Mozambique: Development and integration of Local Content in Cabo Delgado continues
Mozambique: Businesspeople learn about innovations in the Labour Law
3:55 CAT | 26 Oct 2023
FILE - For illustration purposes only. [File photo: Domingo]
The Confederation of Economic Associations (CTA) brought together businesspeople from different sectors in Maputo on Wednesday for a workshop on changes to the Labour Law, 13/2023 of 25 August.
The purpose is to inform the group regarding innovations in order to guarantee the best application of this instrument in their companies and help formulate responses to emerging challenges in the labour area, in addition to the emergence of remote working brought about by the Covid-19 pandemic.
“The CTA played a fundamental role in collecting proposals from companies for the legislator and was pleased to see that around 60% of the proposals were accepted,” CTA vice-president Vasco Manhiça highlighted.
Fixed-term contracts must have a specific reason
The new Labour Law establishes that the signing of a fixed-term contract should only be done upon indication by the employer of the reason for opting for this modality. The new labour legislation stipulates that fixed-term contracts should only be signed in cases where the worker is hired to carry out temporary work, such as replacement due to illness, maternity leave, among others.
However, if the contract contains a non-renewal clause, but the worker continues to provide services after it ends, it is assumed that there is a tacit renewal for an indefinite period.
Another new feature is the right to compensation in cases of employment contracts with an uncertain term which are then broken without just cause. “For this contract to end, the employer must inform the worker 15 days in advance, in cases where the contract was for two years. This worker will also be entitled to compensation payment set at 45 days for each year of work,” explained Baltazar Egídio, advisor to the Minister of Labour, Employment and Social Security.
Workers must be informed in writing about any means of surveillance
The 25 August Labour Law determines that the use of remote surveillance means is prohibited when the objective is to control the worker. The new law states that surveillance is only permitted for safety reasons, and that the employer must inform the worker in writing about the existence and use of this type of equipment.
“In cases where the worker is not informed about the existence of these means, the approved law states that, if the employer catches the worker in atypical situations, it cannot use such images as evidence, because they were acquired without obeying the law,” Egídio clarified.
Source: Domingo
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