Employer in Mozambique

An employer in Mozambique manages the workplace, personnel, employment contracts, remuneration, working time, internal regulations, collective instruments and productivity. The employer must respect workers' rights, contracts and applicable law, provide fair pay and correct treatment, maintain suitable physical and moral conditions, assign work matching the contracted category, and respect the contracted workplace and working hours. The employer must also allow union activity, avoid compulsory purchases from the employer, and promote worker health and nutrition. Medium and large employers must provide cultural and sports activities. The Instituto Nacional de Segurança Social (INSS) handles social-security registration and contributions. An employer generally registers within 15 days after starting activity and registers each worker within no more than 30 days after the employment relationship begins. Typical documents include the licence or alvará, the tax activity-start form, an identity document or DIRE, and the NUIT. The employer submits the monthly remuneration declaration and pays contributions from the 20th of the reference month through the 10th of the following month. The current total contribution is 7% of remuneration: 4% paid by the employer and 3% by the worker. Changes to activity or employment contracts generally require communication within 30 days. Public employment placement is state-run and free. Private placement providers operate under regulation and licensing. Employers should keep records available because the Inspecção-Geral do Trabalho (IGT) checks compliance, can request documents and requires access for inspections. The IGT also provides education and enforcement concerning working time, wages, vulnerable groups, internal regulations and collective instruments. Occupational health and safety requires protection of workers' physical and mental integrity. Employers inform workers about risks, teach safety rules, secure workstations, access routes and exits, and provide personal protective equipment or work clothing when the work requires them. Enterprises with exceptional risks require a workplace safety committee. Collective insurance for work accidents and occupational diseases is compulsory, and sector-specific health and safety rules may add requirements. Workers may organize and join associations without discrimination because of membership. Depending on the workplace, representation can involve a delegado sindical, a comité sindical or comité de empresa, a sindicato or a confederação geral. The employer must permit lawful union activity and must not disadvantage workers because they participate. CTA provides a private-employer policy and dialogue channel, while CEN and DEP provide national or provincial business representation. Association access follows the relevant statutes and registration rules; the research does not establish universal compulsory CTA membership or a general CTA fee for every employer. The Comissão de Mediação e Arbitragem Laboral (COMAL), operating under the Ministério do Trabalho, Género e Acção Social (MTGAS), handles prevention, consultation, mediation, arbitration and peaceful negotiation, including through provincial centres. The IGT provides a compliance process, and judicial or arbitral challenges may remain available depending on the dispute. CTA also reports the private CACM channel as a complementary mediation and arbitration option. Official COMAL figures recorded 5,752 mediated cases and 5,058 agreements in 2025; in the first half of 2026, 2,784 mediated cases produced an 87.4% agreement rate, 251 reinstatements and more than MT 131 million in indemnities. Organisational changes can be agreed when changed circumstances, business survival, resource organisation or competitiveness require them, but an agreed change cannot reduce pay or rank. A geographic move of the employer or establishment may transfer workers. A collective dismissal covers more than eight contracts within three months in a micro or small enterprise, or more than ten in a medium or large enterprise, when structural, economic, technological or market grounds apply. The employer must notify the union or workers and MTGAS before negotiations, conduct consultation for no more than 30 days and give at least 30 days' written notice. The statutory compensation scale uses 30 salary-days per year for workers earning 1 to 7 minimum wages, 15 salary-days for more than 7 to 18 minimum wages, and 5 salary-days for more than 18 minimum wages. The formal employer system is legally clear but operationally fragmented across sectors and provinces. INE IOF 2022 indicates that most employed people worked on their own account without employees, while private-company employment was notably male. Formal employer rules therefore have their greatest practical reach in registered small and large companies, public employers, agriculture, construction, security and domestic work. No separate national municipal employer regime is evidenced; the responsible body and service process can depend on the province.