Towards a 40-Hour Work Week: The Reform Divides Opinions

The government of Mauritius is considering implementing a 40-hour work week. This proposal has been welcomed by unions for its social and familial benefits, but it raises concerns among businesses regarding its impact on costs and competitiveness. The reform presents a clash between promises of well-being and economic challenges.

The idea of a 40-hour work week is resurfacing in Mauritius' socioeconomic landscape. The government aims to rethink the role of work in a society where professional demands are increasing and families struggle to find balance. For unions, this has long been a demand that could positively transform workers' quality of life.

"Mauritian society is experiencing a deterioration of family and social structures. Young people are falling into issues like drug abuse, while the elderly are often neglected," warns Reaz Chuttoo, president of the Confederation of Public and Private Sector Workers (CTSP). He believes the solution is clear: "Mauritians work too much and no longer have time to fulfill their family responsibilities. A 40-hour work week is essential to restore balance between professional and personal life." Ashvin Gudday, a negotiator for the General Workers Federation, echoes this sentiment. He mentions the 3x8 rule — 8 hours of work, 8 hours of rest, and 8 hours of sleep — which he believes remains an ideal that is too often theoretical. "Fewer hours would allow workers to recharge and improve their health in a globalized and competitive world," he states, reminding that "several countries have already moved to 36-hour weeks or less." However, concerns are growing among businesses. Employers participating in the Labor and Employment Conference last September indicated that reducing working hours could lead to an increase in labor costs of 10% to 20%.

Implementing Guarantees

The big question remains: how to implement such a reform without jeopardizing businesses? For Reaz Chuttoo, it is crucial to dismantle the myth that fewer work hours equate to lower productivity. "In Norway and Denmark, where the weekly hours range between 33 and 36, productivity remains among the highest in the world," he argues. The unionist advocates for a smarter approach to work. "We need to work smarter, not longer. Businesses must invest in technology and training to maintain their efficiency. The state must support these investments."

Ashvin Gudday believes that a tripartite dialogue between the government, employers, and unions is essential. "The union class will not tolerate a piecemeal system where workers would be the losers," he asserts. He emphasizes the need for a solid legal framework, penalties for non-compliant employers, and increased protections for foreign workers, who often face long hours and low pay.

Ravish Pothegadoo, director of Talent On Tap, highlights the necessity of economic support. "It is crucial to ensure that the reduction of working hours does not come with a decrease in income. Support measures, such as tax relief or assistance for restructuring, will be essential, especially for SMEs." He believes that the law should also allow for sector-specific flexibility. "Implementation methods must be adapted to each sector through thorough consultation. A uniform approach would be counterproductive," he adds.

Business Mauritius: Pradeep Dursun: "Without prior assessment, we risk disruptions and delays"

Pradeep Dursun, Chief Operating Officer of Business Mauritius, calls for caution. "The 40-hour work week is a global union struggle, but each sector has its specifics. In Mauritius, some already work 40 hours, while others work 45," he explains. The employer organization advocates for an Impact Assessment before any decisions are made. "Some production systems rely on 45 hours. Without prior evaluation, we risk disruptions and delays," he warns. Nonetheless, Business Mauritius remains open to dialogue. "With constructive consultation, it is possible to find a balance between worker well-being and economic competitiveness," suggests Pradeep Dursun.

The Most Affected Sectors

The reform will not affect all sectors equally. While some already operate on a five-day week, others will need to revise their organization.

Construction and Distribution

Most companies already operate on a five-day basis, with nine-hour workdays (45 hours total). According to Reaz Chuttoo, reducing by one hour per day to reach 40 hours "would not disrupt the functioning of these sectors."

Healthcare

This sector regularly exceeds 40 weekly hours and will need to restructure. Ashvin Gudday specifically mentions caregivers.

"Caregivers often work well beyond the hours stipulated by current laws. This reform would give them some relief."

Tourism and Hospitality

According to stakeholders, these industries, often running continuously, would be among the most affected. "Establishments will need to adjust their scheduling and, in some cases, hire more staff to maintain service quality," they say.

Manufacturing

Production lines, often based on long cycles, will need to be reorganized. "This could lead to a temporary increase in costs and a need for investment in automation."

Small and Medium Enterprises (SMEs)

Ravish Pothegadoo warns, "SMEs may find it harder to absorb additional costs or reorganize their production without adequate support."

What About Other Countries?

Reaz Chuttoo states that in several European countries, reducing working hours has already proven successful. "For example, in Denmark, the work week is less than 40 hours. In Norway, it ranges from 33 to 36 hours per week," he notes.

Ravish Pothegadoo adds that in France, the 35-hour week has yielded mixed results, combining increased well-being with competitiveness challenges for some industries. "Germany and Denmark have managed to increase productivity while reducing working hours, thanks to innovation and organizational efficiency," he says. According to the International Labour Organization (ILO), these models demonstrate that a reduction in working hours does not necessarily harm economic performance, provided it is accompanied by a modernization of work organization, argues the director of Talent on Tap.