Workplace Harassment Mozambique: How and Where to Report

If you arrived at the Inademy Guide searching for workplace harassment in Mozambique, here is the answer that matters: Law 13/2023 defines harassment in Article 68, treats it as a disciplinary offence in Article 67, and guarantees affected workers compensation equal to 20 times the sector's minimum wage when the conduct comes from the employer — alongside the right to report it to the General Inspectorate of Labour.

Talking about this is hard. Many people stay silent for fear of losing their job, and that silence is exactly what the law aims to break: Article 17 recognizes a worker's right to contact the inspectorate whenever they feel harmed, and the law forbids dismissal for refusing favours or for gender-based harassment.

This guide shows what counts as harassment, how much compensation is due, and where to go, step by step.

The short answer

What it is: unacceptable behaviours, whether isolated or recurring, that cause physical, psychological, sexual, or economic harm — including gender-based violence and harassment (Art. 68).
Disciplinary offence: harassment, including sexual harassment, is a disciplinary offence when it interferes with the victim's job security or career progression (Art. 67, para. 2).
Compensation: 20 times the sector's minimum wage when harassment comes from the employer, a line manager, or a representative, without prejudice to legal proceedings (Arts. 67 and 68).
Unlawful dismissal: dismissal resulting from refusing a favour or advantage, pressure, harassment, or gender-based violence is unlawful (Art. 75).
Where to report: to the company in writing, the trade union committee, the provincial labour delegation, and the General Inspectorate of Labour.
Evidence: gather messages, witnesses, and dates; remote monitoring without prior written notice produces void evidence (Art. 66).

How the law defines harassment

Article 68 of Labour Law 13/2023 provides the definition: workplace harassment — whether on or off the premises — is any set of unacceptable behaviours, practices, or threats that aim to cause, or are likely to cause, physical, psychological, sexual, or economic harm. The law explicitly includes gender-based violence and harassment.

The same provision also covers access to employment. Any act committed during recruitment, employment, work, or training that aims to or results in disturbing or constraining someone, affecting their dignity, or creating an intimidating, hostile, degrading, humiliating, or destabilising environment counts as discrimination and harassment. Notice this: the law does not require actual harm to occur — it is enough that it is likely to happen.

Sexual harassment is specifically defined in paragraph 3 as unwanted conduct of a sexual nature in verbal, non-verbal, or physical form. Repeated jokes, comments about someone's body, persistent unwanted invitations, and physical touch all fall under this, whether expressed verbally or non-verbally.

How much compensation is payable

There are two paths to compensation, and it is important not to mix them up. First: when the offending conduct is committed by the employer or their representative, the aggrieved worker has the right to compensation equal to 20 times the minimum wage for their sector of activity, without prejudice to legal proceedings (Article 67(3)).

Second: when harassment is committed by the employer, a line manager, or a representative, it constitutes a very serious offence and grants the right to compensation equal to 20 times the sector minimum wage (Article 68(4)). In both cases, the law allows for court action as well: Article 67 also guarantees compensation for material and non-material damages under general principles of law.

To give you an idea of scale using public figures: the 2026 minimum wage ranges from MZN 4,991.09 in kapenta fishing to MZN 20,361.43 in banking, according to the official table in force since April. The 20 minimum wages multiply this figure — and court proceedings can add even more. You can find the sector table in the minimum wage guide.

Harassment is a disciplinary offence — even for management

Article 67(2) turns harassment — including sexual harassment — into a disciplinary offence when it interferes with an affected worker's job stability or career progression.

This means the company must process the harasser through the legal disciplinary procedure, complete with a charge sheet, defence, and decision — the same process that applies to any serious offence. The disciplinary process guide details every stage.

When the harasser is the employer, disciplinary proceedings cannot be used — but this opens the path to a very serious administrative offence and compensation of 20 minimum wages, with the General Labour Inspectorate and labour courts handling the case. Dismissal for refusing favours is unlawful under Article 75, allowing legal challenge and either reinstatement or compensation.

Employee at a labour office counter in Mozambique, reporting workplace harassment

Where to take your case, step by step

1. Put it in writing at work. A clear request to human resources or management—with dates, locations, and witnesses—creates an official record and requires a response. Keep a copy.
2. Contact your trade union. Your workplace union committee—or the sector union—should be informed; the law protects union representatives against retaliation.
3. Report it to the labor inspectorate. The provincial labor delegation and the General Inspectorate of Labor accept complaints, inspect workplaces, and issue fines. The labor inspectorate and trade unions guide explains how to prepare your complaint.
4. Keep your evidence. Messages, calls, witnesses, medical certificates—evidence collected through remote surveillance without your prior written knowledge is invalid, except to protect people and property (Art. 66).
5. Take it to the labor court. Declaring a dismissal unlawful is the responsibility of the labor court or a labor arbitration body, initiated by the employee (Art. 76).

If your case ended in dismissal, the dismissal guide: severance and fair cause lists the deadlines for challenging it and what your letter must contain. And if your employer makes unauthorized deductions, withholds your pay, or stays silent about your salary, reporting it to the inspectorate follows the exact same process.

Two dark-skinned Mozambican female colleagues supporting and listening to each other at work

What to do in the moment

In your day-to-day routine, three actions help build your case without making the situation worse. Say 'no' clearly — preferably in writing, so a record exists. Write everything down: dates, times, exact words, and any witnesses present; memory fades, but notes remain. Don't handle this alone: speaking to a trusted person, your trade union, or a colleague who saw something creates context witnesses.

Avoid two common mistakes: responding with aggression (which can turn you into the accused in disciplinary proceedings) and resigning on your own (you lose your job and your compensation — let the law work for you). If pressure turns into physical threats, involve the police: physical harm is a criminal offence, as well as a labour violation.

A key distinction that prevents unfair claims: demanding performance is not harassment. Evaluating results, addressing lateness, denying leave outside the schedule, and taking disciplinary action for a real offence are legitimate employer duties. The line is drawn at the method — an honest, routine evaluation does not create a hostile environment; systematic pressure that humiliates and degrades, however, falls squarely under the law's definition.

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Where these figures come from

Law No. 13/2023, of 25 August (Labour Law), Official Gazette, Series I — Articles 17 (right to contact the labour inspectorate), 64–66 (sanctions and evidence), 67 (disciplinary offences and 20× compensation), 68 (harassment), 69–76 (disciplinary proceedings, unlawful dismissal, and challenging dismissal);
Article 267 of the same law — duties of the General Labour Inspectorate;
Minimum wage table in effect since 1 April 2026, published by the Government (cited amounts: MZN 4,991.09 and MZN 20,361.43).

Frequently asked questions

What qualifies as workplace harassment in Mozambique?

Unacceptable behaviours, whether one-off or recurring, that cause or may cause physical, psychological, sexual, or economic harm, including gender-based violence and harassment (Article 68 of Labour Law 13/2023). Sexual harassment has its own specific definition: unwanted behaviour of a sexual, verbal, non-verbal, or physical nature.

How much compensation is awarded for harassment?

Twenty times the sector's minimum wage when the harassment comes from the employer, line manager, or representative — under Articles 67 and 68 —, without prejudice to legal action for material and non-material damages.

Where do I report workplace harassment?

Start with a written report at your company; then escalate to the trade union committee, the provincial labour delegation, and the General Inspectorate of Labour. Article 17 of the law guarantees this right — no one can stop you from reporting it.

Can I be dismissed for reporting harassment?

Dismissal resulting from a report, union membership, or refusal of a favour is unlawful (Article 75). Unlawful means you can ask the labour court for reinstatement or compensation equivalent to 45 days of pay per year of service.

Does the company handle harassment between colleagues?

Yes: harassment between colleagues that interferes with the victim's stability or career progression is a disciplinary offence (Article 67(2)). The company must initiate disciplinary proceedings with a formal charge sheet, a 15-day defence period, and a reasoned decision.

Are recordings and messages admissible as evidence?

Messages and witness statements help. Remote surveillance imposed by the company provides void evidence unless the worker received prior written notice (Article 66), except when used for the safety of people and property.

In summary, what to do today

Say "no" in writing and start keeping a log with dates, times, and witnesses.
Submit a written complaint to human resources and keep a copy.
Inform your workplace union committee or your sector's trade union.
Take the complaint to the provincial labour delegation or the General Inspectorate of Labour.
If you were dismissed, challenge it in the labour court within the legal deadline.
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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).