Probationary Period in Mozambique: Rules and Timeframes

The probationary period in Mozambique lasts a maximum of 2 months for most workers on permanent contracts — 3 months for mid-level technicians and 6 months for senior technicians and managerial or leadership roles.

On fixed-term contracts, these limits are reduced to 15 days, 1 month, or 3 months depending on the contract duration. Labor Law 13/2023 (arts. 47 and 48) sets these maximums — any longer "probationary period" is against the law.

It is also a widely misunderstood period: many candidates accept endless "trials" for fear of losing the job, and many employers use the phrase as an excuse to pay lower wages or dismiss staff without due process. This guide clarifies what the law allows, what rights remain protected during probation, and how to finish it with confirmed employment.

The short answer

• Permanent contract: up to 2 months (general workers), up to 3 months (intermediate staff), up to 6 months (senior staff and management/leadership).
• Fixed-term contract: 15 days (contracts up to 6 months), 1 month (6 months to 1 year), 3 months (contracts over 1 year); 15 days for uncertain-term contracts with an expected duration of 90 days or more.
• What it is for: mutual evaluation — the company evaluates you, and you evaluate the company (art. 47).
• During probation, you have rights: agreed salary, social security registration, safety conditions — the probationary period is not "free work".
• Period ends without issues: the contract continues under standard terms; there is no "probation renewal".
• Endless probation = illegal: past the legal maximum, you continue under standard contract terms.

What the probationary period is for

The law defines it as the initial period of the contract intended for the mutual evaluation of working conditions (art. 47). Both parties are testing the fit: the company checks whether you suit the role; you check whether the conditions, environment, and management match what was promised to you. It is a two-way street — not a phase where you "endure whatever comes" to earn your spot.

On the company's side, if the evaluation during this period is negative, the employment relationship can end with fewer formalities than a standard dismissal. On your end, you can also leave during the trial — check your contract for exit conditions, especially in fixed-term contracts.

Exact timeframes by contract type

• Indefinite-term: up to 2 months for general workers; up to 3 months for intermediate technicians; up to 6 months for senior technicians and management or executive positions (art. 48).
• Fixed-term (art. 48): 15 days for contracts up to 6 months; 1 month for contracts from 6 months to 1 year; 3 months for contracts over 1 year.
• Uncertain duration: 15 days when the expected duration is 90 days or more.

Note the logic: the shorter the contract, the shorter the probation period. An 8-month contract with "3 months of probation" would leave more than a third of the contract under evaluation — the law does not allow it.

Your rights during probation

The probationary period is a contract for all legal purposes. This means:

• Full remuneration agreed from day one — the agreed salary is due right from the start, and never below the minimum for your sector (check the minimum wage table).
• Social security: registration and contributions (3% paid by the employee) apply from the start — confirm that you are registered.
• Health and safety conditions: protective equipment, a safe environment — probation does not remove the employer's obligations.
• Dignity: personal rights and the prohibition of harassment apply at any stage of the contract.
• Hours and rest: standard working hours (48 hours per week) and rest periods apply during probation — and at the end of the first year, paid leave arrives: the guide to annual leave in Mozambique details the 12/30 days.

How to pass probation (and evaluate the company at the same time)

• First few days: listen more than you speak, learn names and processes, and confirm with your manager what "good work" means in concrete terms.
• Ask for feedback early: in the second week, a simple question — "how do you evaluate my work so far? what can I improve?" — shows maturity and corrects course in time.
• Document what you do: keep records of completed tasks and results; at the end of probation, this is your case for confirming your position.
• Evaluate them too: paid on time? Promises kept? Respectful environment? Probation is for you to decide as well — a company that fails on these points during evaluation won't improve later.
• If you used your CV and interview to present yourself as better than you are: don't. Probation reveals the gap between promise and practice — you prepared your entry with the interview guide; now deliver what you presented.

When the probationary period ends: confirmation, dismissal, and pitfalls

Once the legal period passes without termination, the contract enters standard status: your position gains full job security (dismissal only with cause and formal process, statutory severance). You do not need to "pass another evaluation" — the evaluation is over.

The most common pitfalls at this stage:

• "Let's extend probation for another month": the timeframes in Article 48 are legal maximums — they can be shorter by agreement, but never longer. Insist on written confirmation.
• "Sign another trial contract": successive "probationary" contracts for the same role constitute abuse — the law intends a single contract, with a single probationary period.
• Termination on the eve of probation ending: if you suspect it was done to avoid confirmation (replacing candidates, no real evaluation), document everything — systematic terminations on the eve may constitute abuse.
• Continuing to work without formal confirmation: continuing work past the probation deadline means the contract is in standard status; request written confirmation for clarity, but your full rights already apply.

How Inademy helps you

Starting a trial period with a contract and clear information begins with a well-described job listing.

On Inademy, job listings show requirements, location, and salary when available, and applying with a free profile and PDF CV is direct — without intermediaries promising "6-month trials with lower pay". With new job alerts by email and WhatsApp, you never need to accept an exploitative "trial" for lack of alternatives.

Read also

• Employment contract in Mozambique: types and rules

Where these numbers come from

• Probation period (arts. 47-48) — Law No. 13/2023 of August 25, in force 21/02/2024; timeframes according to the summary of the law's articles (WageIndicator, 2026) and legal analyses by ASG and JLA Advogados (accessed 09/2026).
• Employee INSS 3% — published article from the Inademy Guide on salary deductions.
• 48-hour workweek — art. 93 of Law 13/2023.

Practical rules for the probationary period

The probationary period is the phase where both parties test their fit. If it doesn't work out, the employment relationship can end without severance compensation, while respecting the legal notice period.

During this period, the employee has the same core rights, but termination is simpler. Check the exact duration, as it varies depending on the type of contract.

Anyone in this period should document everything, from goals to performance reviews. This record protects the worker during the transition to a regular contract.

In short, the probationary period protects both sides. Respecting it avoids disputes during the transition and maintains trust in the workplace.

Frequently asked questions

Can I be dismissed during the probation period without justification?

During the probation period, termination requires reduced formalities — that is the nature of the mutual evaluation phase. But "reduced formalities" does not mean "without limits": termination cannot be discriminatory or abusive, and earned wages are due up to the last day. After the legal deadline, the standard regime applies with formal proceedings and compensation.

Can they pay me less during probation?

No. The salary agreed upon in the contract is due from day one, and never below your sector's minimum. A lower "probationary salary" does not exist under the law.

I have been "under evaluation" for 4 months in a standard role. Is this legal?

No — for general workers on permanent contracts, the maximum is 2 months (3 for mid-level technicians, 6 for senior technicians/management). Once the maximum period passes, you are under the standard contract regime; request written confirmation.

Does the probation period always appear in the contract?

It must be written (it is part of the duration and terms of the contract). If the written contract does not mention probation, as a rule there is no agreed probation — and the relationship runs under the standard regime. Never accept a "verbal probation" outside the contract.

I left during probation. Will I have a negative mark on my record?

Leaving during mutual evaluation is a right and happens every day — the Mozambican market is small, so leave professionally: give advance notice, hand over what you owe, say thank you. A clean departure preserves references.

In summary, what to do today

1. If you are signing a contract: confirm that the probationary period is in writing and within legal limits (2/3/6 months or 15 days/1/3 months).
2. If you are on probation: confirm that your full salary is being paid and your social security registration is active.
3. Mark the end date of your probationary period on your calendar — and request written confirmation when that date arrives.
4. If you are asked to "extend probation": decline citing the relevant law (art. 48) and demand written confirmation.
5. Document your deliverables from day one — this is your confirmation file.
6. Review the list of workers' rights to know what applies at any stage of the contract.
7. Looking for a new opportunity? Free profile on Inademy with PDF CV and alerts via email and WhatsApp.

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).