Country Hiring Guide

Discover & Hire Top Talents in Mauritania

Everything you need to know about the country's employment laws, culture, and workforce insights.

Capital

Nouakchott UTC+0

Economic Hubs

Nouakchott, Nouadhibou

Currency

Ouguiya (MRU)

Languages

Arabic, French

Payroll

monthly

Employer Tax

15.00%

Workforce Insights

Talent Landscape in Mauritania

Mauritania has an estimated labor force of about 1.25 million (2025), with talent demand concentrated in mining, fisheries, oil and gas, construction and logistics. International employers are most likely to find relevant candidate pools for Mining, Fisheries, and Petroleum Engineering. The market is well suited to focused hiring, while niche roles benefit from targeted sourcing and a clear employer value proposition.

Major Economic Hubs

Nouakchott, Nouadhibou

Skills In-Demand

Mining

Working Culture

Formal Courtesy and Personal Trust

Mauritanian business relationships often begin with formality and develop through repeated personal contact. Respect for age and status, patient conversation and dependable follow through support cooperation.

Hierarchy and Respect for Elders

Age, family standing and organisational position can carry weight. Present disagreement tactfully and avoid requiring junior staff to publicly oppose a senior person.

Islamic Practice and Hospitality

Prayer, Ramadan and hospitality are integrated into daily business life. Scheduling should respect these rhythms and allow time for relationship building.

Average Salary

Job Title	Avg Monthly Salary (MRU)
Accounting & Finance
Administrative Executive, Junior (1-3 years)	55,800 MRU	S$75,888
Administrative Executive, Mid (3-5 years)	74,400 MRU	S$101,184
Book Keeper, Junior (1-3 years)	50,000 MRU	S$68,000
Book Keeper, Mid (3-5 years)	67,900 MRU	S$92,344
Finance Executive, Junior (1-3 years)	64,400 MRU	S$87,584
Finance Executive, Mid (3-5 years)	84,400 MRU	S$114,784
Creatives
Graphic Designer, Junior (1-3 years)	64,400 MRU	S$87,584
Graphic Designer, Mid (3-5 years)	93,000 MRU	S$126,480
UI/UX Designer, Junior (1-3 years)	67,900 MRU	S$92,344
UI/UX Designer, Mid (3-5 years)	118,000 MRU	S$160,480
Data Analytics
Data Analyst, Junior (1-3 years)	93,000 MRU	S$126,480
Data Analyst, Mid (3-5 years)	121,600 MRU	S$165,376
Data Engineering
Data Engineer, Junior (1-3 years)	93,000 MRU	S$126,480
Data Engineer, Mid (3-5 years)	150,200 MRU	S$204,272
AI & Machine Learning
Data Scientist, Junior (1-3 years)	93,000 MRU	S$126,480
Data Scientist, Mid (3-5 years)	125,100 MRU	S$170,136
Machine Learning Engineer, Junior (1-3 years)	78,600 MRU	S$106,896
Machine Learning Engineer, Mid (3-5 years)	118,000 MRU	S$160,480
Digital Marketing
Content Marketing, Junior (1-3 years)	75,100 MRU	S$102,136
Content Marketing, Mid (3-5 years)	110,800 MRU	S$150,688
Digital Marketing, Junior (1-3 years)	75,100 MRU	S$102,136
Digital Marketing, Mid (3-5 years)	110,800 MRU	S$150,688
Growth Marketing, Junior (1-3 years)	78,600 MRU	S$106,896
Growth Marketing, Mid (3-5 years)	118,000 MRU	S$160,480
Software Development
Backend Developer, Junior (1-3 years)	96,500 MRU	S$131,240
Backend Developer, Mid (3-5 years)	143,000 MRU	S$194,480

Job Title	Avg Monthly Salary (MRU)
DevOps
DevOps Engineer, Junior (1-3 years)	93,000 MRU	S$126,480
DevOps Engineer, Mid (3-5 years)	125,100 MRU	S$170,136
Site Reliability Engineer, Junior (1-3 years)	93,000 MRU	S$126,480
Site Reliability Engineer, Mid (3-5 years)	132,300 MRU	S$179,928
Customer Support
Customer Service Officer, Junior (1-3 years)	46,500 MRU	S$63,240
Customer Service Officer, Mid (3-5 years)	60,800 MRU	S$82,688
Customer Experience
Customer Success Manager, Junior (1-3 years)	67,900 MRU	S$92,344
Customer Success Manager, Mid (3-5 years)	96,500 MRU	S$131,240
HR Operations
HR Executive, Junior (1-3 years)	60,800 MRU	S$82,688
HR Executive, Mid (3-5 years)	82,200 MRU	S$111,792
FinTech
Blockchain Developer, Junior (1-3 years)	75,100 MRU	S$102,136
Blockchain Developer, Mid (3-5 years)	110,800 MRU	S$150,688
Payments Engineer, Junior (1-3 years)	75,100 MRU	S$102,136
Payments Engineer, Mid (3-5 years)	100,100 MRU	S$136,136
Cloud Computing
Cloud Engineer, Junior (1-3 years)	85,800 MRU	S$116,688
Cloud Engineer, Mid (3-5 years)	125,100 MRU	S$170,136

Hiring Guide

Hiring Guide in Mauritania

This guide highlights the fundamental rules employers must know to hire compliantly, covering pay structures, leave policies, termination procedures, and compliance requirements.

For details, browse the topics through the tabs below.

Payroll in Mauritania

Payroll Cycle

Salary is commonly paid around the 25th or 30th.

Minimum Wage

A statutory national minimum wage applies.

Overtime Pay

- Generally 40 hours per week for non-agricultural employees. - Confirm the applicable collective agreement and current decrees.

- Mauritania: Overtime Pay = Ordinary Hourly Rate × the specific rate required by the governing labour law, wage order or collective agreement × Overtime Hours.

Bonus

13th Month

Mauritania does not impose a general statutory 13th month salary on private sector employers. Private sector employees therefore have no automatic entitlement to an additional annual salary unless a binding employment contract, collective agreement, wage order, employer rule, or special sector law provides one.

No statutory private sector calculation applies. Where a binding instrument grants an annual bonus or 13th salary, the amount must be calculated under that instrument; there is no legal default that it equals 1 month of salary.

No private sector employee in Mauritania qualifies automatically under the general labour law. Eligibility is limited to employees expressly covered by the applicable contract, collective agreement, wage order, employer rule, or special sector provision. The general law does not prescribe a universal minimum service period, prorating method, payment deadline, or entitlement after resignation or dismissal for a 13th salary. Those points must be determined from the specific binding instrument. Statutory leave pay, severance, end of service benefits, profit sharing, and public sector payments are separate benefits and should not be recorded as private sector 13th month salary unless the local rule expressly treats them that way.

Employees Benefits

Types of Benefit	Details
Mandatory
National Social Security Fund (CNSS) and health insurance contributions	National Social Security Fund (CNSS) and health insurance contributions is the principal mandatory benefit framework for eligible staff in Mauritania. The employer is responsible for onboarding the worker with the administering institution, calculating contributions on the legally defined wage base and remitting both shares where employee withholding applies. Exemptions for expatriates, short assignments or specific sectors should be confirmed before payroll starts.
Work injury protection under National Social Security Fund (CNSS) and health insurance contributions	Work related accidents in Mauritania are handled under the statutory injury provisions associated with National Social Security Fund (CNSS) and health insurance contributions. Employers remain responsible for registration, contribution or insurance costs and timely incident reporting. Eligible workers can receive medical care and cash compensation for incapacity, disability or death according to the local schedule.
Statutory termination or end of service entitlement in Mauritania	Before ending employment in Mauritania, the employer should determine whether the case is redundancy, misconduct, incapacity, contract expiry or ordinary dismissal. That classification controls the required procedure and whether a severance or service indemnity is payable in addition to notice, wages and unused leave.
Public healthcare or mandatory medical coverage in Mauritania	Health protection in Mauritania is delivered through the medical or sickness branch of National Social Security Fund (CNSS) and health insurance contributions. Employers must register employees who meet the scheme’s coverage tests and remit the required payroll contribution on the prescribed wage base. The programme commonly provides medical treatment and cash sickness or maternity benefits, while eligibility for dependants, expatriates and higher earners follows the local institution’s rules.
Optional
Supplementary private medical insurance in Mauritania	Private medical insurance in Mauritania should be designed around the gaps left by National Social Security Fund (CNSS) and health insurance contributions. Employers commonly add faster outpatient access, private hospital treatment, dental, optical, mental health and dependant cover. The policy remains optional unless a visa, emirate, collective agreement or sector rule makes insurance compulsory, and any taxable benefit treatment should be processed through payroll.
Performance or profit sharing bonus in Mauritania	A performance or profit sharing bonus in Mauritania is optional unless promised by contract, collective agreement or an established plan. The rules should specify the performance period, measurable targets, proration for joiners and leavers, and treatment during protected leave. Payroll must apply local income tax and social contribution rules to the payment.
Meal, commuting and business travel support in Mauritania	Meal, commuting and business travel support in Mauritania should be split between fixed cash allowances and reimbursements supported by receipts. That distinction determines whether the amount is taxable salary, exempt expense repayment or part of the contribution wage. The policy should state limits, eligible journeys and the treatment of remote work.
Housing, relocation and remote work support in Mauritania	Housing, relocation and remote work support in Mauritania is normally contractual rather than statutory. The policy should identify covered costs, taxable benefit treatment, repayment conditions for early departure and whether the support is temporary or continues throughout the assignment.

Taxes

Country Tax

Mauritania's country tax is known as Value-Added Tax (VAT) 16%

Individual Tax

Tax Component	Contribution Rate (%)	Details
Income Tax Structure
Resident Tax Rates	Up to 40%	Mauritania applies Up to 40% to taxable employment income. The employee’s final liability depends on taxable pay, permitted deductions or credits, and any local surtaxes stated in the cited source.
Non-Resident Employment Income	See local nonresident rules	Nonresident individuals are generally taxed only on local source employment income. The applicable rate can differ from resident rates and depends on source, presence, payroll withholding, and treaty relief. Confirm the cited country summary before payroll implementation.
Taxable Income Adjustments
Main Deductions and Allowances	Country specific	Country specific deductions, allowances and employee contribution rules may reduce taxable income. The applicable items, eligibility conditions and caps must be confirmed against the cited local source for the relevant tax year.
Taxable & Exempt Components
Bonuses and Cash Allowances	Generally taxable at marginal employment rate	In Mauritania, cash salary, commissions, performance bonuses, and recurring cash allowances are generally taxable employment income and subject to payroll withholding at the applicable marginal rate unless a specific statutory exemption applies.
Benefits in Kind	Taxable value at marginal rate where applicable	In Mauritania, employer provided housing, vehicles, meals, insurance, equity, and other noncash benefits may be taxable under local valuation rules. Business reimbursements and de minimis exemptions require local support.

More Countries

Explore hiring in other countries

Indonesia

CapitalJakarta

Employers Tax10.24% – 11.74%

Employers Tax13.95% – 14.95%

Employers Tax7.75% – 17.25%

Australia

CapitalCanberra

Employers Tax12.00% + variable

Bahrain

CapitalManama

Employers Tax7.20% – 18.00%

Bangladesh

CapitalDhaka

Employers TaxVariable

Brunei

CapitalBandar Seri Begawan

Employers Tax8.50% – 10.50% or BND 57.50

Employers Tax5.00% + variable

India

CapitalNew Delhi

Employers Tax15.75% + variable

Israel

CapitalJerusalem

Employers Tax17.01% – 20.10%

Japan

CapitalTokyo

Employers Tax16.46% – 25.21%

Employers Tax17.50% – 22.50%

Kuwait

CapitalKuwait City

Employers Tax0.00% – 11.50%

Employers Tax12.50% – 14.50%

Nepal

CapitalKathmandu

Employers Tax20.00% or scheme specific

New Zealand

CapitalWellington

Employers Tax3.50% + variable

Employers Tax11.00% + variable

Employers Tax0.00% – 14.00%

Employers Tax10.53% – 29.12%

Sri Lanka

CapitalSri Jayawardenepura Kotte

Employers Tax15.00%

Thailand

CapitalBangkok

Employers Tax5.20% – 6.00%

Employers Tax12.00% – 25.00%

Employers Tax16.40% – 19.40%

Botswana

CapitalGaborone

Employers TaxVariable

Employers Tax13.95% – 17.20%

Chad

CapitalN'Djamena

Employers Tax16.50%

Democratic Republic of the Congo

CapitalKinshasa

Employers Tax14.20% – 16.20%

Employers Tax5.00% + variable

Ivory Coast (Côte d’Ivoire)

CapitalYamoussoukro

Employers Tax15.45% – 18.45%

Kenya

CapitalNairobi

Employers Tax7.50% + variable

Lesotho

CapitalMaseru

Employers Tax1.00% + variable

Employers Tax10.00% + variable

Mali

CapitalBamako

Employers Tax17.90% – 20.90%

Employers Tax0.90% + variable

Employers Tax19.40% – 23.40%

Employers Tax2.00% + variable

Employers TaxAt least 22.50%

Employers Tax6.50% + variable

Zimbabwe

CapitalHarare

Employers Tax5.50% + variable

Employers Tax25.00% + variable

Bosnia and Herzegovina

CapitalSarajevo

Employers Tax0.00% – 6.00%

Bulgaria

CapitalSofia

Employers Tax18.92% – 19.62%

Employers Tax15.40% + variable

Employers TaxFixed amounts + variable

Employers Tax19.32% – 20.24% + variable

France

CapitalParis

Employers Tax25.00% – 45.00%

Employers Tax21.20% + variable

Employers TaxAt least 17.95%

Ireland

CapitalDublin

Employers Tax9.00% – 11.25%

Employers Tax7.20% + variable

Employers TaxAt least 12.57%

Employers TaxAt least 6.10% + variable

Employers Tax2.00% – 16.10% + variable

Poland

CapitalWarsaw

Employers Tax20.98% – 23.64%

Employers Tax2.25% – 10.25%

Employers Tax30.65% + variable

Employers Tax7.40% – 9.90% + variable

Ukraine

CapitalKyiv

Employers Tax8.41% – 22.00%

United Kingdom

CapitalLondon

Employers Tax18.00% – 18.50% + 15.00% on taxable benefits

Argentina

CapitalBuenos Aires

Employers Tax24.00% – 26.40% + variable

Employers Tax31.70% – 39.30%

Canada

CapitalOttawa

Employers Tax8.12% – 12.23% + variable

Chile

CapitalSantiago

Employers Tax5.87% – 6.47% + variable

Colombia

CapitalBogotá

Employers Tax30.02% – 36.46%

Costa Rica

CapitalSan José

Employers Tax26.83% + variable

Employers Tax11.15% + variable

CapitalGuatemala City

Employers Tax17.25% – 43.48% + 20.40% of UMA

Nicaragua

CapitalManagua

Employers Tax23.50% – 24.50%

Panama

CapitalPanama City

Employers Tax14.31% – 19.42%

Employers Tax9.75% + variable

Suriname

CapitalParamaribo

Employers Tax15.15% + variable

Trinidad and Tobago

CapitalPort of Spain

Employers TaxApproximately 8.80% + variable

United States

CapitalWashington, D.C.

Employers Tax8.25% + variable

Uruguay

CapitalMontevideo

Employers Tax12.60% + variable

Saudi Arabia

CapitalRiyadh

Employers Tax2.00% – 12.25%

United Arab Emirates

CapitalAbu Dhabi

Employers Tax0.00% – 15.00% + variable GCC rate

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