Employment contracts in Mozambique: types and rules

Employment contracts in Mozambique are written by rule, with duration and type clearly defined by Labour Law 13/2023: indefinite-term for permanent roles, fixed-term (maximum 2 years with 2 renewals) for temporary needs, and unspecified-term for tasks of unpredictable duration. Signing without reading — or worse, working without a contract — is at the root of many labor disputes in the country.

This guide explains the types of contracts, what mandatory elements the document must contain, when a fixed-term contract converts into an indefinite-term contract, and what to check before putting your signature on paper.

The short answer

• Written is the rule: contracts must be in writing; only individuals hired for less than 90 days for specific tasks are exempt (Art. 39).
• Fixed-term: maximum of 2 years with 2 renewals — total of 6 years. Only legal for temporary needs, never for permanent roles (Art. 43).
• MSMEs: micro (up to 10 workers), small (11-30), and medium (31-100) employers can freely hire on fixed-term contracts during their first 8 years of activity.
• Unspecified-term: for unpredictable duration (e.g., duration of a construction project); converts to an indefinite-term contract after 6 years of service (Art. 46).
• Notice of renewal (fixed-term): 15 days for contracts from 3 months to 1 year; 30 days for over 1 year — termination of unspecified-term contracts has its own tiers (Art. 46).
• Automatic conversion: continuing to work after expiry without written renewal = contract for an indefinite term.

What the contract is required to contain

The law (Art. 39) sets out the minimum elements of a written contract:

• Identification of the parties: employer (with registered office or domicile) and employee.
• Professional category and tasks: the role you will perform, described — not "miscellaneous duties".
• Place of work: where you perform your work activities.
• Duration and renewal conditions: start date; for fixed-term contracts, the end date — and the justification for fixed-term hiring must be stated in writing in the contract.
• Remuneration: amount, payment method, and frequency — the exact figure, never "to be agreed".

If essential elements are missing, the employer has 3 months to rectify the document; after this period, legal sanctions apply.

And an essential safety point: if you work without a written contract, the employment relationship and your rights still exist — the law presumes a contract when work is provided, and responsibility for the lack of written form lies with the employer. Even so, your signed copy is the cheapest piece of evidence you can have: always ask for it.

Indefinite term: the rule for permanent roles

An indefinite-term contract is the standard arrangement for anyone filling a permanent role. It has no end date and can only terminate due to legally defined causes: mutual agreement, resignation with notice, dismissal following legal proceedings, expiry, retirement, or death. It is also the contract offering the strongest security: without just cause, termination initiated by the employer entails compensation of 45 days of salary per year of service.

Fixed-term contracts: limits employers cannot exceed

A fixed-term contract is a legal exception — it is only justified for temporary needs: replacing an absent worker, responding to an exceptional increase in production, or executing a specific project or work. For permanent roles, fixed-term hiring is prohibited, and a fixed-term contract without valid justification converts into an indefinite-term contract.

The numerical limits (Art. 43): maximum initial duration of 2 years, with 2 renewals allowed — a total of 6 years. Renewal requires express agreement and prior notice: 15 days for contracts from 3 months to 1 year, 30 days for over 1 year; failing this, the defaulting party must pay remuneration corresponding to the notice period.

An important exception for small businesses: micro (up to 10 workers), small (11-30), and medium (31-100) employers can freely enter into fixed-term contracts during their first 8 years of company activity — flexibility granted by law to startups and growing businesses. Note that the limit was 10 years under the previous law.

Unspecified-term contracts: when the end date is unknown

Some jobs have a duration that cannot be predicted on the day of signing — building a structure, project duration, or the return of a replaced worker. For these cases, there is the unspecified-term contract, which ends when the agreed event occurs. Its limits (Art. 46):

• Termination with notice: 15 days (work of more than 6 months up to 3 years) or 30 days (more than 3 up to 6 years).
• 6-year limit of service (continuous or broken by intervals of up to 6 months): once exceeded, it converts to an indefinite term.
• Failure of notice by the employer: compensation corresponding to the remuneration of the notice period.
• Dismissal without just cause: compensation of 45 days of salary per year of service.

Before signing: the 8-point checklist

• 1. Type and duration: indefinite, fixed-term, or unspecified-term — and, if fixed-term, is the justification written in the contract?
• 2. Role and tasks: does the professional category match what you were told during the interview?
• 3. Remuneration: gross amount, payment method, and pay day — and is the amount above the minimum for your sector (check the 19-sector table)?
• 4. Location: city and establishment — watch out for broad relocation clauses.
• 5. Working hours: regular schedule and work pattern (fixed, shifts, rotation).
• 6. Probationary period: within legal limits — up to 2 months for general roles under indefinite-term contracts (the probationary period guide details all timeframes).
• 7. Pages and signatures: all pages initialed, two original copies, one remains with you.
• 8. Copy and archiving: take a photo or scan of the contract on your mobile phone, along with future payslips.

Common (and costly) signing mistakes

• "Sign now, read later": never. A serious contract can wait overnight for review. Pressure to sign on the spot is a red flag.
• Fixed-term without justification: if your role is permanent and the contract is fixed-term without written justification, automatic conversion applies — it is best to correct this before signing.
• "Remuneration + allowances agreed verbally": what is not in writing does not exist. Everything promised in the interview must be in writing.
• Entity name different from the one that interviewed you: beware of contracts signed by a "staff management" company when your interview was with the end company — ask who your actual employer is.
• Zero documentation, zero clarity: if the company avoids a written contract beyond the legal 90 days, the workers' rights guide outlines the next steps.
• Blank spaces: cross out non-applicable fields before signing — signed blank pages are fuel for fraud.

How Inademy helps you

A healthy working relationship starts before the contract: with a job opening containing complete information. To evaluate an offer, the net vs gross salary guide shows what remains of the agreed figure. On Inademy, job listings indicate requirements, location, and salary when available — and applying with your free profile and PDF CV goes directly to the company.

With new job alerts via email and WhatsApp, you can choose between offers with enough time to read the contract carefully — which is exactly what this guide recommends.

Read also

• Annual leave in Mozambique: days and rules

Where these figures come from

• Law No. 13/2023, of August 25 (Labour Law), in force since 21/02/2024 — Arts. 39, 43, 44, and 46; employer categories in Art. 25, based on analyses by ASG Advogados, JLA Advogados, and RSM Moçambique (accessed 09/2026).
• Notice of renewal (15/30 days) and automatic conversions — RSM Moçambique (2023) and WageIndicator (2026).
• Compensation of 45 days per year of service — termination regime (Arts. 135-147; Art. 46).

Frequently asked questions

Is a verbal contract worth anything?

Yes — for contracts under 90 days for specific tasks, which the law allows to be verbal. For longer durations, written form is mandatory; however, even without a written contract, the employment relationship and rights still exist (presumption of contract), although proof becomes harder for both parties.

I've been renewing 6-month contracts for 3 years. Is it legal?

No. A fixed-term contract allows 2 renewals over a maximum initial duration of 2 years — a total of 6 years, and even then only for justified temporary needs. Exceeding these limits causes it to convert to an indefinite term; serial renewals for a permanent role are illegal from inception.

Can the contract relocate me to another city?

Relocations up to 30 km within the same geographical area are not considered transfers. For longer-distance transfers, the law requires valid grounds, a written document, and advance notice of at least 30 days (Art. 82).

I signed a fixed-term contract, but my role is permanent. What now?

The law converts the contract into an indefinite-term contract when fixed-term hiring lacks valid justification. Document your actual role (duties, schedule, reporting lines) and submit a request to your employer; if unresolved, the Labour Inspectorate is the next step.

Can I have contracts with two companies at the same time?

Yes — the new law grants employees the right to enter into contracts with multiple employers, with written form being mandatory when there are multiple employers. Always check exclusivity clauses, if any exist.

In summary, what to do today

1. If you work without a written contract, request one — containing at least the minimum elements required by Art. 39.
2. If you have a fixed-term contract, add up the renewals: have you exceeded the legal limits? Under the law, the contract is now indefinite.
3. Before your next signature, run through the 8-point checklist in this guide.
4. Keep a photo of the signed contract and payslips — evidence resolves disputes.
5. If you are job hunting, create a free profile on Inademy with your PDF CV and activate job alerts.
6. Share this checklist with a colleague who is signing a new contract this week.

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).