MRA: PAYE Guide Mar 21 PDF

GUIDE ON
PAY AS YOU EARN
MAURITIUS REVENUE AUTHORITY – PAYE GUIDE 2021 1|Page
March 2021
INTRODUCTION ...................................................................................................................................................................... 5
1.0 MAIN CHARACTERISTICS OF THE PAYE SYSTEM ........................................................................................... 5
2.0 REGISTRATION OF EMPLOYERS ................................................................................................................... 8
2.1 Who is an employer? ....................................................................................................................................................... 8
2.2 How and when to register? ............................................................................................................................................. 8
2.3 How to obtain an Employer Registration Form (ERF)? .................................................................................................... 9
2.4 What if, after registration, there is a change in paticulars concerning registration?...................................................... 9
2.5 What happens if a person ceases to be an employer? .................................................................................................... 9
2.6 Failure to register as an employer ................................................................................................................................... 9
2.7 Failure to notify changes in circumstances...................................................................................................................... 9
3.0 WHAT ARE “EMOLUMENTS”? ....................................................................................................................10
3.1 Are all emoluments subject to tax? ............................................................................................................................... 10
3.2 How are commissions treated? ..................................................................................................................................... 10
3.3 In what circumstances are tips subject to PAYE? .......................................................................................................... 11
3.4 Fringe benefits ............................................................................................................................................................... 11
3.5 Queries as to whether an amount is part of emoluments ............................................................................................ 12
4.0 WHO IS AN EMPLOYEE ? ............................................................................................................................13
4.1 Employees affected by PAYE ......................................................................................................................................... 13
4.2 Income of a married woman ......................................................................................................................................... 13
5.0 DECLARATION BY EMPLOYEE TO EMPLOYER ..............................................................................................14
5.1 PAYE Employee Declaration Form (EDF)........................................................................................................................ 14
5.2 When should an employee submit an EDF? .................................................................................................................. 14
5.3 First employment........................................................................................................................................................... 14
5.4 Where an employee leaves his employment and takes up another one ...................................................................... 14
5.5 If an employee has more than one employer at any one time ..................................................................................... 15
5.6 Can an employee furnish a fresh EDF in an income year? ............................................................................................ 15
5.7 Does a non-citizen have to furnish an EDF? .................................................................................................................. 15
5.8 Declaration by employee to employer .......................................................................................................................... 15

5.9 Employee has submitted EDF ........................................................................................................................................ 16
6.0 CALCULATION AND WITHHOLDING OF TAX ................................................................................................17
6.1 Method to calculate chargeable income and tax to be withheld.................................................................................. 18
6.2 Adjustment to the amount of exemptions and reliefs .................................................................................................. 19
6.3 Fees payable to Board Members .................................................................................................................................. 19
6.4 Fees payable to a director of a company....................................................................................................................... 19
6.5 Tax on prescribed bonus ................................................................................................................................................ 20
6.6 Employee furnishing a fresh EDF with variance ............................................................................................................ 21
6.7 Non-resident and non-resident citizen of Mauritius drawing emoluments including pension .................................... 21
6.8 Employee receiving salary monthly but overtime pay or any other allowance separately .......................................... 21
6.9 Employee receiving emoluments relating to two or more pay periods in one pay period ........................................... 22
6.10 Employee receiving a tax benefit, viz. tax is paid by employer ................................................................................... 22
7.0 DIRECTION NOT TO WITHHOLD TAX ..........................................................................................................23
8.0 TAX TO BE WITHHELD IN PRIORITY ............................................................................................................23
9.0 EMPLOYER NOT WITHHOLDING THE REQUIRED AMOUNT OF TAX ..............................................................23
10.0 NO REFUND OF TAX BY EMPLOYER ............................................................................................................24
11.0 REMITTANCE OF TAX WITHHELD................................................................................................................24
11.1 Penalty for late payment ............................................................................................................................................. 24
11.2 Requirement to join the Electronic System ................................................................................................................. 25
11.3 Remittance of PAYE withheld distinguished from remittance of arrears of Income Tax ............................................ 25
12.0 EMPLOYER EMPLOYING ONLY EXEMPT PERSONS. ......................................................................................26
13.0 STATEMENT OF EMOLUMENTS AND TAX DEDUCTION ................................................................................26
13.1 Employee Identification Number ................................................................................................................................ 26
14.0 RETURN OF EMPLOYEES ............................................................................................................................27
15.0 BOOKS AND RECORDS ...............................................................................................................................28
15.1 Keeping of records ....................................................................................................................................................... 28
15.2 Audit Procedures ......................................................................................................................................................... 28
15.3 Power of the Director-General to require information ............................................................................................... 29
16.0 PERSON CEASING TO BE AN EMPLOYER .....................................................................................................30
17.0 OFFENCES IN RELATION TO PAYE ...............................................................................................................30
18.0 PAYE ILLUSTRATIONS (SEE ANNEX III) ........................................................................................................31
19.0 ADDITIONAL INFORMATION ......................................................................................................................31

ANNEX I ................................................................................................................................................................................. 32
ANNEX II ................................................................................................................................................................................ 35
ANNEX III ............................................................................................................................................................................... 37
ANNEX IV .............................................................................................................................................................................. 48
ANNEX V ............................................................................................................................................................................... 49
ANNEX VI .............................................................................................................................................................................. 53

Pay As You Earn (PAYE) is a system whereby employers are required to withhold tax from the emoluments
of employees chargeable to tax at the time the emoluments are received by or made available to the
employees. The tax withheld is then remitted to the Mauritius Revenue Authority (MRA) every month.
This PAYE system aims at ensuring that the cumulative amount of tax withheld under PAYE for each month in
a year corresponds exactly to the amount of tax payable on total emoluments derived in that year.
The purpose of this guide is to assist employers and employees in the operation of the PAYE system.
The notes in the guide are for information only and have no legal force.
The main characteristics of the PAYE system are:

 The PAYE system operates on the pay for the current period at the time the emoluments are received
or made available to the employee. Employers are thus required to withhold tax at the rates of 10% or
15%; whichever is applicable, from the monthly emoluments of employees and remit same to the MRA
electronically through a computer system approved by the Director -General.
 Employees are required to furnish every year to their employer an Employee Declaration Form (EDF)
claiming the Income Exemption Threshold, additional exemptions and reliefs and allowances to which
they are entitled in an income year. An employee receiving emoluments from more than one employer
can submit an EDF to only one employer.
 Details of the exemptions and reliefs are given in Annex 5.
 The amount of tax to be withheld from the emoluments of each pay period is calculated on a
cumulative basis by cumulating both the emoluments and total exemptions and reliefs (total
deductions) pertaining to the current and previous pay periods of the income year concerned.
 Finance Act 2020 has brought along one significant amendment in the computation of Solidarity Levy
(SL). Employers are now required to calculate cumulative PAYE for Solidarity Levy (SL) where, in a
month, the cumulative chargeable of the employee, excluding any lump sum payable by way of
commutation of pension or of death gratuity, exceeds SLET. The rate applicable is:
- 25% of the cumulative excess; or

- 10% of the cumulative emoluments (excluding any lump sum payable by way of
commutation of pension or of death gratuity),
whichever is the lower.
The PAYE for SL, for the current month, is then calculated by deducting, from the cumulative PAYE
for SL, the PAYE for SL withheld in previous months of the income year.
The PAYE for SL to be deducted from the emoluments of an employee in a month shall, in any case,
not exceed 15% of the emoluments for the month.
SLET - is the sum of the amount of solidarity levy exemption threshold, and is calculated by multiplying
Rs 230,769 (3,000,000 ÷ 13) by the number of months from July to the current month.
Workers receiving their pay daily after each day`s work are excluded from the operation of the PAYE
system.
 Employees drawing monthly emoluments not exceeding one thirteenth of the Category A Income
Exemption Threshold (IET) are not subject to PAYE except for the fees payable by a company to any
of its directors; or by a statutory body to any member of its Board, Council, Commission or Committee.
In such case PAYE is required to be withheld at the rate of 15%.
 A person deriving pension, annuity or similar payments below the IET threshold may request his
employer/payer to withhold PAYE from such payments by completing the authorisation to deduct PAYE
form, available on MRA website.
 A non- citizen who is resident in Mauritius for Income Tax Purposes is required to submit an EDF to his
employer in Mauritius.
 A non-resident in receipt of emoluments, including pension, irrespective of the amount, is not entitled to
any exemption and relief. His/her gross emoluments for any pay period shall represent his chargeable
income for that pay period
 A non-resident citizen of Mauritius in receipt of any retirement pension is subject to PAYE at the rate of
10% or 15%, whichever is applicable, on that part of his retirement pension which exceeds the income
Exemption Threshold in respect of category A.

The PAYE system requires an employer to register as an employer with the Director-General, MRA within 14
days of becoming an employer.
"Employer" is defined in the Income Tax Act. It means a person responsible for the payment of emoluments
and includes an agent of that person (refer to annex VI), but does not include an individual employing only
household employees.
Person includes companies, trusts, trustees of unit trust schemes, societies, successions, local authorities,
statutory corporations (including para-statal bodies), co-operative societies, individuals, clubs, associations,
organisations and any other body of persons, whether corporate or unincorporate.
Any person who acts as an agent of an employer and is responsible for the payment of emoluments to an
employee or to a former employee on behalf of that employer is also required to register as an employer e.g.
an insurance company that pays pension on behalf of an employer under a superannuation fund (See
definition of 'emoluments' at paragraph 3).
An employer employing only exempt employees is also required to register as an employer.
An exempt employee is an employee whose monthly emoluments do not exceed one-thirteenth of the
Category A of Income Exemption Threshold but does not include the director of a company or the
Board, Council, Commission, Committee member of a statutory body.
Every person who becomes an employer should, within 14 days of his becoming an employer, register with the
Director-General as an employer by submitting a PAYE Employer Registration Form (ERF) duly filled in by him
by post or by email on registration@mra.mu.
On receipt of the registration form, the Director-General will inform the employer that he has been duly
registered as an employer and will at the same time provide him with:
a. His PAYE Employer Registration Number (ERN) and password;

b. PAYE Employee Declaration Forms (EDF); refer to paragraph 5.1

The ERF may be downloaded from the MRA website: www.mra.mu
Employers in Rodrigues may obtain the forms from the Officer-in-Charge of the MRA Office, Clyderlex
Building, Port Mathurin, Rodrigues.
Where after registration, there is a change in any of the particulars provided in the ERF, the employer should,
within 14 days, notify the Director-General, in writing, of the change. Where the change is in respect of the
number of employees, it need not be notified.
Where a person ceases to be an employer, he should within 7 days give written notice to that effect to the
Director-General and do all such acts and things (refer to paragraph 16) which, but for the fact of ceasing to be
an employer, he would have been bound to do.
An employer who fails to register as an employer with the Director-General by the due date commits an
offence and shall, on conviction, be liable to a fine not exceeding Rs. 5,000 and to imprisonment for a term not
exceeding 8 years.
It is an offence for a person who ceases to be an employer not to give due notification to the Director- General.
Failure to notify changes in the particulars concerning registration is also an offence under the Income Tax
Act.

"Emoluments" means any advantage in money or in money's worth which is:
 Salary, wages, leave pay, fee, overtime pay, perquisite, allowance, bonus, gratuity, commission or
 Other reward or remuneration in respect of or in relation to the office or employment of an individual
and any fringe benefits;
 Superannuation, compensation for loss of office, pension (including a pension to a former employee or
to the surviving spouse of that employee), retiring allowance, annuity or other reward in respect of or in
relation to past employment or loss or reduction of future income of an individual, whether receivable
by that individual or by any person who is or has been the spouse or dependent of that individual.
Emoluments also includes:
a. A remuneration to the holder of any office and fees payable to the director of a company,
b. An allowance under the National Assembly Allowances Act or a pension under the National Assembly
(Retiring Allowances) Act,
c. A remuneration payable to a Mayor, Chairman of a District Council or Chairman of a Village Council under
the Local Government Act 1989,
d. An allowance payable to an apprentice, and
e. An allowance under the Rodrigues Regional Assembly (Allowances & Privileges) Act 2002.
All emoluments are subject to tax, except those specified at Annex 1 to this guide.
All commissions paid by an employer to his employee form part of emoluments and are subject to PAYE
e.g., commissions on sales paid to an employee. However, commissions paid to a person who is not an
employee of the payer are not subject to PAYE, but are chargeable to tax, and should be declared by the
recipient in his annual return of income.
MAURITIUS REVENUE AUTHORITY – PAYE GUIDE 2021 10 | P a g e

Tips or any amount of a similar nature placed in a fund in the custody of the employer and eventually shared
among his employees form part of emoluments and are therefore subject to PAYE.
Tips received directly by an employee in the performance of his duties are not subject to PAYE. However, the
tips received are taxable in the hands of the employee and should be declared by him in his annual return of
income.
A 'fringe benefit' is an "advantage" to an employee, and forms
part of the employee's emoluments. A "fringe benefit" therefore is the money's worth of the advantage
which is offered to an employee in respect of or relation to his employment.
A fringe benefit includes rights, privileges or services in money's worth that an employer provides to his
employee and is taxable and must be included in the employee's emoluments. However, a payment by an
employer:
 to provide a pension or retiring allowance for the employee or his dependents; or

 to a scheme approved by the Director-General to provide against medical expenses for the employee
or his dependents;
does not constitute a taxable benefit.
Fringe benefits treated as emoluments for PAYE purposes include housing benefit, car benefit, tax benefit,
full board and lodging to expatriates or Mauritian citizens, personal expenses of the employee which are
borne by the employer and any other advantage in money's worth.
An employer provides fringe benefits irrespective of whether he is a sole trader, partnership, trusty,
corporation, unincorporated association, government or government authority. The taxable value of fringe
benefits is given in Annex II.

If there is any question or doubt as to whether an amount forms or does not form part of emoluments, the
matter should be referred in writing to the Director-General setting out all the facts and providing all necessary
particulars and documents.
On receipt of the letter, the Director-General will endeavour to give a decision in writing as soon as possible.
The employer or the employee concerned may make written representations to the Assessment Review
Committee if he is not satisfied with the decision. If, pending the determination of the representations, the
amount in question is paid to the employee, the employer is required to comply with the decision of the
Director- General.

"Employee" is defined in the Act. It means a person who receives or is entitled to receive emoluments. Since
emoluments include pension in relation to past employment, a person in receipt of such pension is treated as
an employee for income tax purposes.
Employees other than household employees and exempt persons receiving their pay weekly, fortnightly or
monthly are subject to PAYE. However, workers receiving their pay daily after each day's work are excluded
from the operation of PAYE.
A married woman deriving monthly emoluments exceeding one thirteenth of Category A is subject to PAYE in
her own name.

Every employee who wishes to have the Income Exemption Threshold, Reliefs and Deductions to which he is
entitled to be taken into account by his employer for the purpose of calculating the amount PAYE to be
withheld from his emoluments, should submit an Employee Declaration Form (EDF) online on MRA website.
A person deriving pension, annuity or similar payments below one thirteenth of Category A (IET) may request
his employer/payer to withhold PAYE from such payments by completing the authorisation to deduct Income
Tax under PAYE form, available on MRA website. The employer is then required to withhold PAYE at the rate
of 15%.
The MRA is consolidating its go-green policy and has made available an electronic EDF as from the income
year 2020/2021. The EDF may be completed by employees by using their National Identity Card Number, the
card control number on the verso of the card and the Employer Registration Number (ERN). Employers may
download an excel file of the EDFs submitted by their employees. Alternatively, a copy of the EDF is available
on MRA’s website for download.
An employee may submit an EDF at any time in an income year.
Where a person, other than an exempt person, takes up employment for the first time, he should, as soon as
possible, furnish an EDF duly filled online on MRA website to enable his employer to take into account his total
deductions for the purpose of calculating the amount of tax to be withheld from his emoluments.
He should furnish another EDF to his new employer.

He should furnish an EDF to only one of his employers. The other employer/s should withhold tax from his
emoluments at the flat rate of 15% whenever the emoluments for the month exceed one thirteenth of
Category A (IET).
Yes. Where an employee is entitled to a new Income exemption threshold relief or deduction, he may file,
before the end of the relevant income year, a fresh EDF claiming the new amount of total deductions. This
new total deduction will then be taken into account by the employer for calculating tax under PAYE for that
employee for the subsequent pay periods of that income year.
If a non-citizen is resident in Mauritius, he has to furnish an EDF to his employer in Mauritius unless his
monthly emoluments do not exceed one thirteenth of Category A.
"Resident" is defined in the Act. In relation to an individual, it means a person who -
a. Has his domicile in Mauritius, unless his permanent place of abode is outside Mauritius;
b. Has been present in Mauritius in that income year, for a period of, or an aggregate period of, 183 days or
more; or
c. has been present in Mauritius in that income year and the 2 preceding income years, for an aggregate
period of 270 days or more.
Employers may download an excel file of the EDFs submitted by their employees on MRA website. A form
without any claim for exemption and reliefs is not valid and the employee concerned should be treated as if he
had not furnished an EDF.
According to the law, it is an offence for an employer to divulge or communicate to any person other than the
Director-General any information contained in the EDF furnished by an employee or any matter relating to
PAYE and concerning that employee. However, the employer may disclose to the employee or, with his written
consent, to any other person any information or matter relating to PAYE concerning that employee.

Where an employee has not submitted an EDF and his emoluments for any month does not exceed Rs
230,769, the employer shall withhold PAYE at the rate of 15% of the emoluments provided his emoluments
exceed Rs 25,000. However, where the emoluments consist exclusively of fees payable by a company to
any of its directors; or by a statutory body to any member of its Board, Council, Commission or Committee,
PAYE is required to be withheld at the rate of 15%.
Where the emoluments of the employee, in any month exceed Rs 230,769, the employer is required to
withhold PAYE on emoluments at the rate of 15%. Additionally, the employer is required to withhold PAYE
for SL at the rate of 25 % of the amount in excess of Rs 230,769 or 10% of total emoluments, whichever is
lower.

Every employer should, at the time emoluments are received by or made available to his employees, withhold
PAYE on emoluments and PAYE for Solidarity Levy, where applicable, from those emoluments provided
that the emoluments exceed the Total Exemption and Reliefs. The amount of tax to be withheld should be
rounded down to nearest rupees.
Rate of income tax:
An individual having an annual net income Rate of income tax

not exceeding 650,000 10 per cent
exceeding 650,000 rupees 15 per cent
Where, for the month of July, the basic salary, including compensation, of an employee does not exceed Rs
50,000, the tax rate applicable under PAYE system for that month and subsequent months of the income year
is 10% provided the ACMS of the employee does not exceed Rs 53,846 in the subsequent months.
ACMS refers to the Average Cumulative Monthly Salary of an employee with respect to a month and shall be
calculated by dividing the cumulative emoluments of the employee (from July to the current month of the
income year) by the number of corresponding months.
Employers are required to withhold PAYE for Solidarity Levy (SL) where applicable. PAYE on SL is applicable
where the cumulative chargeable income (excluding any lump sum payable by way of commutation of pension
or of death gratuity) exceeds the cumulative Solidarity Levy Exemption Threshold (SLET).
The rate applicable is 25% on the excess of or 10% of cumulative emoluments (excluding any lump sum
payable by way of commutation of pension or of death gratuity) whichever is lower.
Note:
(1) The PAYE for SL in a month shall not exceed 15% of the emoluments payable in that month (Please refer
to illustration 19).
(2) SLET - is the sum of the amount of solidarity levy exemption threshold, and is calculated by multiplying
Rs 230,769 (3,000,000 ÷ 13) by the number of months from July to the current month.
(3) Lump sum payments under the Pension Act, the Superannuation Fund or Personal Pension Plan are not
subject to Solidarity Levy.

The method to calculate Chargeable Income so as to obtain the amount of Income Tax and Solidarity Levy, if
any, to be withheld by the employer from the emoluments of his employees is shown below:
Cumulative Emoluments A
Less: cumulative monthly income exemption threshold X
Additional Exemption X
Interest Relief X
Medical of Health Insurance Relief X
Household Employee Wages Relief X
Total Exemptions and Reliefs X (B)
CHARGEABLE INCOME (A-B) C
Tax thereon C x [10% or 15%] X
Less: Total Income Tax withheld in previous months X
PAYE on emoluments to be withheld in current month X
Add: PAYE for Solidarity Levy X
Total PAYE to be withheld in current month X
Please note that the Total Exemptions and Reliefs should be divided by 13. For cumulative calculation, please
refer to illustrations at annex III.
Where the employee is paid monthly, the amount of tax to be withheld for the first month of the income year,
i.e. July, is calculated as follows:
a. Deduct 1/13 of the total deductions claimed in the EDF from the total emoluments to obtain the chargeable
income for the month of July;
b. Apply the rate of 10% or 15%, whichever is applicable, on the chargeable income calculated at (a) The
amount obtained at (b) represents the tax to be withheld for July.
c. For calculating the amount of tax to be withheld in any of the subsequent months i.e. August to June, the
following steps should be followed:
d. Aggregate the emoluments derived for period starting 1 July of the income year up to and including the
current month's emoluments on which tax has to be calculated (say November);
e. Aggregate the fractions of total deductions allowable for the months of July to November; (1/13 x 5 i.e. 5/13
of total deductions as per EDF)
f. Calculate the difference between the results at (a) and (b) above to arrive at the chargeable income
(cumulative chargeable income) for that period;
g. Apply to the result at (f) above the rate of 10% or 15%, whichever is applicable. This will represent the total
tax required to be withheld for the months of July to November (cumulative PAYE for that period);
h. Deduct from the sum arrived at (g) above the total amount of tax already withheld in the preceding months
of the income year to arrive at the amount of tax to be withheld for the month of November;
The same principle as described above for withholding tax under the PAYE system will apply to fortnightly paid
or weekly paid employees, except that in such cases the fraction of total deductions (claimed by the employee
in his EDF) to be taken into account in respect of each pay period will be 1/28 and 1/56 respectively.
Note: When the operation described at (h) above is performed for any pay period. Situations may arise where
the cumulative tax is less than the total amount of tax already withheld during the preceding pay periods of the
income year. In such a case, no tax should be withheld from the pay of the current period while any excess
withheld will be carried forward. In no circumstances the employer is allowed to refund to the employee any
such excess.
Refer to annex III for illustrations on the calculation of tax under PAYE in different situations.
For the months of July and August, the employer should take into account the total exemptions and reliefs
claimed by the employees in their EDF for the preceding income year except where the employees have
already submitted their EDFs for the current income year. He should then proceed in the same manner as
described in Illustration14 at annex III, to take into account the actual total deductions claimed in the EDF for
the current year.
Tax is to be withheld under PAYE at the flat rate of 15% on all fees payable by a statutory body to any
member of its Board, Council, Commission, Committee or by whatever name called, even where the fee is less
than the exemption threshold of one thirteenth of IET Category A per month except where the Board member
is also an employee of the statutory body.
Where a member is an employee of the statutory body and receives BOTH emoluments (including fringe
benefits) and fees, he shall be treated as any other employee for PAYE purposes, and the fees received
should be aggregated with the emoluments he derives as an employee.
Where any fees, irrespective of the amount, are payable to a director of a company and that director does not
receive any emoluments from that company, tax at the flat rate of 15% is applicable on such fees.

Fees payable to a non-resident director of a company which is resident in Mauritius and also subject to PAYE
at the flat rate of 15%. The amount of tax so withheld is the final amount of tax payable on those fees by the
director.
Example: If a director is paid Rs 8,000 as fees in a month, the tax to be withheld for that month on account of
those fees is 15% of Rs 8,000, i.e., Rs 1,200.
However, where a director is an employee of the company and receives BOTH emoluments (including fringe
benefits) and fees, he shall be treated as any other employee for PAYE purposes, and the director's fees
should be aggregated with the emoluments he derives as an employee.
Where an end-of-year bonus prescribed by an enactment is received or made available to an employee other
than an exempt person, the instructions at 6.5.1 to 6.5.3 should be followed for the purpose of withholding tax
under PAYE.
The bonus shall be aggregated with the emoluments of the pay period in which the bonus is received, if
payment of the prescribed bonus and emoluments of the relevant pay period is effected at the same time;
and 2/13, 3/28 or 5/56 of the total deductions shall be taken into account for that pay period, depending
upon the pay period being a month, a fortnight or a week respectively. See Illustration 10.
In this case, tax should be calculated twice for that pay period, once on the first payment and then on the
second payment irrespective of whether payment of bonus occurs before payment of salary for that pay
period or otherwise. The appropriate fraction of the total deductions applicable to the pay period shall be
applied a first time to the first payment, and a second time to the second payment. The fraction applicable
as deduction from bonus for the purpose of the exercise shall be 1/13, 2/28 or 4/56 depending on whether
the pay period for the employee is monthly, fortnightly or weekly. See Illustration 11.
Where a prescribed bonus is payable in any of the remaining pay periods, the remaining pay periods for
the exercise shall be increased by:
 1 additional pay period if the pay period is a month;

 2 additional pay periods if the pay period is a fortnight; and
 3 additional pay periods if the pay period is a week.

The appropriate fraction of the total deductions will then be allowed as deduction for the pay period in
which the prescribed bonus is paid.
Where an exempt person is in receipt of an end-of-year bonus and leave pay prescribed in any enactment
in his favour, he should be invited to submit an EDF in the event that his prescribed end-of-year bonus
and leave pay could be likely to exceed one thirteenth of IET under of Category A. Where the employee
has a chargeable income for the pay period and fails to submit an EDF, tax will be deducted at the flat rate
of 15%.
No tax should be withheld from the prescribed bonus of an exempt employee where the prescribed bonus
does not exceed the appropriate fraction of the total deductions in the EDF.
Where in the course of an income year, an employee furnishes a fresh EDF, the employer should, after
ensuring that there is a variance between the amount of the total deductions being claimed and the amount
already claimed, adjust the chargeable income of the employee for each of the remaining pay periods of the
income year by taking into account the amount of the variance (Please refer to illustration 14 at annex III).
A non-resident in receipt of emoluments, including pension, irrespective of the amount, is not entitled to any
exemption and relief. His gross emoluments for any pay period shall represent his chargeable income for that
pay period.
On the other hand, where a person being a non-resident citizen of Mauritius receives any retirement pension,
only that part of the retirement pension which exceeds the Income Exemption Threshold in respect of
Category A shall be subject to PAYE. The excess shall form part of the chargeable income in such cases and
the rate of 10% or 15%; whichever is applicable shall apply thereon.
A non-resident is a person who is not resident in Mauritius. The definition of 'resident' in relation to an
individual is given at paragraph 5.7.

Where an employee who has furnished an EDF receives salary monthly but is paid overtime or other
allowance separately in the same pay period, cumulative PAYE shall apply to each payment after aggregating
it with any previous payment in the pay period but accounting, against the aggregated amount, only once, for
the appropriate fraction of total deductions to which the employee is entitled for that pay period. The total tax to
be deducted and remitted to the Director-General on account of PAYE withheld for that pay period shall be the
sum of the amounts computed as tax to be withheld from each payment effected.
The same principle shall apply where the pay period is a fortnight or a week with the appropriate fraction for
each specific pay period being taken for computing tax to be withheld, viz. 1/28 for a fortnight and 1/56 for a
week respectively. See note of Illustration 10 at annex III.
Where an employee who has furnished an EDF receives emoluments for one pay period together with his
emoluments for the following or preceding pay period/s, cumulative PAYE shall apply on the total emoluments
for these pay periods but taking also into account the sum of the fractions of the relevant exemptions and
reliefs for these pay periods. See Illustration 13 at annex III.
An employee enjoys a tax benefit when his tax liability is borne by his employer. This tax benefit is treated as a
fringe benefit and is valued according to the Regulations to the Act (refer to Annex II).
In these situations, for the purposes of calculating tax to be withheld under PAYE, in each pay period, the tax
on the employee's chargeable income, before taking into account the tax benefit, is divided by a specific
factor/s depending on the conditions pertaining to the employee. The result represents the amount of tax
required to be withheld on that chargeable income. The amount of tax already withheld during the preceding
pay periods should be deducted to arrive at the amount of tax required to be withheld for each relevant pay
period.
An example for each situation is given at Illustrations 15 to 17. In each example, "chargeable income" refers
to chargeable income before taking into account tax benefit.

Apply the rate of 10% or 15%; whichever is applicable to chargeable income in order to arrive at the
amount of tax to be withheld from the employee's emoluments.
Please refer to illustration 16
Please refer to illustration 17.
Note: An employee who receives a tax benefit and is resident in Mauritius is entitled to furnish an EDF to
his employer to claim the exemptions and reliefs to which he is entitled and this has to be considered in
the computation of PAYE. The necessary fields relating to the exemptions and reliefs in the illustrations
provided in this guide will need to be completed to take this into account.
Where tax is required to be withheld from the emoluments of an employee during an income year and the
employee proves to the satisfaction of the Director-General that he is not chargeable to income tax for that
income year, the Director-General may, by written notice inform the employer, that no tax shall be withheld
from the emoluments of that employee. On receipt of the written notice from the Director-General, the
employer should give effect to the direction.
The obligation of an employer to withhold tax from emoluments prevails over any right or obligation to withhold
any other amount from such emoluments or any law providing that such emoluments should not be reduced or
be subject to attachment. In other words, tax to be withheld ranks first among deductions from emoluments.
An employer who fails to withhold the required amount of tax is liable to pay to the Director-General the
amount of tax which has not been so withheld but the employer is entitled to recover that amount from the
employee.

Refund of income tax can only be made by the Director-General and not by the employer. In no circumstances
can an employer refund part or whole of the amount of tax already withheld from the emoluments of an
employee and remitted to the MRA.
The tax required to be withheld under PAYE should be remitted electronically through such computer system
as the Director-General may approve;
A. by direct debit;
B. through such other means as the Director-General may approve;
and at the same time, submit a monthly PAYE return, electronically in respect of ALL employees whether
PAYE has been withheld or not, giving:
A. the full name;
B. the NIC number where the employee is a citizen of Mauritius or the identification number issued by the
Passport and Immigration Office, where the employee is not a citizen of Mauritius;
C. Where a non-citizen is not entitled to a NCID, the Tax Account Number (TAN) should be inserted
D. the salary, wages, overtime pay, leave pay and other allowances excluding travelling and end of year
bonus; and
E. the amount of tax withheld.
Tax withheld by an employer under PAYE should be remitted electronically to the Director-General on or
before the end of the month immediately following the month in which the tax is withheld.
Since the tax withheld from the emoluments of employees is held on behalf of the Government and is not
subject to attachment in respect of a debt or liability of the employer, remittance of tax to the MRA should not
be delayed for any reason whatsoever and should always be remitted by the due date.
Failure to pay the amount of tax required to be withheld on or before the last payable date renders the
employer liable to a penalty of 10% of the amount of the tax remaining unpaid w.e.f 07 September 2016.

In addition, interest at the rate of 1% for each month or part of the month will be added on any amount of tax
(excluding any penalty for late payment) not remitted by the due date. The amount of tax not remitted together
with the penalty and interest is payable without demand.
Example: Tax withheld (Rs. 20,000) on emoluments for the month of August 2020, due to be remitted on or
before the 30 September 2020, is remitted to the Director General on the 28th of December 2020. The amount
to be remitted together with penalty and interest for late payment would be computed as follows:
Amount of tax and Solidarity Levy required to be withheld Rs 20,000

Penalty for late payment (10%) Rs 2,000
Interest for late payment (1% for 3 months) Rs 600
Total amount to be remitted Rs 22,600
Payment of tax and penalty should be made in whole rupees.
Employers are required by law to submit the monthly PAYE return and remit tax withheld under PAYE
electronically through a computer system approved by the Director General. A penalty of Rs 5,000 per month
up to a maximum of Rs 50,000 is applicable where an employer fails to join the electronic system.
For any further information about electronic submission of returns and payment of tax, please refer to the
MRA's website.
Where an employee is indebted to the Director-General on account of unpaid income tax arrears, the Director-
General may instruct his employer to deduct the amount of unpaid income tax from his emoluments in one or a
given number of monthly instalments.
Such deduction relating to arrears of income tax should be differentiated from PAYE and should NOT be
remitted together with tax withheld under PAYE. Remittances relating to deduction on account of these arrears
should instead be made separately by cheque or cash directly to the MRA together with a note indicating the
NIC number and name of the employee/s in respect of whom the deduction has been effected.

Even if an employer employs only exempt persons, the employer is still required by the Income Tax Act to
register himself as an employer with the Director General and submit monthly PAYE returns.
An exempt person may furnish an EDF to his employer at any time if his emoluments are likely to exceed the
exemption threshold of one-thirteenth of the Category A of Income Exemption per month.
If for any pay period in an income year, the emoluments of any one of his employees exceed the exemption
threshold, the employer should operate PAYE and withhold tax, if any, from the emoluments of that employee.
Not later than 15 August following an income year, an employer should give to all employees employed by him
during that income year a Statement of Emoluments and Tax Deduction in duplicate. The format is available
on MRA website. The emoluments should relate to the emoluments received by or made available to the
employee in the income year. Where the employee is in receipt of fringe benefits, details of each benefit (e.g.
car benefit, housing benefit, tax benefit etc.) should be shown.
Any correction in the entries originally made on the Statement of Emoluments and Tax Deduction should be
made by striking out the word or figure and writing the correct one alongside. Each correction should be duly
signed. In no circumstances should there be any over-writing. No liquid paper or correcting fluid should be
used to make any correction.
Every employee should have his NIC number or the identification number (Non-Citizen ID) issued by the
Passport and Immigration Office in the payroll system of the employer. Employees are required to produce
their National Identity Card or the Identity Card issued by the Passport and Immigration Office to their
employers.

All employers having at least one employee or who have paid emoluments shall, not later than 15 August in
every year, submit a Return of Employees (ROE) electronically to the Director-General in respect of the
preceding income year, specifying (refer to Annex VI);
In respect of the employer;
i. his business registration number and;
In respect of every employee:
i. the full name;

ii. the NIC number where the employee is a citizen of Mauritius or the identification number issued by the
Passport and Immigration Office where the employee is not a citizen of Mauritius;
iii. Where a non-citizen is not entitled to a NCID, the Tax Account Number (TAN) should be inserted
iv. the particulars of the emoluments and income exempted in accordance with the Third Schedule to the
Act;
v. the amount of income exemption threshold and deductions claimed in his Employee Declaration Form;
and.
vi. the total amount of tax withheld and remitted to the Mauritius Revenue Authority, if any.

Every person carrying on business or deriving income other than emoluments should -
a. Keep sufficient books and records in the English or French language to enable his gross income and
allowable deductions to be readily ascertained by the Director-General;
b. Keep records showing emoluments paid to each employee and tax withheld from those emoluments; and
c. Keep the Employee Declaration Forms (EDFs) furnished by his employees. Employers may download an
excel file of the EDFs submitted by their employees.
Every book, record or document should be kept for a period of at least 5 years after the completion of the
transaction, act or operation to which it relates.
Officers of the MRA may inspect employers' payroll system at any time during the year to ensure that
employers are operating the PAYE system correctly and to provide proper guidelines wherever necessary.
Officers visiting an employer should disclose to the latter the appropriate signed authority, which authorizes
them access to the employer's premises and relevant records. Employers will be expected to make all such
records available to these officers for inspection and to also provide the necessary facilities that would enable
them to properly discharge their duties.
The audit process will include, inter alia, a check that:
a. The employer has included in his payroll all his employees' emoluments, cash allowances and fringe
benefits;
b. The employer has deducted the correct amount of tax; and
c. The tax deducted has been duly remitted to the MRA.

Every employer should, when so required by notice in writing, furnish to the Director-General in such manner
and in such form as may be approved by him, within the time specified in the notice, information and
particulars relating to the operation of PAYE, e.g., annual return of employees, etc. which the Director-General
considers necessary or relevant and which may be in his possession or custody or under his control.

Where a person ceases to be an employer, he should within 7 days:
a. Give written notice to the Director-General to that effect;
b. Submit the monthly PAYE return and pay to the Director-General any amount of tax required to be
withheld but not remitted;
c. Give to his employees their Statement of Emoluments and Tax Deduction; and
d. Submit a Return of Employees (ROE) covering the period 1 July to the date of cessation.
In the event of the liquidation or bankruptcy of the employer, the amount of tax withheld does not form part of
the estate in liquidation or bankruptcy and must be paid in full to the Director-General before any distribution of
property is made.
a. Where an employee claims additional exemption in respect of dependent child pursuing undergraduate
course and/or interest relief or other reliefs or deductions and it is found that the claim/s is/are unjustified
or in excess by more than 10% of the amount to which he is entitled, he shall be liable to a penalty of up to
25% of the amount of tax underpaid under PAYE.
b. An employer is liable to prosecution if:
i. he fails to register as an employer;
ii. he fails to pay the amount of tax required to be withheld;
iii. he fails to pay the amount of tax in arrears required to be deducted;
iv. he fails to give the Statement of Emoluments and Tax Deduction to his employee.

Refer to For an example of
Illustration 1 A monthly paid employee furnishes an EDF to his employer
Illustration 2 A fortnightly paid employee furnishes an EDF to his employer
Illustration 3 A weekly paid employee furnishes an EDF to his employer
Illustration 4 An employee submitting an EDF after having been subjected to PAYE at the flat rate of 15%
Illustration 5 An employee takes up his first employment in an income year and submits an EDF
Illustration 6 An employee taking up his first employment in an income year submits an EDF to his
employer after having been subjected to withholding at the flat rate of 15%
Illustration 7 An employee takes up employment with a new employer in an income year and submits an
EDF to his new employer
Illustration 8 An employee submitting an EDF to his new employer after having been subjected to PAYE
at the flat rate of 15%
Illustration 9 An employee receives his salary monthly but overtime pay and other allowances separately
Illustration 10 An employee receives prescribed bonus together with his salary

Illustration 11 An employee receives payment of prescribed bonus and salary separately
Illustration 12 An exempt employee loses his status of exempt employee in the income year and furnishes
an EDF to his employer
Illustration 13 An employee receives emoluments for two or more pay periods in one pay period
Illustration 14 An employee furnishes a fresh EDF with variance
Illustration 15 Non-resident employee-Tax liability borne by employer. No benefit valued as % of

emoluments
Illustration 16 Non-resident employee -Tax liability borne by employer. Housing Benefit =10% of
emoluments
Illustration 17 An employee receives a tax benefit; viz. his tax is borne by his employer. Housing
benefit=15% of emoluments
Illustration 18 An employee submitting an EDF after having been subjected to PAYE at the
flat rate of 10%
Illustration 19 Employee is chargeable to Solidarity Levy from start of financial year
Note: Employers who are referring the above illustrations for the calculation of PAYE should use the updated
IET as specified in the Income Tax Act.
For additional information on the law or procedures relating to the operation of PAYE, kindly email us on
headoffice@mra.mu
LIST OF EXEMPT INCOME
1. Emoluments derived from the office of the President or Vice- President.
2. Any rent allowance payable to a person appointed to an office in-
a. The Police Force;
b. The Fire Services;
c. The Forests Division of the Ministry of Agriculture and Natural Resources;
d. The Prisons and Industrial School Service;
e. The Ministry of Fisheries;
f. The Department of Civil Aviation; or
g. The Fire Unit of the Mauritius Marine Authority.
3. Any housing allowance not exceeding 100 rupees per month payable by an employer to an employee under
any enactment or by virtue of an award made under an enactment.
4. Any transport allowance payable by an employer to an employee by virtue of the terms and conditions of
service equivalent to -
a. the return bus fare between residence and place of work;
b.petrol allowance, commuted travelling allowance and travel grant payable by the Government of
Mauritius and the local authority to their employees; or
c. the actual petrol or travelling allowance paid or 25% of the monthly basic salary up to a maximum of
11,500 rupees, whichever is the lesser, provided that the employee makes use of a private car registered
in his own name for attending duty and for the performance of the duties of his office or employment.
5. Passage benefits provided under a contract of employment not exceeding 6% of the basic salary.
6. The first 2.5 million rupees of the aggregate amount received
a. As lump sum by way of commutation of pension or by way of death gratuity or as consolidated

compensation for death or injury, and paid -
i. by virtue of any enactment;
ii. from a superannuation fund; and
iii. under a personal pension scheme approved by the Director-General;
b. As lump sum under the National Savings Fund Act;
c. By way of retiring allowance; and

d. By way of severance allowance determined in accordance with the Labour Act, on such conditions as
may be prescribed.
e. As compensation negotiated under section 70 (1)(i) and (ii) of Workers Rights Act
7. Any payment of foreign service allowance, reimbursement of the cost or payment of personal and private
expenses including medical expenses, to homebased staff of overseas mission.
8. Any advantage in money or in money's worth received as lump sum by an employee voluntarily terminating
his contract of employment in the context of a factory closure pursuant to the Cane Planters and Millers
Arbitration and Control Board Act or under the Voluntary Retirement Scheme under the Sugar Industry
Efficiency Act 2001.
9. Any benefit to an employee for a payment by his employer to provide a pension or retiring allowance for the
employee or his dependents and which is an allowable deduction under section 22 or 61 of the Income Tax
Act, as the case may be.
10. Any benefit to an employee for a payment by his employer to a scheme approved by the Director- General
to provide against medical expenses for the employee or his dependents and which is an allowable
deduction under section 22 or 61 of the Income Tax Act, as the case may be.
11. Emoluments of a non-citizen who holds office in Mauritius as an official of a Government other than the
Government of Mauritius and is posted to Mauritius for that purpose.
12. Any foreign service allowance payable under a contract of employment to staff of statutory bodies posted
abroad, as may be approved by the Director-General.
13. Any retirement pension not exceeding the income exemption threshold in respect of Category. A payable
to a citizen of Mauritius who is not resident in Mauritius.
14. Any car allowance payable in lieu of duty exemption on a car, to a public officer, an officer of a local
authority, or officer of a statutory body, whose terms and conditions of service are governed by the 2013
report of the Pay Research Bureau.
15. Salaries and emoluments derived by an employee who is a citizen of Mauritius or who holds a permanent
residence permit under the immigration Act from his employment with the liaison office located in
Mauritius, of a bank referred to in the International Financial Organisation Act.
16. Emoluments derived by a seafarer from his employment on a vessel registered in Mauritius or on a foreign
vessel.
17. (1) Subject to paragraph (2), emoluments derived by an employee from his employment with a corporation
licensed by the Financial Services Commission established under the Financial Services Act, provided
that the employee manages an asset base of not less than USD 100 million and is issued with -
a. an Asset Manager Certificate;
b. a Fund Manager Certificate; or
c. an Asset and Fund Manager Certificate,

on or after 1 September 2016, by the Financial Services Commission established under the Financial
Services Act.
(2) The exemption shall be for a period of 5 income years as from the income year in which the employee
was granted the certificate referred to in paragraph (1).
18. Income derived from within and outside Mauritius by a member of the Mauritian Diaspora under the
Mauritian Diaspora Scheme prescribed under the Investment Promotion Act, during 10 succeeding
income years in which he returns to Mauritius. However, the exemption shall be limited to the specific
employment, business, trade, profession, or investment for which the member of the Mauritian Diaspora
was registered.

Value of fringe benefits
Monthly taxable benefits (Rs)
1. Car Benefit -
a) where car is used for official or business purposes and

private purposes - Cylinder capacity -
up to 1600cc 9,500
1601 to 2000cc 10,750
above 2000cc 12,000
2. Housing benefit Where property is
(a) owned by the employer

10 percent of employee’s total
emoluments for unfurnished property.
15 percent of employee’s total

emoluments for furnished property
(b) rented by the employer Actual rent paid
3. Accommodation benefit provided by hotels -
(a) Full board and lodging -
(i) Single 11,500
(ii) Married 15, 700
(b) Accommodation -
(i) For managing and supervisory staff 4, 400
(ii) Other staff 2, 200

4. Interest free loans or loans at reduced rates
Difference between the amount of
interest for the month, calculated at
2% above the repo rate, prevailing at
the end of that month and the amount
of interest paid by the employee in
that month.
5. Tips received by an employee from a pool managed by

Actual amount received in the month.
the employer
6. Repayment or write-off of employees' debt by the Amount of debt repaid or written off
employer in the month
7. Domestic and private expenses. borne by employer

including utilities, wages of housemaids, school fees of
children, club membership fee and any other domestic and Actual amount paid for the month
private expenses
8. Tax paid by the employer

Tax benefit is arrived at by dividing the
tax payable on the actual emoluments
by a factor which varies according to
the marginal tax rate applicable.
Note:
1. For the purposes of items 1 and 2, any contribution made by an employee to his employer shall
be deducted from the car benefit or housing benefit, as the case may be.
2. For the purposes of item 2, total emoluments shall exclude the yearly bonus and housing benefit.

IILLUSTRATIONS
Illustration 1
A monthly paid employee furnishes an EDF to his employer at the start of the income year 1 July 2020
DEC &
MONTH JUL AUG SEP OCT NOV
Bonus
BASIC SALARY 35,000 35,000 55,000 45,000 50,000 70,000
TAXABLE ALLOWANCE 10,000 10,000 10,000 10,000 10,000 10,000
HOUSING BENEFIT 14,000 14,000 14,000 14,000 14,000 14,000
TOTAL EMOLUMENTS 59,000 59,000 79,000 69,000 74,000 94,000
CUMULATIVE EMOLUMENTS 59,000 118,000 197,000 266,000 340,000 434,000
Total deduction - Rs 325,000 (325,000/13) 25,000 25,000 25,000 25,000 25,000 50,000
CUMULATIVE EXEMPTION THRESHOLD 25,000 50,000 75,000 100,000 125,000 175,000
CUMULATIVE CHARGEABLE INCOME 34,000 68,000 122,000 166,000 215,000 259,000
Tax on cumulative chargeable income 5,100 10,200 18,300 24,900 32,250 38,850
Less Tax already withheld in previous pay periods - 5,100 10,200 18,300 24,900 32,250
Tax withheld for the month 5,100 5,100 8,100 6,600 7,350 6,600
Illustration 2
An employee, paid fortnightly, furnishes an EDF to his employer at the start of the income year 1 July 2020.
FORTNIGHT 1 2 3 4
BASIC SALARY 14,000 14,000 14,000 14,000
TAXABLE ALLOWANCE - - - -
OTHER BENEFIT - - - -
TOTAL EMOLUMENTS 14,000 14,000 14,000 14,000

CUMULATIVE EMOLUMENTS 14,000 28,000 42,000 56,000
Total deduction - Rs 325,000 (325,000/28) 11,607 11,607 11,607 11,607
CUMULATIVE EXEMPTION THRESHOLD 11,607 23,214 34,821 46,429
CUMULATIVE CHARGEABLE INCOME 2,393 4,786 7,179 9,571
Tax on cumulative chargeable income 239 479 718 957
Less Tax already withheld in previous pay periods - 239 479 718
Tax withheld for the fortnight 239 239 239 239

Illustration 3
An employee, paid weekly, furnishes an EDF to his employer at the start of the income year 1 July 2020.
WEEK 1 2 3 4 5 6
BASIC SALARY 7,000 7,000 7,000 7,000 7,000 7,000
OVERTIME - - 3,000 4,000 - -
OTHER BENEFIT - - - - 2,000 -
Tax on cumulative chargeable income 119 239 659 1,179 1,498 1,618
Less Tax already withheld in previous pay
periods - 119 239 659 1,179 1,498
Tax withheld for the week 119 120 420 520 320 120
Illustration 4
EDF furnished after flat rate 15% is applied
An employee submits an EDF effective as from end on October after having been taxed at the flat rate of 15%
MONTH JUL AUG SEP OCT NOV
BASIC SALARY 40,000 40,000 40,000 40,000 40,000
TAXABLE ALLOWANCE - - 3,000 - -
HOUSING BENEFIT - - - - 5,000
TOTAL EMOLUMENTS 40,000 40,000 43,000 40,000 45,000
CUMULATIVE EMOLUMENTS 40,000 80,000 123,000 163,000 208,000
Total deduction - Rs 325,000 (325,000/13) - - - 32,500 32,500
CUMULATIVE EXEMPTION THRESHOLD - - - 32,500 65,000
CUMULATIVE CHARGEABLE INCOME 40,000 80,000 123,000 130,500 143,000
Tax on cumulative chargeable income 6,000 12,000 18,450 13,050 14,300
Less Tax already withheld in previous pay periods - 6,000 12,000 18,450 18,450
Tax withheld for the month 6,000 6,000 6,450 - -
Note:
15% is charged on the emoluments on the employee each month till an EDF is submitted in October.
The tax already withheld is limited to the Cumulative PAYE each time the latter is less than the former.

Illustration 5
Employee takes up first employment - EDF furnished
An employee takes up employment at the beginning of February and draws monthly salary of Rs 60,000. In his EDF
he has claimed a total deduction of Rs 325,000. Tax to be withheld for the months of February to June will be
calculated as follows:
MONTH FEB MAR APR MAY JUN
BASIC SALARY 60,000 60,000 60,000 60,000 60,000
TAXABLE ALLOWANCE 10,000 8,000 6,000 4,000 2,000
HOUSING BENEFIT 14,000 14,000 14,000 14,000 14,000
Total deduction - Rs 325,000 (325,000/5) 65,000 65,000 65,000 65,000 65,000
CUMULATIVE EXEMPTION THRESHOLD 65,000 130,000 195,000 260,000 325,000
Tax withheld for the month 1,900 1,700 1,500 1,300 1,100
Illustration 6
New Employer - EDF furnished after some months
Eg: An employee takes up his first employment at the beginning of August and draws monthly salary of Rs 90,000.
An EDF claiming total deduction of Rs325,000 is submitted in October and is effective as from that month. Tax to
be withheld for the months of August to December will be calculated as follows:
DEC &
MONTH AUG SEP OCT NOV
BONUS
BASIC SALARY 90,000 90,000 100,000 125,000 250,000
TAXABLE ALLOWANCE - - - - -
HOUSING BENEFIT - - - - -
Total deduction - Rs 325,000 (325,000/12) - - 81,250 27,083 27,083
CUMULATIVE EXEMPTION THRESHOLD - - 81,250 108,333 135,417
Tax on cumulative chargeable income (Tax rate
13,500 27,000 29,813 44,500 77,938
at 10%)
Tax withheld for the month 13,500 13,500 2,813 14,688 33,438

Illustration 7
An employee takes up a new employment in August and advises his new employer that this is not his first
employment. He draws a monthly salary of Rs 54,000 plus a bonus in December. He has claimed total deduction of
Rs 325,000. For the months of October to June, PAYE will be calculated as follows:
MONTH OCT NOV DEC & BONUS
BASIC SALARY 54,000 54,000 108,000
TAXABLE ALLOWANCE - - -
HOUSING BENEFIT - - -
TOTAL EMOLUMENTS 54,000 54,000 108,000
CUMULATIVE EMOLUMENTS 54,000 108,000 216,000
Total deduction - Rs 325,000 (325,000/13) 25,000 25,000 50,000

CUMULATIVE EXEMPTION THRESHOLD 25,000 50,000 100,000
CUMULATIVE CHARGEABLE INCOME 29,000 58,000 116,000
Tax on cumulative chargeable income 4,350 8,700 17,400

Less Tax already withheld in previous pay periods - 4,350 8,700
Tax withheld for the month 4,350 4,350 8,700
Illustration 8
New Employer - EDF furnished after some months
An employee takes up a new employment in August and advises his new employer that this is not his first
employment. He draws a monthly salary of Rs 54,000 plus a bonus of Rs 54,000 in December. He submits an
EDF claiming a total deduction of Rs 325,000 in October. For the months of August to December PAYE will be
calculated as follows: -an EDF claiming a total deduction of Rs 325,000 in October. For the months of August to
December PAYE will be calculated as follows: -
MONTH AUG SEP OCT NOV DEC & BONUS
BASIC SALARY 54,000 54,000 54,000 54,000 108,000
TAXABLE ALLOWANCE
HOUSING BENEFIT
Total deduction - Rs 325,000 (325,000/13) 75,000 25,000 50,000
CUMULATIVE EXEMPTION THRESHOLD - - 75,000 100,000 150,000
Tax withheld for the month 8,100 8,100 - 1,200 8,700
Note: For the month of October to take into account the fraction applicable for employees changing employment
multiplied by the factor corresponding to the number of months the employee has been in employment when the
EDF becomes effective. 1/13 multiplied by 3 in this case.

Illustration 9
Overtime /other allowance paid separately from salary:
MONTH 29 JUL 29 AUG 29 SEP 07 OCT 14 OCT 29 OCT
BASIC SALARY 28,000 28,000 28,000 28,000
Overtime 3,000 2,000 2,000
HOUSING BENEFIT
Total deduction - Rs 325,000 (325,000/13) 25,000 25,000 25,000 - - 25,000
Tax on cumulative chargeable income (Tax 300 600 1,200 1,400 1,600 1,900
rate at 10%)
Less Tax already withheld in previous pay periods - 300 600 1,200 1,400 1,600
Tax withheld for the month 300 300 600 200 200 300
Note:
• When computing PAYE on OVERTIME pay and allowances paid separately from salary for the pay period no account
should be taken of total deduction for the pay period.
th
• It is assumed here that salary is paid on the 29 of each month.
Illustration 10
Prescribed bonus paid with salary
MONTH JUL AUG SEP OCT NOV DEC
BASIC SALARY 28,000 28,000 28,000 28,000 28,000 28,000
Overtime - - 3,000 4,000 - -
BONUS - - - - - 28,000

Tax on cumulative chargeable income (Tax
300 600 1,200 1,900 2,200 2,800
rate at 10%)
Less Tax already withheld in previous pay periods - 300 600 1,200 1,900 2,200
Tax withheld for the month 300 300 600 700 300 600
Note:
For a monthly paid employee, 2/13 of the IET is deductible when calculating PAYE to be withheld for the pay period in which a
prescribed bonus was paid. 28 of the IET is deductible for the fortnightly pay periods and 56 of the IET is deductible for the weekly pay
periods.

Illustration 11
Prescribed bonus and salary paid separately.
PRESCRIBED
MONTH JUL AUG SEP OCT NOV DEC
BONUS
BASIC SALARY 28,000 28,000 28,000 28,000 28,000 28,000 -
TAXABLE ALLOWANCE - - 3,000 4,000 - -
BONUS - - - - - - 28,000
TOTAL EMOLUMENTS 28,000 28,000 31,000 32,000 28,000 28,000 28,000

CUMULATIVE EMOLUMENTS 28,000 56,000 87,000 119,000 147,000 175,000 203,000
Total deduction - Rs 325,000
25,000 25,000 25,000 25,000 25,000 25,000 25,000
(325,000/13)
CUMULATIVE EXEMPTION
25,000 50,000 75,000 100,000 125,000 150,000 175,000
THRESHOLD
CUMULATIVE CHARGEABLE
3,000 6,000 12,000 19,000 22,000 25,000 28,000
INCOME
Tax on cumulative chargeable
300 600 1,200 1,900 2,200 2,500 2,800
income (Tax rate at 10%)
Less Tax already withheld in previous
pay periods
- 300 600 1,200 1,900 2,200 2,500
Tax withheld for the month 300 300 600 700 300 300 300
Note:
The employer shall calculate PAYE on the prescribed bonus and the salary for the pay period as if these two payments relate to two
distinct pay periods; and
For a monthly paid employee, 1/13 of the IET is deductible when calculating PAYE to be withheld from the prescribed bonus and 1/13
of the IET is deductible from the salary paid in that period.
2/28 and 4/56 of the IET is deductible for calculating PAYE on bonus of employees paid fortnightly or weekly respectively and the
appropriate fraction will apply when calculating PAYE on the salary for the pay period, 1/26 for a fortnight and 1/52 for a week.
Illustration 12
Exempt employee becoming taxable - EDF furnished
MONTH JUL AUG SEP OCT NOV DEC&BONUS
BASIC SALARY 20,000 20,000 20,000 30,000 30,000 60,000
TAXABLE ALLOWANCE - - - - - -
BONUS - - - - - -

Total deduction - Rs 325,000 (325,000/13) - - - 25,000 25,000 50,000
CUMULATIVE EXEMPTION THRESHOLD - - - 100,000 125,000 175,000
CUMULATIVE CHARGEABLE INCOME 20,000 40,000 60,000 - - 5,000
- - - - - 500
rate at 10%)
- - - - - -
periods
Tax withheld for the month - - - - - 500

Illustration 13
Emoluments of 2 or more pay periods received in one period
BASIC SALARY 28,000 28,000 28,000 - 56,000 56,000
TAXABLE ALLOWANCE - - 10,000 - 10,000 10,000
OTHER BENEFIT - - - - - -
TOTAL EMOLUMENTS 28,000 28,000 38,000 - 66,000 66,000

New EDF (Rs 435,000-325,000)/11 - - 10,000 10,000 10,000 10,000
CUMULATIVE CHARGEABLE INCOME 3,000 6,000 9,000 - 5,000 11,000
Average Cumulative Monthly Salary (ACMS) 28,000 28,000 31,333 23,500 32,000 32,286
Tax Rate 10 10 10 10 10 10
300 600 900 - 500 1,100
rate at 10%)
- 300 600 900 900 900
periods
Tax withheld for the month 300 300 300 - - 200
Note:
The employee in this illustration receives his emoluments for October together with his emoluments for November.
Illustration 14
Employee furnishes a new EDF
A new EDF is furnished in September claiming new Income Exemption Threshold of Rs 435,000 as from end September
BASIC SALARY 28,000 28,000 28,000 28,000 28,000 56,000
TAXABLE ALLOWANCE 12,000 12,000 12,000 12,000 12,000 12,000
OTHER BENEFIT - - - - -

New EDF (Rs 435,000-325,000)/11 - - 10,000 10,000 10,000 10,000
1,500 3,000 3,500 4,000 4,500 5,300
rate at 10%)
Tax withheld for the month 1,500 1,500 500 500 500 800

The amount to be taken into account as IET as from September will be computer by -(i) taking the new Income
Exemption Threshold for the year and deducting therefrom the amounts already taken into account for the
months of July and August (ii)dividing the result at (i) by 11, i.e 13 less 2
Where the pay period is a fortnight or a week, the result at (i) shall be divided by the number of remaining
fortnightly pay periods or weekly pay periods whichever is applicable
Formulae:
New IET- Cum IET (previous month)/remaining months = IET Deduction
Example: (435,000 -50000)/(13-2) = 35,000 (September)
Illustration 15
Non-resident employee
Tax liability borne by employer. No benefit valued as % of emoluments
125,000 125,000 125,000 125,000 125,000 250,000
BASIC SALARY
4,000 4,000 4,000 4,000 4,000 4,000
TAXABLE ALLOWANCE
- - - - - -
OTHER BENEFIT
129,000 129,000 129,000 129,000 129,000 254,000
TOTAL EMOLUMENTS
Total deduction - Nil (Non-resident) - - - - - -
CUMULATIVE EXEMPTION THRESHOLD - - - - - -
CUMULATIVE CHARGEABLE INCOME- 899,000

129,000 258,000 387,000 516,000 645,000
Before Tax Benefit
Tax Benefit - (15% on chargeable 158,647
22,765 45,529 68,294 91,059 113,824
income)/0.85
1,057,647
CUMULATIVE CHARGEABLE INCOME -
151,765 303,529 455,294 607,059 758,824
After Tax Benefit

Illustration 16
Non-resident employee
Tax liability borne by employer. Housing benefit = 10 % of emoluments
125,000 125,000 125,000 125,000 125,000 250,000
BASIC SALARY
4,000 4,000 4,000 4,000 4,000 4,000
TAXABLE ALLOWANCE
12,900 12,900 12,900 12,900 12,900 25,400
HOUSING BENEFIT
141,900 141,900 141,900 141,900 141,900 279,400
TOTAL EMOLUMENTS

-
CUMULATIVE EXEMPTION THRESHOLD - - - - -
CUMULATIVE CHARGEABLE INCOME- 988,900
141,900 283,800 425,700 567,600 709,500
Before Tax Benefit
25,491 50,982 76,473 101,964 127,455
income)/0.835
Housing benefit adjustment - (10% of total 17,765
2,549 5,098 7,647 10,196 12,746
tax benefit)
CUMULATIVE CHARGEABLE INCOME - 1,184,311
169,940 339,880 509,820 679,760 849,701
After Tax Benefit

Illustration 17
Non-resident employee: Tax liability borne by employer. Housing benefit = 15 % of emoluments
BASIC SALARY 125,000 125,000 125,000 125,000 125,000 250,000

4,000 4,000 4,000 4,000 4,000 4,000
TAXABLE ALLOWANCE
HOUSING BENEFIT 19,350 19,350 19,350 19,350 19,350 38,100
CUMULATIVE EMOLUMENTS 148,350 296,700 445,050 593,400 741,750 1,033,850
CUMULATIVE EXEMPTION -
- - - - -
THRESHOLD
CUMULATIVE CHARGEABLE 1,033,850
148,350 296,700 445,050 593,400 741,750
INCOME- Before Tax Benefit
26,891 53,782 80,674 107,565 134,456
income)/0. 8275
Housing benefit adjustment - (15% 28,111
4,034 8,067 12,101 16,135 20,168
of total tax benefit)
CUMULATIVE CHARGEABLE 1,249,366
179,275 358,550 537,825 717,100 896,375
INCOME - After Tax Benefit
Less Tax already withheld in previous pay 134,456
periods
- 26,891 53,782 80,674 107,565
Illustration 18
BASIC SALARY 49,000 54,000 54,000 54,000 54,000 108,000
TAXABLE ALLOWANCE - - - - - -
HOUSING BENEFIT - - - - - -
Total deduction - Rs 25,000
25,000 25,000 25,000 25,000 25,000 50,000
(325,000/13)
CUMULATIVE EXEMPTION
25,000 50,000 75,000 100,000 125,000 175,000
THRESHOLD
CUMULATIVE CHARGEABLE
24,000 53,000 82,000 111,000 140,000 198,000
INCOME
Average Cumulative Monthly
49,000 51,500 52,333 52,750 53,000 53,286
salary
Rate of Tax (%) 10 10 10 10 10 10
periods
- 2,400 5,300 8,200 11,100 14,000

Illustration 19
Employee is chargeable to Solidarity Levy from start of financial year
Solidarity Levy payable in a month must not exceed 10% of the total emoluments and 15% of the monthly emoluments.
MONTH SEPT OCT NOV DEC & BONUS
Emoluments net of exempt 6,000,000 100,000 300,000 600,000

Add: emoluments for previous months 3,200,000 9,200,000 9,300,000 9,600,000
Cumulative emoluments for the month 9,200,000 9,300,000 9,600,000 10,200,000
Less: Taxable lump sum from pension fund 0 0 0 0
Less: Total deduction-Rs 325,000/13 75,000 100,000 125,000 175,000
Cumulative chargeable income 9,125,000 9,200,000 9,475,000 10,025,000
Tax rate (15%) 0.15 0.15 0.15 0.15
Cumulative PAYE 1,368,750 1,380,000 1,421,250 1,503,750
Less: PAYE withheld for previous months 472,500 1,368,750 1,380,000 1,421,250
Tax withheld for the month 896,250 11,250 41,250 82,500
Average monthly cumulative Salary (ACMS) * 3,066,667 2,325,000 1,920,000 1,457,143

Cumulative Leviable Income 9,125,000 9,200,000 9,475,000 10,025,000
Less: Solidarity Levy Exemption Threshold per month- Rs
692,307 923,076 1,153,845 1,615,383
3,000,000/13 (Cumulative)**
Cumulative Taxable Leviable Income 8,432,693 8,276,924 8,321,155 8,409,617
25 % of Cumulative Taxable Leviable Income 2,108,173 2,069,231 2,080,288 2,102,404
First Limit SL for the month (10 % of Cumulative Emoluments)
920,000 930,000 960,000 1,020,000
***
Cumulative SL for the month 920,000 930,000 960,000 1,020,000
Less: cumulative SL already charged - 900,000 915,000 960,000
nd
PAYE for SL (before applying 2 limit of 15% of emoluments for the 920,000 30,000 45,000 60,000
month)
Second Limit SL for the month (15 % of monthly Emoluments) 900,000 15,000 45,000 90,000
SL for the month (Limited to 15% of monthly emoluments) **** 900,000 15,000 45,000 60,000
TOTAL PAYE 1,796,250 26,250 86,250 142,500
*TP is liable for solidarity Levy if Average Monthly Leviable Income exceeds the monthly solidarity levy ceiling of
Rs 230,769
**Solidarity Levy Exemption Threshold has been allocated evenly over 13 months
*** First Limit is whichever is lower of:

(1) 25% of Cumulative Taxable Leviable Income; and
(2) 10% of Cumulative emoluments for the month.
**** SL for the month is limited to 15% of monthly emoluments.

Rate of
income tax
An individual having an annual net income –
not exceeding 650, 000 rupees 10 per cent
exceeding 650, 000 rupees 15 per cent
Where, for the month of July, the basic salary, including compensation, of an employee does not exceed
Rs 50,000, the tax rate applicable under PAYE system for that month and subsequent months of the income
year is 10% provided the Average Cumulative Monthly Salary of the employee does not exceed Rs 53,846.

Exemption and Reliefs
(i) Income Exemption Threshold (IET) for the income year 2020-2021
To arrive at his chargeable income, an individual is entitled to deduct from his net income the appropriate
Income Exemption Threshold as follows:
Category Amount (Rs)

Category A : An individual with no dependent 325,000
Category B : An individual with one dependent 435,000
Category C : An individual with two dependents 515,000
Category D : An individual with three dependents 600,000
Category E : An individual with four or more dependents 680,000
An employee is not entitled to claim for the income year ending 30 June 2021 an Income Exemption Threshold
(IET) in respect of:
a. Category B or Category E, if the net income and exempt income of his dependent exceeds Rs 110,000;
b. Category C, if the net income and exempt income of his second dependent exceeds Rs 80,000;
c. Category D, if the net income and exempt income of his third dependent exceeds Rs 85,000.
d. Category E, if the net income and exempt income of his fourth dependent exceeds Rs 80,000.
Where a person claims an Income Exemption Threshold (IET) in respect of Category B, C, D or E, the spouse
of that person is entitled to claim for that year an Income Exemption Threshold (IET) only in respect of
Category A.
A retired person or a disabled person shall, irrespective of his IET category, be entitled to an additional
deduction of Rs 50,000. The retired person shall not be entitled to the additional deduction of Rs 50,000 where
he derives income from employment exceeding Rs 50,000 or he derives income from business.
A retired person or a disabled person may choose categories A to E. Categories F and G no longer exist.
“Dependent” means either

a. a spouse
b. a child under the age of 18 or
c. a child over the age of 18 and who is pursuing full-time education or training or who cannot earn a living
because of a physical or mental disability; and
d. a bedridden next of kin under his care,

"Child" means
a. an unmarried child, stepchild or adopted child of a person;

b. an unmarried child whose guardianship or custody is entrusted to the person by virtue of any other
enactment or of an order of a court of competent jurisdiction;
c. an unmarried child placed in foster care of the person by virtue of an order of a court of competent
jurisdiction.
“Bedridden next of kin”, in respect of a person, means the bedridden father, mother, grandfather,
grandmother, brother or sister of that person or of his spouse, provided the bedridden next of kin is:
a. eligible to the carer’s allowance payable under the National Pensions Act; and
b. under the care of that person
"Retired person" means a person who attains the age of 60 at any time prior to 1 July 2020 and who, during
the income year ending 30 June 2021, is not in receipt of any business income or emoluments exceeding Rs
50,000, other than retirement pension.
"Disabled person" means a person suffering from permanent disablement.
Other Deductions:
Additional exemption in respect of dependent child pursuing undergraduate course
1. Where a person has claimed an Income Exemption Threshold (IET) in respect of category B, C, D or E and
the dependent is a child pursuing a non-sponsored full-time undergraduate course in Mauritius at an
institution recognised by the Tertiary Education Commission or outside Mauritius at a recognised institution,
the person may claim an additional exemption in respect of that child as follows:
a. Rs 135,000 or the amount of tuition fee paid up to a maximum of Rs 175,000 where child is studying in
Mauritius; or
b. Rs 200,000 where the child is studying outside Mauritius.
2. The additional exemption is not allowable: -
a. in respect of more than three children;

b. in respect of the same child for more than 6 consecutive years;
c. where the tuition fees, excluding administration and student union fees, are less than Rs 34,800 for a
child following an undergraduate course in Mauritius;
d. to a person whose total income (net income plus interest and dividends received) or that of his/her
spouse for the income year ending 30 June 2021 exceeds Rs 4 million.

Interest Relief on secured housing loan
1. A person who has contracted a housing loan, which is secured by a mortgage or fixed charge on
immoveable property and which is used exclusively for the purchase or construction of his house, may
claim a relief in respect of the interest paid on loan.
2. The relief to be claimed in the EDF is the amount of interest payable in the income year ending 30 June
2021. In the case of a couple where neither spouse is a dependent spouse, the relief may be claimed by
either spouse or at their option, divide the claim equally between them.
3. The loan must have been contracted from: -
a. a bank, a non-bank deposit taking institution, an insurance company, or the Sugar Industry Pension
Fund;
b. the Development Bank of Mauritius by its employees; or
c. the Statutory Bodies Family Protection Fund by its members.
d. an Islamic Financing Arrangement.
4. The relief is not allowable where the person or his spouse:
a. is, at the time the loan is contracted, already the owner of a residential building; or
b. derives in the income year ending 30 June 2021, total income (net income plus interest and dividends
received) exceeding Rs 4 million; or
c. has benefited from any new housing scheme set up on or after 1 January 2011 by a prescribed
competent authority.
Relief for Medical insurance premium or contribution
 A person may claim a relief for premium or contribution payable:
a. on a medical or health insurance policy; or

b. to an approved provident fund which has its main object the provision for medical expenses,
for himself or his dependents in respect of he has claimed Income Exemption Threshold (IET)
The relief is limited to the amount of premium or contribution payable for the income year up to a maximum of:
 Rs 15,000 for self

 Rs 15,000 for first dependent
 Rs 10,000 for second dependent
 Rs 10,000 for third dependent
 Rs 10,000 for fourth dependent
No relief should be claimed where the premium or contribution is payable by the employer or under a
combined medical and life insurance scheme.

Deduction for Solar Energy Investment Allowance
A person is allowed to deduct the total amount invested in a solar energy unit during the income year. In the
case of a couple where neither spouse is a dependent spouse, the relief may be claimed by either spouse or
at their option, divide the claim equally between them.
Deduction for Household Employees
Where a person employs one or more household employees, he may claim a deduction of the wages paid to
the household employees up to a maximum of Rs 30,000, provided he has duly paid the contributions payable
under the National Pensions Act and the National Savings Fund Act. In case of a couple, the deduction shall
not, in the aggregate, exceed Rs 30,000 rupees.
Rainwater Harvesting Investment Allowance
A person who has invested in a rainwater harvesting system during the income year ending 30 June 2021 may
deduct the amount invested. In the case of a couple where neither spouse is a dependent spouse, the relief
may be claimed by either spouse or at their option, divide the claim equally between them.
Deduction for fast charger investment allowance in respect of electric car
A person may deduct the total amount invested in the acquisition of a fast charger for an electric car during the
income year ending 30 June 2021.
Deduction for contribution for COVID-19 Solidarity Fund
A person is entitled to deduct the amount contributed or donated to the COVID-19 Solidarity Fund in the
income year commencing 1 July 2020.

TR 208
Facts
C was incorporated with the aim of offering services such as consultancy and supply of labour internationally
by employing skilled and specialised Mauritians and /or foreigners (the “Employees”) to perform work abroad
under a contract of employment of determinate and indeterminate duration. The Employees working abroad
will be officially hired under a first contract of employment with C and seconded for duty to its overseas
corporate clients.
The Employees will initially live and work mainly in Madagascar with a full-fledged work/residence permit. They
will be engaged in the manufacturing and /or distribution of biscuits, yoghurt and other consumer goods.
The Clients will apply for work/residence permits of the Employees in their host countries respectively. C will
pay the salaries of the Employees. C will then invoice the Clients for consultancy services. The Employees will
receive a living allowance and a housing allowance directly from the Clients under a second contract in
Madagascar.
The salaries of the Mauritian employees seconded abroad under the first contract of employment will be
banked in their respective bank accounts held in Mauritius. The salaries of the non-Mauritian employees will
be banked in their respective bank accounts held abroad.
Points at issue
1. Whether the income of the Mauritian and non-Mauritian employees of C performing work abroad will be
subject to PAYE in Mauritius?
2. Whether the Employees of C will be entitled claim an income exemption threshold under section 27 of the
Income Tax Act?
3. Whether C will have any obligation to register as an employer with the MRA?
4. Whether C will have to declare information and particulars of the non-Mauritian employees for the purpose
of the Return of Employees (“ROE”)?
5. Whether the salaries paid by C to the Employees working abroad will be allowed as a deductible expense?

Ruling
On the basis of the facts mentioned above, we are of the view that -
1. The salaries remitted in Mauritius by the Mauritian employees under the first contract of employment will
constitute income derived from Mauritius. Therefore, the income of the Mauritian employees performing
work abroad will be taxable in Mauritius and subject to PAYE. The Mauritian employees will have to submit
an annual return of income and where income tax has been paid on the income in the country where the
duties have been performed, they may claim credit in respect thereof.
As the salaries of the non-Mauritian employees performing duty abroad will not be remitted in Mauritius,
such salaries will not be taxable in Mauritius and therefore not subject to PAYE in Mauritius.
2. The Mauritian employees having their permanent place of abode in Mauritius will qualify as resident and will
be entitled to income exemption threshold. The question of income exemption threshold to the non-
Mauritian employees does not arise.
3. As a person responsible for the payment of the emoluments of its employees, C will have an obligation to
register as employer with MRA.
4. C will have to declare information and particulars of the non-Mauritian employees in its annual Return of
Employees (ROE).
5. The salaries paid by C to the employees working abroad comprised in the claim for consultancy services
invoiced to the clients will be allowed as deductible expenses.


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GUIDE ON

PAY AS YOU EARN

MAURITIUS REVENUE AUTHORITY – PAYE GUIDE 2021 1|Page

MAURITIUS REVENUE AUTHORITY – PAYE GUIDE 2021 2|Page

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The main characteristics of the PAYE system are:

MAURITIUS REVENUE AUTHORITY – PAYE GUIDE 2021 5|Page

- 25% of the cumulative excess; or

whichever is the lower.

MAURITIUS REVENUE AUTHORITY – PAYE GUIDE 2021 7|Page

An employer employing only exempt employees is also required to register as an employer.

a. His PAYE Employer Registration Number (ERN) and password;

MAURITIUS REVENUE AUTHORITY – PAYE GUIDE 2021 8|Page

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Emoluments also includes:

MAURITIUS REVENUE AUTHORITY – PAYE GUIDE 2021 10 | P a g e

A 'fringe benefit' is an "advantage" to an employee, and forms

 to provide a pension or retiring allowance for the employee or his dependents; or

does not constitute a taxable benefit.

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An employee may submit an EDF at any time in an income year.

He should furnish another EDF to his new employer.

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"Resident" is defined in the Act. In relation to an individual, it means a person who -

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Rate of income tax:

An individual having an annual net income Rate of income tax

subject to Solidarity Levy.

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 1 additional pay period if the pay period is a month;

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Please refer to illustration 16

Please refer to illustration 17.

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B. through such other means as the Director-General may approve;

A. the full name;

E. the amount of tax withheld.

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Amount of tax and Solidarity Levy required to be withheld Rs 20,000

Payment of tax and penalty should be made in whole rupees.

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In respect of the employer;

i. his business registration number and;

In respect of every employee:

i. the full name;

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The audit process will include, inter alia, a check that:

b. The employer has deducted the correct amount of tax; and

c. The tax deducted has been duly remitted to the MRA.

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