Yes
2002
1984
N/A
2019, Workers' Rights Act No. 20, Section 26(1) Available, in the original version, here. 2019, Workers' Rights Act No. 20, Section 26: "(1) (a) Every employer shall ensure that the remuneration of a worker shall not be less favourable than the remuneration of another worker performing work of equal value. (b) Where an employer has recourse to the services of a job contractor, the job contractor shall ensure that the remuneration of any worker employed by him shall not be less favourable than the remuneration of a worker employed by the principal employer and performing work of equal value."
2019, Workers' Rights Act No. 20, Section 5(5) Available, in the original version, here. 2019, Workers' Rights Act No. 20, Section 5(5) prohibits discrimination in employment and occupation which affords different treatment to "(a) different workers attributable, wholly or mainly, to their respective description by age, race, colour, caste, creed, sex, sexual orientation, HIV status, impairment, marital or family status, pregnancy, religion, political opinion, place of origin, national extraction or social origin, which has the effect of nullifying or impairing equality of opportunity or treatment in employment or occupation; (b) workers of a subsidiary company performing work of equal value as a worker employed by another subsidiary company of the parent company or the parent company, operating in the same line of business, on less favourable salary, terms and conditions of employment".
No provisions could be located
2019, Workers' Rights Act No. 20, Section 40(3): ""remuneration" [...] (a) means all emoluments, in cash or in kind, earned by a worker under an agreement; and (b) includes (i) any sum paid by an employer to a worker to cover expenses incurred in relation to the special nature of his work; (ii) any money to be paid to a job contractor for work by the person employing the job contractor; and (iii) any money due as a share of profits".
2019, Workers' Rights Act No. 20, Section 26(2): "(2) The following criteria shall apply in determining whether there exists an element of discrimination, based on the sex of a worker or between workers of the same sex for any work or class of work payable under any agreement (a) the rates and types of remuneration shall be based on an objective job evaluation of the work performed instead of on the worker's sex or personal attributes; (b) any job classification system shall be based on objective criteria irrespective of the worker's sex; (c) the work of a worker of the same or different sex shall be given the same value for a like job or a work rated as equivalent in the same employment; (d) for work which is not exclusively or predominantly performed by female workers, the extent to which (i) the work or class of work calls for the same, or substantially similar degrees of skill, effort and responsibility; and (ii) the conditions under which the work is to be performed are the same or similar; (e) for work which is exclusively or predominantly performed by female workers, the rate of remuneration that would be paid to male workers with the same or substantially similar skill, responsibility, and service performing the work under the same or substantially similar conditions and with the same or substantially similar degree of effort."
National
2016, National Wage Consultative Council Act No. 6 establishes the National Wage Consultative Council which is responsible for making recommendations to the Minister of Labour regarding the minimum wage. The wage determination system in Mauritius is carried out by the Pay Research Bureau (PRB), National Remuneration Board (NRB), and the National Wage Consultative Council (NWCC). Salaries in the public sector are determined by the PRB, while the NRB sets minimum wage rates and working conditions for private-sector employees in 31 sectors of economic activity through Remuneration Regulations (RR). Both the PRB report and RRs are periodically reviewed to adjust the salary scales of employees. Wages are adjusted annually by tripartite negotiations with the view of compensating workers for the loss in purchasing power due to rising prices. Available at, in the original version, here.
ILO NORMLEX website ILO NATLEX website