Minimum Wage
Minimum wage is set by the government in consultation with the Consultative Commission on Employment. The minimum wages are revised each year in April. Labour Law 2023 does not clearly specify the conditions that the government takes into account while determining/revising the minimum wage rates.
Compliance with the minimum wage rates, as well as other Labour Law provisions, is ensured by the Labour Inspectorate. The Labour Inspectorate monitors the legality of labour matters and has the power to supervise compliance by employers and employees with their duties. In the event of a violation of minimum wage-related provisions, employers can be fined up to 10 times the applicable minimum wage per worker victim of the violation. The trade unions and employers’ associations can collaborate with the Labour Inspectorate, under the terms of the law, in monitoring the application of labour legislation and collective labour regulation instruments.
Source: § 117, 261 and 268 of Labour Law, 2023 (Law No. 13/2023)
For updated minimum wage rates, please refer to the section on minimum wage.
Regular Pay
In accordance with Art. 123 of the Labour Law, wages must be paid in cash or in kind, with the non-monetary portion not exceeding twenty-five percent (25%) of the overall remuneration. Wages must be disbursed at the workplace during the working hours or immediately thereafter, unless otherwise stipulated. Payments should occur in fixed periods of one week, one fortnight, or one month, as specified in the individual employment contract or collective labour regulation. Payments in kind must be suitable for the personal interest and use of the worker or their family and should be agreed upon. Employers are required to pay workers directly in legal tender, via check, or bank transfer. Additionally, when remuneration is paid, the employer must provide a document that includes the full names of both parties, the employee's professional category, the period for which remuneration is paid, as well as a detailed breakdown of the base remuneration, additional payments, any deductions (not to exceed 33% of total wage), and the net amount to be received. Remuneration may be paid according to (i) output, (ii) time or (iii) combined criteria of time and output. Wages should be based on actual time spent at work and be paid regularly (on weekly, fortnightly or monthly intervals) in legal tender. The legislation also urges the employer to guarantee the increase in workers' salary levels in line with the growth in production, productivity, labour income and economic development of the country.
There is no provision for 13th-14th month or any other compulsory bonuses under the Mozambican labour law.
Source: § 117-124 of the Labour Law, 2023 (Law No. 13/2023)
