Company internal regulations: what they must contain

Internal regulations are the document where the company lays down its rules on work organization and discipline — and, in Mozambique, Law No. 13/2023, of August 25, states exactly what they can contain, when they are mandatory, and how workers adhere to them. They are mandatory for medium and large employers (Article 62).

Whether you are an employer or a worker on the Inademy Guide, this page explains what internal regulations must contain, what they cannot impose, union consultation, worker adherence, and mandatory disclosure — all with the legal article cited alongside each rule.

The short answer

What it is: rules on work organization and discipline, social support, use of facilities, and cultural activities (Article 62(1)).
Who is required: medium and large employers (Article 62(1)).
Before taking effect: mandatory consultation with the company union committee or competent union body, and notice to the labor administration (Article 62(2)).
Worker adherence: presumed when the written contract states the existence of the regulations; the worker may express opposition within 30 days (Article 38(2) and (3)).
Disclosure: mandatory at the workplace, so that everyone is aware of the content (Article 62(4)).
Limits: regulations cannot create sanctions outside the legal list nor worsen those provided for (Article 64(2)).

What internal regulations are according to Law 13/2023

Article 62(1) grants the employer the power to draft internal work regulations containing rules on work organization and discipline, social support schemes for workers, the use of company facilities and equipment, as well as those concerning cultural, sports, and recreational activities.

Company internal regulations Mozambique

Company internal regulations with example

This authority stems from the employer's managerial power: it is up to the employer or their designee to set, direct, regulate, and discipline the terms and conditions under which work is performed (Article 61). Internal regulations are the written form of this power — visible, equal for everyone, and verifiable.

Regulations are mandatory for medium and large employers. For small employers, they are optional — but if they exist, they must comply with the same rules on consultation, adherence, and disclosure.

What internal regulations must contain

Based on Article 62, well-crafted internal regulations cover four areas:

Work organization: schedules, shifts, timekeeping, department procedures, and attendance rules;
Work discipline: worker duties and consequences for violations — always within the sanctions allowed by law;
Social support: allowances, transportation, meals, training support — benefits granted by the company beyond salary;
Facilities and company life: equipment use, as well as cultural, sports, and recreational activities.

Rules governing information technology use can also be included: Article 7(2) allows the employer to establish in internal regulations rules and limits on the use of information technology — email, internet, and company equipment.

What internal regulations CANNOT do

Internal regulations are not a second law custom-made for the employer. Clear limits exist:

Cannot create sanctions outside the legal list nor worsen existing ones — it is unlawful to apply any other disciplinary sanctions or worsen those listed in Article 64(1) through internal regulations or an employment contract (Article 64(2));
Cannot violate fundamental rights — workers have the right to life, physical and moral integrity, honor, good name, privacy, and image; privacy covers personal, family, emotional, and sexual life, as well as political and religious convictions (Article 5);
Cannot lower statutory protections — legal protection standards (minimum wage, annual leave, leaves of absence, social security) are a minimum; regulations can only improve upon them;
Cannot punish twice for the same infraction — no more than one sanction may be applied for the same disciplinary offense (Article 65(3)).

If a regulation clause contradicts the law, it is void — and the law prevails. A worker affected by an illegal rule may report it to the Labor Inspectorate.

Union consultation and notice to the State: mandatory steps

Regulations do not take effect simply upon signature by the business owner. Article 62(2) imposes two preliminary steps:

Consultation with the company union committee or, in its absence, the competent union body — mandatory when the subject is work organization and discipline;
Notice to the competent labor administration body — submitting the document to the State.

Without these two steps, regulations are legally vulnerable. There is an additional requirement concerning existing staff: the entry into force of internal regulations establishing new working conditions is treated as an offer of adherence to workers hired prior to publication (Article 62(3)).

In other words: current workers are not automatically bound by new conditions — they decide whether or not to adhere.

How workers adhere to internal regulations

The worker's relationship with the regulations follows Article 38 (adhesion contract): the employer expresses contractual intent through the internal work regulations or code of conduct, while worker acceptance occurs through express or tacit adherence.

The law presumes worker adherence when signing a written employment contract that specifies the existence of internal regulations in the company (Article 38(2)). Three practical notes:

The contract must mention the existence of the regulations — this reference enables the legal presumption;
The worker can object: the presumption is rebutted if the worker objects in writing within 30 days of contract execution or publication of the regulations, whichever is later (Article 38(3));
Without a written contract, the employer position is weakened — the rules governing employment contracts in Mozambique explain why written contracts protect both parties.

For employers, the key lesson is straightforward: a written contract referencing the regulations, combined with proper disclosure, completes legal compliance. Disciplinary action based on an undisclosed document will not hold up.

Disclosure: unknown regulations are not binding

Internal work regulations must be disclosed at the workplace so that workers have adequate knowledge of their contents (Article 62(4)). The law demands more than printing and filing: actual notice must reach the workforce.

In practice, this means: accessible copies at the workplace, physical delivery or digital access for each worker, and proof of delivery — signed receipt, registered email, or equivalent. When disciplinary action arises, the primary question is: was the worker aware of the rule? If the company cannot prove disclosure, the sanction is legally vulnerable.

Well-disclosed regulations protect both parties. Workers know what is expected of them; companies enforce rules with confidence — managing workplace changes systematically, with applications and records consolidated, as Inademy provides for recruitment processes.

Internal regulations and disciplinary sanctions: the connection

Internal regulations handle discipline by defining misconduct and procedures — yet sanction enforcement follows general legal rules. Article 66 requires that any disciplinary sanction, except those under Article 64(a) and (b), must be preceded by formal disciplinary proceedings.

Sanctions must be proportionate to the offense severity, taking into account degree of fault, professional record, and factual circumstances (Article 65(2)). Decisions regarding major sanctions can be appealed within six months (Article 65(1)).

To review detailed procedural timelines — charge sheet, defense statement, decision — consult our disciplinary proceedings guide, and our dismissal guide explains outcomes when termination is imposed.

How to create internal regulations in 6 steps

For medium or large employers (and small businesses looking to avoid disputes), the path is as follows:

Draft practical rules — work organization, discipline, social support, facilities, social activities, and IT usage (Article 62(1) and Article 7(2));
Check each clause against the law — no sanctions outside Article 64, no violations of Article 5 rights;
Consult the company union committee or competent union body (Article 62(2));
Notify the labor administration of the approved regulations (Article 62(2));
Disclose at the workplace with proof of delivery to every worker (Article 62(4));
Reference regulations in written contracts to activate presumed adherence (Article 38(2)).

How Inademy helps you

Inademy is a Mozambican job platform. For employers, it posts job openings, receives applications in one place, and matches candidates based on requirements — including formal conditions such as agreeing to internal company rules. For job seekers, profiles are free, CVs can be uploaded in PDF, and new job alerts are delivered via email and WhatsApp.

Explore open job vacancies on Inademy and continue using the Inademy Guide to prepare effective hiring strategies and advance your career.

Source references

Law No. 13/2023, of August 25 (New Labor Law) — Article 62 (regulatory authority: content, mandatory status for medium and large employers, union consultation, notice to the State, disclosure), Article 61 (managerial authority), Article 38 (adhesion contract and presumption of adherence with 30-day rejection window).
In the same legislation: Article 7(2) (information technology), Article 5 (fundamental rights), Articles 63–66 (disciplinary authority and procedure), Article 64(2) and Article 65 (sanctions) — Official Gazette (Boletim da República), I Series, No. 63, consulted September 2026.

Frequently asked questions

Are internal regulations mandatory for all companies?

No. They are mandatory for medium and large employers (Article 62(1)). For small businesses, they are optional, but if created, they follow the same rules.

Can an employer penalize a worker with a sanction that only exists in the internal regulations?

No. It is unlawful to create sanctions outside the legal list or worsen statutory penalties through internal regulations (Article 64(2)). Regulations organize work; they do not expand penalties.

Is a worker required to accept internal regulations?

Adherence is presumed when a written contract references the regulations (Article 38(2)), but workers may object in writing within 30 days (Article 38(3)). For new terms applied to existing staff, a formal offer of adherence is required (Article 62(3)).

Does the union have to approve internal regulations?

The union must be consulted prior to entry into force (Article 62(2)) — consultation is mandatory. Final approval rests with the employer, but without prior consultation, the regulations are legally vulnerable.

Can employers monitor corporate email and internet use?

Yes. Article 7(2) allows internal regulations to establish rules and restrictions on the use of IT systems. Fundamental worker rights, such as privacy (Article 5), remain protected.

How do workers become aware of internal regulations?

Through mandatory workplace disclosure, ensuring workers receive adequate knowledge of their content (Article 62(4)). Employers must be able to prove disclosure.

What happens if a clause in the regulations is illegal?

It is void — statutory law overrides internal regulations. Workers may file a complaint with the Labor Inspectorate and, regarding disciplinary actions, challenge decisions within six months (Article 65(1)).

In summary, what to do today

If you are a medium or large employer: confirm that your company has internal regulations — it is mandatory (Article 62).
Review every clause against Law 13/2023: no extra sanctions or reduced statutory rights.
If union consultation or notice to the labor administration was omitted, complete both steps promptly.
Ensure each worker's written contract references the regulations (Article 38(2)).
Disclose the document with proof of delivery — signed receipt or registered email.
If you are a worker: read the regulations, and use the 30-day window to object in writing if you disagree with new conditions.

Official source: Law No. 13/2023 (Labour Law) is available as a PDF on the website of Mozambique's Supreme Court (Tribunal Supremo): official text (PDF).