Minimum Working Age and Child Labour Law in Mozambique

The minimum age for admission to work in Mozambique is 18 years, under Article 29 of Law No. 13/2023, of 25 August. Exceptionally, a minor who has completed 15 years of age may be admitted with the authorization of their legal representative — and only under conditions restricted by the law itself.

If you are a parent, a young person looking for your first job, or an employer who wants to hire correctly, this page explains the rules in Inademy's Guide: when work is allowed, how many hours are permitted, which tasks are prohibited, and what sanctions exist for those who violate the law.

The short answer

• General rule: the minimum age for employment admission is 18 years (Article 29, No. 1, of Law 13/2023).
• Exception: a minor who is at least 15 years old may be admitted with authorization from a legal representative (Article 29, No. 2).
• Limits for minors (15-18 years): weekly work up to 25 hours and daily work up to 5 hours (Article 29, No. 4).
• Prohibited for under 18s: unhealthy or hazardous tasks, or those requiring significant physical effort (Article 29, No. 3).
• Penalty: violation of the minimum age requirement is punishable by a fine of 30 to 40 sector minimum wages (Article 271, No. 3).

What Law 13/2023 says about the minimum age

The Labour Law currently in force establishes in Article 29 that the minimum age for admission to work is 18 years. This aligns with the minimum age for admission set internationally by the conventions of the International Labour Organization (ILO), which Mozambique has ratified — the 10 fundamental conventions, according to a joint CTA/ILO statement of 19 August 2026.

An employment contract entered into in breach of this rule is considered null and void (Article 29, final paragraph). In other words: a fine is not enough — the contract itself produces no legal effect.

For the employer, this means that verifying the candidate's age is not mere bureaucracy. It is the first step of a legal hiring process, even before the written contract and registration with the INSS.

When a minor under 18 can work: the 15-year-old exception

The law allows an exception: exceptionally, an employer may hire a minor who has reached 15 years of age, subject to authorization from their legal representative — typically parents or a guardian (Article 29.º, n.º 2).

Three conditions apply to this exception, and all must be met at the same time:

• Age: 15 full years (below this, no exception exists under general labor law);
• Authorization: written consent from the minor's legal representative;
• Compatible tasks: outside the list of prohibited activities, as explained below.

Through specific legislation, the Council of Ministers further defines the nature and conditions under which work may be performed by minors between 15 and 18 years of age (Article 29.º, n.º 5). This regulation details permitted activities — prior to it, safety lies in employer prudence.

What a minor aged 15 to 18 cannot do

Article 29, item 3 prohibits employers from employing a minor under 18 years of age in unhealthy or dangerous tasks, or those requiring significant physical effort. The definitions of these categories are established by the competent authorities after consulting trade union and employer organizations.

In practice, this excludes minors from roles involving exposure to chemicals, heavy machinery, unprotected heights, or continuous physical exertion — even if the minor wishes to do so and the parents authorize it. Parental authorization does not override this prohibition: the law exists to protect the minor and takes precedence.

There is also a time limit: the standard working period for a minor aged between 15 and 18 must not exceed 25 hours per week and 5 hours per day (Article 29, item 4). This is less than half of the 48 weekly hours that apply to an adult — check the rules on working hours and overtime for comparison.

Child labour and youth employment: what is the difference

Not all work performed by minors is prohibited child labour. The distinction used by the ILO and followed by Mozambican legislation is this: child labour is work that deprives children of their childhood, schooling, or dignity, and is harmful to their physical or mental development.

On the other hand, light, supervised work that is compatible with schooling can be legitimate from the age of 15, under the conditions set out in Article 29.

The severe side of the issue — the worst forms of child labour, such as exploitation, forced labour, and activities hazardous to children — is covered by the ILO's fundamental conventions, all ratified by Mozambique. In these cases, the law makes no exceptions: the age of 15 permits protected work, never exploitation.

If you suspect child labour exploitation — a child in conditions of slavery, deprivation of schooling, or physical danger — the recourse is the Labour Inspectorate. Our guide to the Labour Inspectorate and trade unions explains where and how to report it.

For working students, the law provides additional protections: the right to be absent for tests and exams without loss of pay, and the right to attend vocational training courses, with the employer's knowledge (Articles 28 and 29). Not a working student? You still retain the right to study outside work hours, provided it does not interfere with company operations.

How to correctly hire a minor aged 15 to 18: step-by-step

If you are an employer looking to hire a young person aged 15 to 18 within the law, here is the process:

• Confirm their age using an official identity document — an ID card serves as proof;
• Obtain written authorization from the minor's legal guardian;
• Assign light duties that involve no hazardous conditions, danger, or heavy physical effort;
• Respect the schedule of 25 hours per week and 5 hours per day;
• Draw up a written contract — the rules for an employment contract in Mozambique also apply to minors;
• Register them with the INSS — the company must register all workers, including minors.

A detail that avoids problems: keep a copy of everything (proof of age, authorization, contract). This serves as proof that the hiring complied with Article 29 if the Labour Inspectorate conducts an audit.

Penalties for violating the minimum age

Violation of the provisions of Article 29 — minimum age of admission — is punishable by a fine ranging between thirty and forty minimum salaries for each sector of activity (Article 271, No. 3 of Law 13/2023). The amount in meticais depends on the minimum wage in force in the company's sector; the updated sectoral table is available in the Boletim da República and official Government sources.

Beyond the fine, two consequences carry greater weight for a conscientious employer: the contract is void, along with all the rehiring costs that entails; and the company's reputation is exposed before clients, partners, and the Inspectorate itself.

For a company hiring dozens of young people, prevention is simple and inexpensive: age verification during recruitment, filed parental consent, and a system that organizes applications and documents in a single place. Inademy exists for this organizational aspect — the company posts the vacancy, receives organized applications, and makes decisions with orderly information.

Where to report child labor

If you know of a case of child labor — a child under the legal age, in hazardous conditions, or out of school — you can take action:

• General Inspectorate of Labour — monitors compliance with Law 13/2023 and receives reports;
• Trade unions — monitor cases in workplaces;
• INAS and social welfare institutions — for child protection cases;
• Police of the Republic of Mozambique — in the most severe cases of exploitation.

Reports can be anonymous. What the law punishes is the violation — not the person reporting it in good faith.

How Inademy helps you

Inademy is a Mozambican job platform in Portuguese. For anyone looking for their first job at age 18 or older, creating a profile is free, CVs can be uploaded in PDF format, and you can activate alerts for new job openings via email and WhatsApp.

For employers, the platform organizes applications in a single place and presents candidates based on compatibility with job requirements — with basic checks, such as legal age, starting right from the organized application stage.

Browsing job openings on Inademy costs nothing, and the Inademy Guide outlines the rights and duties of both employers and employees.

Read also

• Labour Law 13/2023 in Mozambique: what changed
• Workers' rights in Mozambique: practical list
• Probationary period in Mozambique: deadlines and rules

Where these numbers come from

• Law No. 13/2023, of 25 August (New Labour Law) — Article 29 (admission to work: 18 years; exception for 15; limits of 25 weekly and 5 daily hours), Article 28 (student-worker), Article 271, No. 3 (fine of 30 to 40 minimum wages for violation of the minimum age) — Boletim da República, Series I, No. 63, accessed in September 2026.
• ILO — fundamental conventions ratified by Mozambique — CTA/ILO joint statement, 19 August 2026.

Frequently asked questions

At what age can a person work in Mozambique?

At age 18, as a general rule under Article 29 of Law 13/2023. Exceptionally, at 15 full years of age, with authorization from a legal representative, for light tasks and with reduced working hours of 25 hours per week.

Can a 16-year-old work full-time?

No. Between 15 and 18 years of age, normal working hours must not exceed 25 hours per week and 5 hours per day. Full-time work is only permitted at age 18.

Can a minor work on a construction site or in a factory?

No, if the tasks are unhealthy, hazardous, or physically demanding — this prohibition applies to any minor under 18 years of age, even with parental consent.

Is parental authorization sufficient to hire a minor?

It is required, but not sufficient. It must be combined with the minimum age of 15 years, suitable tasks, reduced working hours, and the remaining employment contract rules.

What fine does a company face for hiring a minor under the legal age?

A fine of between 30 and 40 minimum wages of the respective sector of activity (Article 271, No. 3 of Law 13/2023), in addition to the contract being declared null and void.

Is the contract of a 16-year-old minor valid?

If the hiring violated Article 29, the contract is considered null and of no effect. If it met all conditions (15 full years of age, authorization, light tasks, reduced hours), the contract is valid.

How do I report child labor in Mozambique?

Through the General Labor Inspectorate, trade union organizations, INAS, or the police in severe cases. Reports can be submitted anonymously.

In summary, what to do today

1. If you are a young person: at age 18 you can be hired without restrictions; at 15-17, only with parental authorization and for light work.
2. If you are an employer: create an age verification step during recruitment, before the contract.
3. Keep the legal representative's authorization on file, together with the contract.
4. Confirm that the tasks and schedule comply with Article 29 (no unhealthy/dangerous work; 25h/week and 5h/day maximum).
5. Register the worker with INSS and provide the payslip showing all deductions.
6. When in doubt, consult the Labour Inspectorate before hiring — the cost of consultation is zero, the fine is not.

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).