Work certificate in Mozambique: how to request it

Yes: whenever your contract ends — through resignation, termination, dismissal, or contract expiry — the company is required to hand you your work certificate. It is a right provided for under Article 147 of Law No. 13/2023, Mozambique's current Labour Law, and applies to any type of departure.

This guide explains when the document is mandatory, what it must contain (and what it cannot contain), how to request it, and what to do if the contents are incorrect. It is part of the Inademy Guide, written for anyone working or job hunting in Mozambique.

The short answer

• When it is mandatory: whenever the employment relationship ends, regardless of the reason for termination.
• Legal basis: Article 147 of Law No. 13/2023 of 25 August, in force since February 2024.
• What it must contain: the period of service, the level of professional competence acquired, and the position or positions held.
• What it cannot contain: any other references — unless requested by you in writing.
• Time limit to appeal: if you disagree with the contents, you have 30 days to appeal to the competent authorities.

What is a work certificate

A work certificate is a document issued by the employer when an employment relationship ends. It outlines your time at the company in three factual statements: how long you stayed, what skills/qualifications you acquired, and what positions you held.

In practice, it is official proof of your work experience. It serves new job applications, selection processes, public tenders, and even credit applications where institutions request proof of previous employment.

It also complements the rights accrued during your employment. INSS contributions and protection continue to count after leaving, and the certificate sits alongside that record as part of your employment history.

Do not confuse it with a recommendation letter. A recommendation letter is a voluntary gesture by the employer, with no content fixed by law. A work certificate is an enforceable right, with content strictly mandated by Article 147 and clear limits on what can be written in it.

When it is required: what the law says

Article 147 leaves no room for doubt: "whenever the employment relationship ends, regardless of the reason for termination, the employer must issue a work certificate to the employee." This phrasing covers all possible endings.

It applies when a fixed-term contract ends, when you resign, when there is mutual termination, and also when there is a dismissal, with or without just cause. Neither the employer nor the reason for departure can deprive you of this right.

If you have questions about how your contract ended, our guide on dismissal in Mozambique details severance pay and just cause — and this article on employment contract types shows how each type of contract terminates.

Mandatory contents

The law establishes three required elements. A certificate missing any of them is incomplete:

• Period of service — start and end dates of employment.
• Level of professional capacity acquired — the qualification or skill level with which you left the company.
• Position or positions held — if you worked in two roles, both must be listed.

An example of correct phrasing: "This certifies that [Name] rendered services to this company between March 2021 and June 2026, in the position of administrative assistant, with a professional capacity level of mid-level technician." Three factual points, no subjective comments.

What the employer cannot include

Here is the section that offers the greatest protection to employees. Paragraph 2 of Article 147 is clear: the certificate "may not contain any other references, except upon the written request of the employee."

In practical terms, this means the company cannot include the reason for dismissal, negative notes about your conduct, unfavorable performance reviews, or any random comments. Only two things allow additional information: the law itself, or your signed request.

Note the key detail: the request must be in writing. An HR representative cannot add comments based on a verbal agreement. If unrequested references appear in the document, it constitutes a direct violation of Paragraph 2 — triggering the 30-day appeal period.

The same logic applies to absences. References to excused or unexcused absences count as "other references" and do not belong on the certificate; the statutory list of excused absences under Law 13/2023 is covered in a separate guide.

How to request the certificate, step by step

The request itself is straightforward. Documenting everything properly is what makes the difference:

1. Request it from HR in writing. An email is sufficient. Referencing Article 147 of Law 13/2023 demonstrates awareness of your rights.
2. Provide your full details — name, department, start and end dates — to avoid identification errors.
3. If you want additional details included (such as mention of a specific project), make that request in writing within the same email.
4. Keep proof of request and delivery: email copy, signed acknowledgment, or document photo.
5. Verify the three statutory elements upon receipt: period of service, professional capacity, positions held.
6. If anything is wrong or missing, you have 30 days to appeal to the competent authorities.

A simple request template

Adapt this text and send it via your standard communication channel (company email works):

"Dear HR Director at [Company Name]. Pursuant to Article 147 of Law No. 13/2023 of 25 August, I hereby request the issuance of my work certificate, as my employment relationship ended on [date]. I kindly request delivery of the document in physical or digital format. Sincerely, [Full Name]."

Note that this template does not ask for a flattering letter. It requests exactly what the law requires to be issued — nothing more, nothing less.

What about the deadline? What the law establishes

This is where many people get confused, so let us review carefully. Article 147 establishes the obligation to issue the certificate "whenever the employment relationship ends" — but does not specify a timeframe of days for delivery. You will not find phrasing such as "within X days" in the legal text for issuing the document.

What the law does specify in days is something else: the 30-day period you have to appeal to competent authorities if you disagree with the content. In other words, the 30-day clock applies to filing a grievance, not to the initial issuance.

If the employer delays delivery indefinitely, the resolution process is the same as for any breach: a dated written request, retained proof, and, if needed, recourse to the competent labor authorities. Keep your request email — it serves as proof that you fulfilled your part.

On your final day, request the document before leaving the premises. This is when all records are fresh and HR access is direct. Once you leave, all communication must be handled formally in writing.

How Inademy helps you

With certificate in hand, the next step is re-entering the job market — which is why Inademy exists, the job platform designed for Mozambique. Create a free profile, apply easily, and attach your PDF CV.

When you are ready to put your experience to work, explore updated job openings in Mozambique and set up email and WhatsApp job alerts. And to master any labor topic, the rest of the practical guides in the Inademy Guide are always one click away.

Read also

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

Where these figures come from

• Law No. 13/2023 of 25 August (Labour Law), Article 147 — Official Gazette (Boletim da República), Series I, No. 165. Full text at ts.gov.mz (Supreme Court).
• Official mirror of the same Gazette issue in the FAO legal database: faolex.fao.org.
• Summary of end-of-employment documentation (citing Articles 135-147 of the 2023 Labour Law): WageIndicator Mozambique.

Consulted on September 11, 2026. This article is for informational purposes only; for specific cases, seek qualified legal advice.

Frequently asked questions

Can the employer refuse to issue the certificate?

No. Article 147 uses the imperative "must": it is an employer obligation, not a favor. If refused, submit a request in writing, retain proof, and if the refusal persists, report it to the competent labor authorities.

How long do I have to dispute the document's content?

Thirty days from delivery to appeal to the competent authorities and request appropriate modifications. This is the timeline set out in Paragraph 3 of Article 147. Therefore, check the document the day you receive it, not months later.

Is a work certificate the same as a recommendation letter?

No. The certificate is a statutory right with legally defined content. A recommendation letter is not covered under Article 147, depends on employer discretion, and is not always provided. For job applications, the work certificate is the document that serves as formal proof.

I was dismissed for just cause. Am I entitled to the certificate?

Yes. The law states "regardless of the reason for termination," and dismissal for just cause is a reason for termination. The document cannot even mention the dismissal — only the period of service, professional capacity, and positions held.

Do I have to pay anything to receive the certificate?

Article 147 does not specify any cost and does not condition delivery on payments of any kind. If anyone requests money to issue the document, make your request in writing, keep proof, and report it to the competent authorities.

In summary, what to do today

1. Request the certificate from HR in writing, citing Article 147 of Law 13/2023.
2. Verify the three required elements: period of service, professional capacity, positions held.
3. Digitize the document and keep a secure copy alongside the request and delivery emails.
4. If the details are incorrect, remember the 30-day window to file a claim with competent authorities.
5. Update your CV and apply for current job openings in Mozambique on Inademy.