursée au travailleur avec intérêts. Il est strictement \ninterdit à l’employeur d’infliger des amendes ou toute autre sanction pécuniaire.\u003C\u002Fp>\n\u003Cp>Le Code du travail ne prévoit pas le versement obligatoire d’un treizième ou d’un quatorzième mois de salaire. Toutefois, lorsque la rémunération comprend des primes ou des commissions, celles-ci doivent être prises en compte pour le calcul de l’indemnité de congé payé, de l’indemnité de licenciement, de l’indemnité compensatrice de préavis et des dommages-intérêts. En outre, les sommes perçues par l’employeur au titre des pourboires doivent être intégralement reversées au personnel.\u003C\u002Fp>\n\u003Cp>Source : § 83, 88, 89, 91 à 95, 100, 101 à 104, 106, 191, 202, 238 et 335 du Code du travail, loi n° 2024-014.\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Sujets connexes\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail\u002Fremuneration-et-temps-de-travail'>Rémunération et temps de travail\u003C\u002Fa>\n      \n          \u003Ca href='\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fsalaire-minimum\u002F'>Salaire minimum\u003C\u002Fa>\n      \n          \u003Ca href='\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fsalaire\u002Fcontrole'>Contrôle des salaires\u003C\u002Fa>\n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":38,"link_description":39,"link":40},"Contactez‑nous",[38],{"id":41,"short_title":7,"title":42,"url":43},24590,"Contact Us","\u002Fabout\u002Fcontact",{"id":45,"first_name":46,"last_name":47,"email":48,"image":49,"function":50},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",[],[],true,"\u003Cp>Votresalaire c'est WageIndicator. Même organisation, mêmes informations, nouveau look!\u003C\u002Fp>",{"title":15,"seo_title":56,"description":7,"path":57,"redirect_url":7,"locale":16,"children":58},"WageIndicator Madagascar: salaires et droit du travail","\u002Ffr-mg",[59,146,175],{"title":18,"seo_title":60,"description":7,"path":61,"redirect_url":7,"locale":16,"children":62},"Travailler à Madagascar: salaires et droits","\u002Ffr-mg\u002Ftravail-a-madagascar",[63,68,73,92,138],{"title":64,"seo_title":65,"description":7,"path":66,"redirect_url":7,"locale":16,"children":67},"Salaire minimum","WageIndicator : salaire minimum à Madagascar","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fsalaire-minimum",[],{"title":69,"seo_title":70,"description":7,"path":71,"redirect_url":7,"locale":16,"children":72},"Salaires Vitaux","WageIndicator: salaire minimum vital à Madagascar","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fsalaires-minimums-vitaux",[],{"title":74,"seo_title":8,"description":7,"path":75,"redirect_url":7,"locale":16,"children":76},"Salaire","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fsalaire",[77,82,87],{"title":78,"seo_title":79,"description":7,"path":80,"redirect_url":7,"locale":16,"children":81},"Contrôle des salaires","WageIndicator : contrôle des salaires à Madagascar","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fsalaire\u002Fcontrole",[],{"title":83,"seo_title":84,"description":7,"path":85,"redirect_url":7,"locale":16,"children":86},"Enquête Salariale","WageIndicator: Enquête Salariale Madagascar","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fsalaire\u002Fenquete",[],{"title":88,"seo_title":89,"description":7,"path":90,"redirect_url":7,"locale":16,"children":91},"Salaire VIP","Salaires des stars à Madagascar et dans le monde","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fsalaire\u002Fvip",[],{"title":21,"seo_title":93,"description":7,"path":94,"redirect_url":7,"locale":16,"children":95},"Droit du travail à Madagascar","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail",[96,100,104,108,112,116,120,124,128,132,136],{"title":97,"seo_title":8,"description":7,"path":98,"redirect_url":7,"locale":16,"children":99},"Congé Annuel et Vacances","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail\u002Fconge-annuel-et-vacances",[],{"title":101,"seo_title":8,"description":7,"path":102,"redirect_url":7,"locale":16,"children":103},"Congé de Maladie","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail\u002Fconge-de-maladie",[],{"title":105,"seo_title":8,"description":7,"path":106,"redirect_url":7,"locale":16,"children":107},"Droits 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