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HRDC Levy Mauritius | Claim Your Refund (Step-by-Step Guide) HRDC Levy Mauritius | Claim Your Refund (Step-by-Step) Your company pays HRDC levy every month. Did you know you can claim back up to 75% of training costs? Here’s exactly how to do it. Home / Blog / HRDC Levy Mauritius Published: May 2026 | Updated: May 2026 | Read Time: 8 minutes Quick Navigation What is HRDC Levy? How Much Can You Claim? Step-by-Step Process Common Mistakes to Avoid Frequently Asked Questions What is HRDC Levy? Every registered employer in Mauritius contributes a monthly Training Levy to the Human Resource Development Council (HRDC). This levy is calculated as 1% of your total payroll and is automatically deducted from your company’s payroll. But here’s the good news: you can claim back a significant portion of this levy by investing in employee training through MQA-approved courses. This is called the HRDC Training Grant System. 💡 Key Insight: Most companies don’t know they can claim their HRDC levy back. On average, companies leave ₨50,000+ on the table annually by not claiming their refund. The HRDC Training Grant System was designed to encourage employers to invest in staff development while recovering a substantial portion of their training investment. It’s a win-win: your employees get better training, and your company recovers up to 75% of the cost. How Much Can You Claim? The amount you can claim back depends on your annual levy contribution from the previous financial year. Here’s the breakdown: Annual Levy Paid (Previous Year) HRDC Refund Rate Up to ₨20,000 75% ₨20,000 – ₨100,000 75% Above ₨100,000 70% AI-focused courses (from 1 July 2024) 90% Example Calculation Scenario: Your company paid ₨30,000 in annual levy. You enroll 5 employees in a ₨12,500 HR course. Total training cost: ₨12,500 × 5 = ₨62,500 Your refund rate: 75% (because ₨30,000 falls in the ₨20,000–₨100,000 bracket) HRDC refund: ₨62,500 × 75% = ₨46,875 Your net cost: ₨62,500 − ₨46,875 = ₨15,625 💰 Use Our HRDC Calculator: Calculate your exact refund amount based on your payroll and training plans. 📚 Browse Our Courses: View all HRDC-eligible courses and choose the one that fits your team’s needs. How to Claim Your HRDC Refund – Step-by-Step 1Submit G1 Form (Before Training Starts) What is the G1 form? The G1 is an application form you submit to HRDC before your employees start training. It notifies HRDC of your training plan and ensures your course is eligible for refund. When to submit: Local Training: At least 3 working days before start Online/In-house/E-Learning: At least 5 working days before start Overseas Training: At least 10 working days before start How to submit: Log into the HRDC Online Training Grant System and complete the G1 form with: Course details (name, duration, provider) Employee information (names, positions) Training dates Course fees Pro Tip: We can help you complete the G1 form. Contact our HRDC support team for assistance. 2Complete the Training with an MQA-Approved Provider Choose any MQA-approved, HRDC-refundable course from a reputable training provider. All DNB courses are MQA-approved and HRDC-eligible. What to ensure: Course is MQA-approved Attendance is tracked and recorded Employees receive completion certificates Course provider issues invoices Popular HRDC-Eligible Courses: Workers’ Rights Act 2019 Mauritius HR Compliance & Labour Laws Employment Relations Management Leadership Development Business Administration 📚 Browse Our Courses: View all HRDC-eligible courses 3Submit G3 Form (After Training Completes) What is the G3 form? The G3 is a claim form you submit after training is completed. It includes proof of attendance, completion certificates, and invoices. When to submit: Courses ending 01 July – 31 December: Submit by 15 April of the following year Courses ending 01 January – 30 June: Submit by 15 October of the same year Required documents: Completed G3 form Attendance sheets (signed by trainer and trainees) Course completion certificates Original invoices Proof of payment Pro Tip: We submit attendance sheets directly to HRDC within 12 hours of course completion (as per new guidelines from 1 July 2024). This speeds up your refund process. Browse our course catalogue to find the perfect fit for your team. 4Receive Your HRDC Refund Processing time: Typically 4–8 weeks after HRDC receives your G3 form, depending on their processing queue. What to expect: HRDC reviews your G3 form and documents HRDC verifies course eligibility and attendance HRDC calculates your refund amount Refund is transferred to your company bank account If delayed: Contact HRDC at +230 202 5000 or visit their office at Port Louis to check status. Common Mistakes to Avoid ❌ Missing G1 Submission Deadline If you submit G1 after training has started, HRDC may reject your claim. Always submit G1 at least 3-10 working days before training starts. ❌ Incomplete Documentation Missing attendance sheets, certificates, or invoices will delay your refund. Keep all documents organized and submit them together with your G3 form. ❌ Choosing Non-MQA Courses Only MQA-approved courses are HRDC-eligible. Always verify the course is MQA-approved before enrolling. ❌ Not Tracking Attendance HRDC requires attendance sheets signed by both trainer and trainees. Ensure your training provider tracks attendance accurately. ❌ Missing G3 Submission Deadline G3 forms submitted after the deadline (15 April or 15 October) may be rejected. Mark these dates on your calendar and submit early. ✅ Pro Tip: Partner with a training provider like DNB that handles G1 and G3 submissions for you. We take care of the paperwork so you can focus on training. Frequently Asked Questions Q: What is HRDC levy? A: HRDC levy is a monthly contribution (1% of payroll) that all registered employers in Mauritius must pay to the Human Resource Development Council. This fund is used to support employee training and development. Q: How much can I claim back? A: You can claim back 70-75% of training costs, depending on your annual levy contribution. AI-focused courses offer up to 90% refund. Use our calculator to see your exact amount. Q: What’s the deadline for G1 submission? A: At least 3 working days before local training starts,

✓ MQA Approved • HRDC Refundable ILM Leadership Qualifications Level 3 to 7 • Globally recognised • Up to 70% HRDC refund ✓ Levels 3, 4, 5 & 7 available ✓ Online, in-person & blended ✓ Internationally recognised MQA Approved HRDC Refundable City & Guilds ILM Choose Your Level Tell us your experience level and we’ll recommend the perfect ILM qualification. 🔒 Confidential • No obligation ILM Leadership Levels Overview Choose the level that matches your experience and career goals Level Typical Role Qualification Type Duration HRDC Refund Level 3 Team leader, first-line supervisor Award / Certificate 2–6 months Up to 75% Level 4 Middle manager, department head Award / Certificate 3–9 months Up to 75% Level 5 Senior manager, operational lead Diploma 6–12 months Up to 70% Level 7 Executive, director, strategic leader Advanced Diploma / Certificate 12–18 months Up to 70% Not sure which level is right for you? Book a free consultation to discuss your career goals. Level 3 & 4 For New and Aspiring Managers Perfect for professionals stepping into their first management role or supervisors who want formal recognition of their leadership skills. What You’ll Learn ✓ Delegation and team management ✓ Effective communication with teams ✓ Performance management basics ✓ Team motivation and conflict resolution Career Outcome Confidently manage a small team and prepare for middle management roles. 2–6 Months Duration Up to 75% HRDC Refund 100+ Countries Recognised Enrol in Level 3 or 4 → 6–12 Months Duration Up to 70% HRDC Refund 3–5 Years Experience Download Level 5 Brochure → Level 5 Leadership and Management Diploma Our most popular programme for established managers. Ideal for department heads, operations managers, and those with 3–5 years of experience. What You’ll Learn ✓ Strategic planning and execution ✓ Leading change and transformation ✓ Advanced team motivation techniques ✓ Financial management for managers Career Outcome Qualify for senior management roles and increase earning potential with a UK-accredited diploma. Level 7 For Strategic Leaders and Executives For senior executives, directors, and business owners with 8+ years of leadership experience who want to lead at board level. What You’ll Learn ✓ Strategic leadership at executive level ✓ Corporate governance and compliance ✓ Organisational design and restructuring ✓ Leading large-scale transformation Career Outcome Position yourself for C-suite roles and lead at board level with an ILM Advanced Diploma. 12–18 Months Duration Up to 70% HRDC Refund 8+ Years Experience Request Level 7 Info → Why Study ILM with DNB International Business School? Trusted by professionals across Mauritius and internationally ✓ MQA Approved Every course meets Mauritius Qualifications Authority standards. 💰 HRDC Refundable Your employer can recover up to 70% of fees. 🌍 Internationally Recognised ILM and City & Guilds credentials valued in 100+ countries. 📚 Flexible Delivery Online, in-person in Port Louis, or blended. 💼 Practical Learning Real workplace case studies, not just theory. How You’ll Learn Choose the delivery method that works best for you 💻 Online Study at your own pace from anywhere in the world. Access course materials 24/7 with live tutor support. 🏢 In-Person Classroom-based learning in Port Louis with face-to-face tutor interaction and peer networking. 🔄 Blended Mix of online and in-person sessions. Best of both worlds for flexibility and interaction. Corporate Training: We offer customised in-house ILM programmes for teams of 5 or more. How to Choose Your Level Answer these questions to find your perfect fit How many years of management experience do you have? Less than 2 years? → Level 3 or 4 3–5 years? → Level 5 (Diploma) 8+ years? → Level 7 (Advanced Diploma) What is your current role? Team leader / Supervisor? → Level 3 or 4 Department head / Manager? → Level 5 Director / Executive? → Level 7 What is your career goal? Move into management? → Level 3 or 4 Advance to senior management? → Level 5 Reach executive / board level? → Level 7 Still not sure which level is right for you? Book a Free 15-Minute Consultation 💬 Quick HRDC enquiry → About the Author Nina Bagha Director & Principal Consultant — DNB HR Associates, Port Louis, Mauritius 20+Years Experience 350+Companies Set Up 10+Countries Served MBA with Merit — University of Leicester MSc Strategic HRM — Anglia Ruskin University EDB Registered Advisor HRDC Approved Nina Bagha is an HR professional, business advisor and trainer with over 20 years of experience at the strategic and operational levels of human resources management. She is the founder of DNB HR Associates — an EDB-connected, HRDC-approved firm specialising in Occupation Permits, HR consulting, payroll, and company incorporation — and DNB International Business School, a training institution registered with the Mauritius Qualifications Authority. A qualified Lead Assessor for City & Guilds/ILM qualifications in Leadership & Management (Levels 3–7), Nina holds an MBA with Merit from the University of Leicester and an MSc in Strategic HRM from Anglia Ruskin University. She has helped clients from over 15 countries navigate the Mauritian business landscape — from securing their first permit to building fully compliant, growing operations on the island.s, a leading business setup and HR consultancy. With over 20 years of experience in human resource management and business advisory services, Nina has built a reputation for delivering precise, compliant, and results-driven solutions for both local and international clients. Her expertise spans company incorporation, EDB occupation permits, work permits, HR outsourcing, and payroll compliance under the Mauritius Revenue Authority. She works closely with entrepreneurs, SMEs, and multinational corporations seeking to establish or expand their operations in Mauritius. Notable project: Led the full HR and work permit operation for the construction of RIU Hotels Mauritius — managing recruitment, immigration compliance, and HR administration for over 250 foreign workers from project inception to completion. 📋 Contact Nina → LinkedIn About DNB HR Our Services Ready to Advance Your Leadership Career? Choose your ILM level and start your journey to becoming an exceptional leader. With flexible delivery, HRDC refund, and globally recognised credentials. Enrol Now → Book Free Consultation Call +230 5756 1873

HUMAN RESOUCE AUDIT A Human Resource Audit assesses an organisation’s Human Resource Management system, strategy, policies and procedures and provides solutions to address any gaps in order to increase it’s effectiveness. Skillful and good employees are not only difficult to find but also expensive.  Moreover, with globalisation and the change in market environment, laws, worker mobility, technology and uncertainty, organisations have to ensure that the people they employ have the required knowledge, skills and competencies to do the jobs for which they have been hired.  However, recruiting employees and  investing in their training and development is not all.  In addition, organisations must ensure that their employees are motivated, engaged and happy to work for them. Employee engagement and talent retention are major challenges for many organisations.  Therefore how do we address these issues?  Human Resource Audit is the starting point. 3 Questions that can help in deciding for a Human Resource Audit How do you ensure that your organisaation has an appropriate HR Management System, Strategy, Policies and Procedures into place? How do you ensure that your people have the necessary knowledge, skills and competencies to make your organisation more competitive? Do you have an idea of the level of motivation, engagement, involvement of your employees? A Human Resource Audit based on the following understanding and guidelines can certainly help. What is a Human Resource Audit? A Human Resource Audit is an objective assessment of a company’s HR Strategy, System, Policies and Procedures.  Subsequently, the audit highlights areas of improvement and the appropriate remedial actions. Benefits of conducting an HR Audit? An HR audit increases transparency for stakeholders; Compares human resource investment with outcomes; Develops a strategy for people-led growth; Demonstrates compliance with legislations and best practices; Evaluates the quality of human resources; Implements appropriate metrics to evaluate the HR Strategy Recognises the value of human capital; Increases level of Employee Engagement; How is the HR Audit carried out? HR Audit covers the following core areas: HR Strategy Organisational structure Organisational culture Leadership; HR Compliance and Ethics; Productivity Recruitment, turnover; Employee Skills, Competencies and Capabilities and Gaps; Employee Engagement Cost How to conduct a Human Resource Audit? An HR Audit is carried out into 6 steps: Determine the type of HR Audit There are 4 types of audits, (i) Comparative Approach Audit (Internal), (ii) Statistical     Approach, (iii) Management by Objectives and (iv) Expert Audit (External).  However, the type of audit will depend on the requirement of the organisation. Expert Audit (External) is an audit which is carried out by an individual or company  outside the organisation.  This approach gives a more objective assessment since the audit is carried out by an external person.  Consequently, the solutions can come from a broader perspective and this is type of audit is the most popular. Collection of data Data is collected through surveys, questionnaires and interviews. Analysis of Results Subsequently, the findings of the audit are analysed and compared to benchmarks to get an  insight of how well the organisation’s HRM system, strategy, policies and procedures are doing  compared to others. Feedback The audit findings with a list of issues and risk assessment are communicated as feedback to management teams and HR departments. Create an Improvement Plan An improvement plan based on the findings of the audit is then proposed to management and the Human Resource team.  However, at this stage, it is important to include the stakeholders as their participation and collaboration are important for the success of the audit. Who will be carrying out the HR Audit? Our Consultants are highly qualified and experienced ISO Certified Lead Auditors.[/vc_column_text][vc_column_text] 3 Questions that will help in deciding for a Human Resource Audit How do you ensure that you have the appropriate HR Management System, Strategy, Policies and Procedures into place? How do you ensure that your people have the necessary knowledge, skills and competencies to make your organisation more competitive? Do you have an idea of the level of motivation, engagement, involvement of your employees? In order to address these questions, DNB HR Associates proposes to conduct a Human Resource Audit based on the following understanding and guidelines. What is a Human Resource Audit? A Human Resource Audit is an objective assessment of a company’s HR Strategy, System, Policies and Procedures and highlights areas of improvement.  Subsequently, the Auditor proposes appropriate remedial actions. Benefits of conducting an HR Audit? Increases transparency for stakeholders; Compares human resource investment with outcomes; Develops a strategy for people-led growth; Demonstrates compliance with legislations and best practices; Evaluates the quality of human resources; Implements appropriate metrics to evaluate the HR Strategy Recognises the value of human capital; Increases level of Employee Engagement; HR Audit covers the following areas: HR Strategy Organisational structure Organisational culture Leadership; HR Compliance and Ethics; Productivity Recruitment, turnover; Employee Skills, Competencies and Capabilities and Gaps; Employee Engagement Cost related to employees Steps involved in conducting a Human Resource Audit? An HR Audit is carried out into 5 steps: First of all, we need to determine the type of HR Audit that we want to carry out. There are 4 types of audits, (i) Comparative Approach Audit (Internal), (ii) Statistical   Approach, (iii) Management by Objectives and (iv) Expert Audit (External). The type of audit depends on the requirement of the organisation.  However,  Expert Audit (External) is the most recommended one, as this type of audit is carried out by an individual or company  outside the organisation.  As a result, this approach gives a more objective assessment and consequently, the solutions can come from a broader perspective. Collection of data The second step is to collect data which is done through surveys, questionnaires and interviews. Analysis of Results Eventually, the auditor analyses the the collected data,  assesses the results and compares it with benchmarks to get an  insight of how the organisation’s HRM system, strategy, policies and procedures are doing  compared to best practices. Feedback Eventually, after analyzing the findings, a list of issues by comparison of their risk and importance are communicated as