Introduction

Mauritius had about 556,400 workers by the end of 2025, with men forming a larger share than women. Key sectors include tourism, sugar, ICT, BPO, finance, and logistics. Despite economic growth, workplace harassment remains a growing issue, affecting employee dignity, mental health, and productivity, especially in the tourism industry.

Tourism Industry as a Highly Harassed Work Environment

The tourism industry is one of the three pillars of the Mauritian economy, with about 109 hotels operating by late 2025. It contributes around 9% to 14% of GDP while creating jobs and generating foreign exchange. Hotel employment ranges from housekeeping to top management, with some roles requiring only basic qualifications. The workforce is diverse, coming from different cultures and regions, which can increase vulnerability to harassment. A Business Mauritius study reports that 75% of female and 62% of male hotel employees have experienced harassment. Under the Workers’ Rights Act 2019 and Equal Opportunities Act 2008, harassment includes unwanted verbal, non-verbal, psychological, visual, or physical conduct that creates a hostile environment.

Forms and Effects of Workplace Harassment

Sexual harassment remains one of the most painful forms of abuse in hotels. Some superiors make unwanted advances or inappropriate remarks toward junior staff members in departments such as housekeeping and food and beverages. Employees seeking promotions or salary increases may face intimidation, inappropriate touching, or degrading comments.

Physical harassment is also common. Female recruits may experience whistling, offensive comments, pushing, or unwanted physical contact from male colleagues. Bullying may involve humiliation, insults, emotional abuse, and unfair criticism, especially during peak work seasons. Jealousy and competition for promotions can also fuel workplace hostility.

Discrimination based on race, religion, gender, age, or disability remains another serious issue. Employees with disabilities are sometimes mocked or unfairly treated because they work differently from others.

Harassment causes severe mental and physical health problems, including stress, anxiety, depression, fatigue, and sleep disorders. Victims often experience low morale, absenteeism, burnout, and reduced productivity. High employee turnover also affects hotel service quality, forcing organizations to spend more on recruitment and training.

Due to labour shortages and the unwillingness of many Mauritians to join the hotel industry, employers increasingly recruit foreign workers from countries such as India, China, and Seychelles. This reduces opportunities for local job seekers and creates frustration among prospective employees.

Laws and the Way Forward

Mauritius has laws aimed at combating workplace harassment. Under Section 114 of the Workers’ Rights Act 2019, offenders may face fines of up to Rs 100,000 and imprisonment for up to five years. Mauritius also ratified the ILO Violence and Harassment Convention (Convention 190) in 2021. Despite these measures, harassment continues to affect many workers. Support services such as hotline 115 and Befrienders Mauritius exist, but more action is needed. Employers should consider hiring psychologists and counsellors to support employees’ mental well-being. The University of Technology Mauritius also launched ROSH (Research on Sexual Harassment) in February 2026 to address harassment in the tourism industry.

Conclusion

Workplace harassment in Mauritius is a serious issue. Beyond laws, families, colleagues, and employers must support victims. Safe, respectful workplaces are essential for employee well-being and sustainable national development.