Labor Law 13/2023 in Mozambique: What Has Changed

Labor Law 13/2023 is the law that currently governs labor relations in Mozambique: approved on August 25, 2023, it entered into force on February 21, 2024, repealing the former Law 23/2007.

It changed contract terms, probationary periods, annual leave, maternity and paternity leave, and established telework. This guide explains what changed — and what it means in practice for employees and employers.

Why did the law change? Law 23/2007 was over 15 years old and no longer responded to the country's reality: the weight of the mining and petroleum sectors grew, pandemics highlighted the need for force majeure suspension rules, and remote work was no longer an exception.

The new law updates this framework, providing greater protection for workers on several points — and more legal certainty for employers.

The essentials in 30 seconds

Written contract is the rule: only those hired for less than 90 days for specific tasks are exempt from written form (art. 39).
Fixed-term contract: maximum of 2 years with 2 renewals (total of 6 years); micro, small, and medium-sized employers can freely enter into fixed-term contracts during their first 8 years of activity (art. 43).
Probationary period: up to 2 months for general workers, 3 for mid-level technicians, 6 for senior technicians and management (arts. 47-48).
Working hours: 48 hours per week and 8 hours per day (art. 93).
Annual leave: 12 working days in the 1st year and 30 days from the 2nd year onwards (art. 108) — previously it was 30 days only from the 3rd year.
Maternity leave: 90 consecutive days (can start 20 days prior to childbirth); paternity leave: 7 days (arts. 14-15).
Telework established in law, alongside new modalities: intermittent work, seasonal work, and private employment agency services.
Illegal or abusive dismissal: reinstatement or compensation of 45 days of salary per year of service.

Labor Law 13/2023 in Mozambique: Mozambican workers at a construction site

Mozambican female workers reviewing a document about Labor Law 13/2023

Contracts: form, types, and limits

The form rule is clear: the employment contract must be in writing, identifying the parties, professional category and duties, workplace, duration, compensation, and start date (art. 39). The exception: contracts for under 90 days for specific tasks can be verbal.

And take note — the lack of written form does not invalidate the employment link nor your rights: the responsibility for the missing document falls on the employer, and the law presumes the existence of a contract when work is rendered.

The employment contract guide details each type with a signature checklist. Among contract types, a specified fixed-term contract lasts at most 2 years, with the possibility of 2 renewals — for a maximum total of 6 years.

It is only legal for temporary needs: replacing an absent employee, exceptional production increases, or specific projects. For permanent positions, fixed-term hiring is prohibited — a fixed-term contract without valid justification converts into an indefinite-term contract.

Micro employers (up to 10 workers), small (11-30), and medium (31-100) can enter into fixed-term contracts freely during their first 8 years of activity — previously, under Law 23/2007, the period was 10 years. This change reduces flexibility: from 10 to 8 years of free fixed-term contracting.

For an unspecified fixed-term contract (unpredictable duration, such as construction work), the limit is 6 years of service — continuous or interrupted with intervals up to 6 months. Once that limit is exceeded, it converts into an indefinite-term contract (art. 46).

Renewal requires prior notice of 15 days (contracts from 3 months to 1 year) or 30 days (over 1 year); upon termination of unspecified fixed-term contracts, prior notices are 15 days (work lasting over 6 months up to 3 years) or 30 days (3 to 6 years). Whoever fails to give notice pays the compensation corresponding to that period.

Probationary period: new timelines

The probationary (or trial) period is the initial phase of the contract during which the parties assess each other. The new law sets clear maximum limits: for indefinite-term contracts, 2 months for general workers, 3 months for mid-level technicians, and 6 months for senior technicians and managerial positions.

For fixed-term contracts: 15 days (contracts up to 6 months), 1 month (6 months to 1 year), and 3 months (contracts over 1 year).

What changes in practice: anyone who tells you "the trial period is 1 year" is violating the law. Once the legal limit passes without a formal negative review, your contract continues under normal terms — and the end of the probationary period without complaint means you are retained.

Working hours and new work arrangements

Standard working hours remain at 48 hours per week and 8 hours per day (art. 93).

The major novelty is the shift work regime (art. 96): a cycle of up to 4 weeks where actual work can go up to 12 hours a day, with a minimum rest period of 30 minutes and total rest not less than half of the actual working time — public holidays and bridge days coinciding with work grant compensatory rest, and this regime does not replace annual leave.

The new law also recognizes modalities that the former one did not regulate: telework, intermittent work, seasonal work, and private employment agency services. For the employee, this means remote work is no longer an informal favor — it has its own legal framework.

Annual leave: 30 days starting from the 2nd year

The change most felt in resting time and benefit: employees are entitled to 12 working days of leave in their first year — scheduling and calculation details can be found in the guide on annual leave in Mozambique. For actual work performed, they get 30 days from the second year onward (art. 108).

Under Law 23/2007, the second year provided 24 days and 30 days were only reached in the third year — the new law brought this entitlement forward.

Leave is paid and scheduled by agreement between employer and employee, taking into account company needs and the worker's interest. Note: leave is counted in working days — confirm with HR that public holidays and weekly rest days are not counted against your leave balance.

Maternity, paternity, and family protection

Maternity leave increased from 60 to 90 consecutive days — the maternity and paternity leave guide explains who pays for what, with the option to start 20 days prior to expected delivery (art. 14). Social security covers a substantial portion of the period (INSS pays 60 days or more, depending on the case).

Paternity leave increased from 1 day to 7 days, starting the day after childbirth (art. 15) — and in cases of maternal death or disability certified by a health authority, the father is entitled to 60 days.

Strong legal protections complete the framework: the contract of a pregnant or nursing worker cannot be terminated during pregnancy and up to 1 year after the end of maternity leave, except in cases of contract expiry or lawful dismissal. In practice: pregnancy cannot be used as a reason to lose your position.

Contract termination, dismissal, and discipline

When an indefinite-term contract is terminated by employer decision without just cause, compensation is 45 days of salary for each year of service; in fixed-term contracts, compensation corresponds to the salaries due until the end of the contract term. Collective dismissal (more than 8 workers in micro/small companies, more than 10 in medium/large companies) requires negotiation with the trade union for up to 30 days.

Regarding disciplinary power, the new law introduced concrete limits: disciplinary offenses expire in 6 months (with time suspended during leave, illness, or deprivation of liberty). Evidence obtained through remote surveillance without the worker's written knowledge is null and void.

The abuse of disciplinary power — penalizing anyone who complains about rights violations, refuses illegal orders, or exercises union duties — is unlawful, carrying specific compensations and, in cases of abusive dismissal, reinstatement or compensation of 45 days per year.

Who is who: employer categories

The new law classified employers by size, and this classification has practical consequences for your contract (art. 25): a micro employer has up to 10 workers; small, 11 to 30; medium, 31 to 100; large, more than 100.

Why does it matter to know your company's category?

Because this is how the law calibrates flexibility: only micro, small, and medium employers have the freedom to use fixed-term hiring during their first 8 years of activity; foreign worker quotas vary by company size (15% for micro, 10% for small, 8% for medium, and 5% for large, art. 34); and certain procedures — such as collective dismissal — use different thresholds based on size.

For the employee, it is also a useful warning signal: a "company" that cannot answer how many employees it has, or that uses back-to-back fixed-term contracts outside these rules, is improvising people management — and improvising rarely ends well for the party on the weaker side of the table.

Contract suspension: force majeure and fortuitous event

The new law introduced a dedicated regime for contract suspension due to force majeure — natural, unpredictable, and unavoidable events: cyclones, floods, fires, epidemics and pandemics, earthquakes (art. 134) — and fortuitous events, unpredictable but avoidable events affecting business operations. It was a direct response to recent national experiences: cyclones that shut down factories and a pandemic that halted entire economies.

What the law protects under this regime: suspension must be communicated in writing to each affected worker, stating grounds, start date, and duration, with copies sent to the ministry overseeing labor affairs and to the union structure.

And the central safeguard: suspension is null and void when the employer hires new workers to replace suspended employees — a company cannot push workers out and fill the workplace with others.

In practice, if your company announces a suspension due to "force majeure", you have the right to receive written notification stating the grounds — and to verify that no one was hired for your position while you are suspended.

Transfers and changes in conditions

Transfer rules became clearer (art. 82): an employer can transfer an employee temporarily — up to 6 months or, in exceptional cases, up to 1 year — due to operational needs of the business, with notification to the competent labor administration authority; or permanently, when there is a full or partial relocation of the company or establishment.

The key limit to know: relocations up to 30 km within the same geographic area are not considered transfers. Beyond that, a transfer requires a written document, justification, and notice to the worker with a minimum of 30 days in advance. A WhatsApp message saying "tomorrow you start at the Xalala store" does not comply with the law.

Personality rights and equality

The law dedicates its opening articles to the worker's personality rights: life, physical and moral integrity, honor, good reputation, privacy, and image (art. 7), requiring the employer to respect them.

The right to work is freely chosen, with equal opportunities and without discrimination (art. 6). The new law also introduced the definition and penalization of workplace harassment — sexual or moral — and strengthened the protection of personal data and employee correspondence.

Rounding out the framework are the minimum working age (15 years with legal representative consent; 18 without), foreign worker quotas by company size (15% for micro, 10% for small, 8% for medium, 5% for large), and the removal of public sector exclusion from strike rights. For the public service salary base, the TSU guide details the 8,758.00 MT floor.

What this means for you, the employee

Insist on a written contract from day one — and keep your signed copy. Without a contract, your legal rights exist, but proof becomes complicated.
Know the timelines for your situation: maximum probationary period, limit on renewals, notice periods due — this is what separates a legal contract from an abusive one.
Leave and allowances are rights, not favors: 30 days starting from the 2nd year and 90 days of maternity leave come from the law, not from company goodwill.
Before signing, verify job role (fixed-term only if temporary), duration, and salary — the minimum wage by sector guide shows the legal floor for your sector in 2026.
In a dispute, document everything (messages, receipts, witnesses) and contact the Labor Inspectorate or union before escalating the issue.

How Inademy helps you

A legal job market starts with legitimate job openings. On Inademy, published job vacancies list requirements, location, and, when available, salary details — so you can evaluate an offer before applying.

Your free profile with a PDF CV along with job alerts via email and WhatsApp complete the picture: informed candidate, law-abiding employer, labor relationship starting off right. And the Inademy Guide continues to explain your rights in plain language, article by article.

Presumption, evidence, and undocumented workers

One of the most practical changes in the new law is the presumption of an employment contract. In plain language: when work is performed under subordination and compensation, the law presumes a contract exists — even if no document was signed. Responsibility for missing written documentation falls on the employer, not you.

This changes the burden of proof in disputes. If you work 8 months without a contract and the employer denies the relationship, you are not unprotected: payment receipts, mobile money transfers, WhatsApp messages with work instructions, witness testimony, and time tracking records are valid evidence accepted by inspectorates and courts.

Still, the advice remains: a signed written contract is the cheapest and strongest proof — request it from day one and keep your copy.

Complementing this is the statute of limitations for disciplinary offenses: 6 months, suspended during maternity or paternity leave, illness, or deprivation of liberty (art. 66). A "disciplinary proceeding" brought 8 months after the facts, without suspension to justify it, has expired by statute of limitations — and you can use those exact words.

For employers: what the new law requires

If you are an employer or business manager, the duty list breaks down as follows:

Written contracts containing elements specified in art. 39 — with 3 months to rectify missing essential elements before sanctions apply.
Fixed-term contracts strictly complying with legal terms and justifications, with notice of renewal/termination provided within 15/30 days.
Probationary periods never exceeding legal maximums, and annual leave of 12/30 days scheduled by mutual agreement.
Leaves for maternity (90 days) and paternity (7 days) processed without delay.
Disciplinary proceedings initiated within 5 days of investigation, excluding evidence gathered via unnotified remote surveillance.

The benefit for compliant employers is real and intended by law: legal certainty, fewer disputes, and a stable work relationship — which also helps retain good staff in a competitive labor market. Companies treating contracts as "paperwork for later" pay three times: at the inspectorate, in court, and in reputation.

Where these numbers come from

Law No. 13/2023, of August 25 (Labor Law), in force as of 02/21/2024 — arts. 6-7, 14-15, 25, 34, 39, 43-48, 66, 73-75, 82, 93, 96, 108, 134-135, and 135-147, according to legal analyses published by ASG Advogados, JLA Advogados, and RSM Moçambique (accessed 09/2026).
Annual leave (art. 108) and comparison with Law 23/2007 — ASG Advogados, "The new Labor Law and its substantial amendments".
Probationary period (arts. 47-48) — summary of articles from Law 13/2023 (WageIndicator, 2026).
Minimum wage 2026 (table in force 04/01/2026) — AIM, 04/28/2026; Public service TSU base salary 8,758.00 MT (set in 2022).

Frequently asked questions

When did Labor Law 13/2023 enter into force?

On February 21, 2024, 180 days after publication (August 25, 2023). Since that date, it governs all employment relations in Mozambique, having repealed Law 23/2007.

Can I be hired without a written contract?

The law requires a written contract, with exceptions for contracts under 90 days for specific tasks. If you work without a contract, your employment relationship and rights still exist — missing documentation is the employer's responsibility, and the law presumes a contract when work is rendered.

How many times can my fixed-term contract be renewed?

Two renewals on an initial contract of up to 2 years — for a maximum cumulative duration of 6 years. Micro, small, and medium employers can freely use fixed-term hiring during their first 8 years of business activity. Exceeding these limits converts the contract into an indefinite-term contract.

Can the probationary period be renewed or extended?

Limits are maximum legal caps: 2, 3, or 6 months depending on the role in indefinite contracts; 15 days, 1 month, or 3 months in fixed-term contracts, depending on duration. Any "trial period" exceeding these terms or successive "extensions" have no legal backing.

How many days of annual leave do I get with 1.5 years at the company?

In the first year of actual service, 12 working days; starting from the second year, 30 days. Public holidays and bridge days do not count as annual leave days.

Is paternity leave paid?

Paternity leave lasts 7 days starting the day after birth. The law guarantees these 7 days; how compensation is processed varies by case — confirm with your employer (and INSS, if applicable) before the birth. Social security covers a substantial part in maternity cases (INSS pays 60 days or more).

Can an employer suspend me due to lack of work?

Only under legal regimes — such as suspension due to force majeure or fortuitous events (cyclones, floods, epidemics), which require written notice stating legal grounds and prohibit hiring replacements during suspension. If the company claims a "lack of clients", demand written notification and verify if the suspension fits a legal framework; when in doubt, contact the Labor Inspectorate.

Can I be transferred to another province against my will?

Transfers follow art. 82 rules: temporary up to 6 months (or 1 year in exceptional cases) for business operational needs, or permanent when the business/establishment relocates — always with written notification and 30 days prior notice. Relocations up to 30 km in the same area do not count as transfers. Transfers violating these rules can be legally challenged.

In summary, what to do today

If working without a written contract, request one — it is your right and the employer's legal duty.
Review your contract: are duration, renewals, and probationary period within this law's legal limits?
Confirm your leave records reflect 12/30 days and that public holidays are not deducted.
If looking for a job, create a free profile on Inademy with your PDF CV and enable email and WhatsApp alerts — prepare using our job interview guide.
Check your sector's minimum wage in the 2026 table before signing or negotiating any offer.
In case of a dispute, document everything and consult the Labor Inspectorate, your union, or legal counsel before acting on impulse.

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).