Electoral Promise of the Change Alliance - 40-Hour Workweek: The Reform Stalled

The implementation of a 40-hour workweek, reduced from the current 45 hours, as outlined in the Government Program 2025-2029, is facing obstacles due to a lack of consensus among social partners, particularly amid strong reservations from the private sector.

According to information provided by the Ministry of Labour and Industrial Relations, the issue was discussed during the 'Labour and Employment Conference.' These tripartite consultations, which brought together representatives from the government, employers, and unions, aimed to examine the modalities for introducing this reform in non-essential sectors.

However, no agreement was reached at the end of the discussions. Representatives from the private sector specifically requested clarifications on which services and sectors would be excluded from the measure's application. This concern relates to the very definition of so-called essential activities, as well as the concrete implications for certain economic branches.

In a written response recently submitted to Parliament to a question from MP Babita Thannoo, Labour Minister Reza Uteem confirmed the deadlock: "No consensus has been achieved among the tripartite partners. Members of the private sector have sought clarifications on specific services and sectors that would be exempt from the proposed measure. They have also suggested that reducing working hours from 45 to 40 hours per week would necessitate a decrease in wages and would also impact the minimum wage."

Furthermore, employers have raised concerns about the economic impact of reducing the weekly working time, currently set at 45 hours in several sectors. Worries have also been expressed regarding operational costs and potential effects on productivity.

In this context, the ministry indicated that further consultations will be organized with stakeholders before any formal proposal is submitted to the government. The goal is to achieve an application framework that considers sectoral constraints.

On the union side, the tone is much more critical. Reaz Chuttoo, president of the Confederation of Workers of the Public and Private Sectors (CTSP), condemns an inconsistent approach: "When have employers agreed to a 40-hour week? Why include it in their electoral manifesto? They should have consulted employers beforehand. They talked about a 40-hour week over five days, but this is already the case for many, as a working day is eight hours."

The union leader adds that "in our system, 45 hours correspond to six working days. It was a trick. They later found a loophole by excluding essential services. However, the law does not allow for a discriminatory system. Moreover, they never mentioned a 40-hour week with compensation equivalent to six working days, which changes everything. It is therefore normal for employers to oppose this."

In an interview last October with Le Défi Quotidien, Pradeep Dursun, Chief Operating Officer of Business Mauritius, already called for caution: "The 40-hour workweek is a global union struggle, but each sector has its specificities. In Mauritius, some already work 40 hours, others 45."

The employers’ organization advocates for a thorough prior assessment. "Some production systems rely on 45 hours. Without an impact evaluation, there is a risk of disruptions and delays."

However, Business Mauritius expresses its willingness to engage in dialogue. "With constructive dialogue, it is possible to find a balance between workers' well-being and economic competitiveness," Pradeep Dursun stated.

Countries That Already Practice a 40-Hour Workweek or Less

Several countries have a workweek of 40 hours or less, but this often depends on law, collective agreements, and the sector.

France — 35 hours (law)

The legal working duration is 35 hours per week.
Overtime is permitted but strictly regulated.

Netherlands — about 32 to 36 hours (part-time very common)

One of the countries with the shortest workweeks in Europe.
A large proportion of workers are part-time, lowering the average (about 32 to 36 hours).

Denmark — about 37 hours (collective agreements)

The duration is not always fixed by law.
Collective agreements generally establish 37 hours as the norm.

Norway — 37.5 hours (common standard)

The law sets a maximum of 40 hours per week.
Agreements between employers and workers often bring the effective duration down to 37.5 hours.

Germany — 35 to 40 hours (depending on sectors)

There is no strict weekly legal ceiling.
In practice, full-time is generally around 38 to 40 hours, sometimes less depending on collective agreements.

Belgium — 38 hours

The usual standard is 38 hours per week, with variations depending on sectors.

Spain — transition to 37.5 hours

A reform aimed at reducing the legal duration to 37.5 hours is underway.

Work and Productivity: Why Mauritius Cannot Copy Europe

As the debate on reducing working hours resurfaces, the analysis of international models shows that a direct transposition to Mauritius remains limited by structural constraints. In several advanced economies, particularly in France or the Netherlands, the reduction of working hours has been accompanied by a high level of productivity, supported by automation, workforce qualification, and efficient work organization.

In Mauritius, the situation differs significantly. The dominant model remains one of a workweek of about 45 hours over six days, in an economy largely reliant on labor-intensive sectors, such as tourism, trade, or certain manufacturing branches. According to analyses from the Organisation for Economic Co-operation and Development (OECD), productivity per worker in Mauritius remains significantly lower than in member countries, which limits the capacity to absorb a sudden reduction in working hours without structural adjustments. Productivity is about 25% lower compared to the OECD average. Moreover, according to the OECD, "Mauritius must improve its productivity to support income growth."

Research in labor economics converges, however, on one point: a moderate reduction in hours can enhance hourly productivity, particularly by reducing fatigue and optimizing internal organization within companies. However, these gains are not automatic. They depend on the ability of companies to reorganize production lines, invest in technology, and improve skills.

A differentiated approach by sector is also proposed: high-value-added services, such as finance or information technology, could more quickly adopt reduced hours, unlike sectors requiring continuous presence.