Age Discrimination in Mauritius: The Hidden Costs for Older People

Author: Mauritius Ranking
Author Bio: Mauritius Ranking covers social issues, public policy, employment, healthcare, ageing and major developments affecting communities in Mauritius.

Published Date: 1 October 2026
Updated Date: 1 October 2026

Age discrimination, or ageism, can be difficult to notice because it is often expressed through assumptions rather than openly stated rules. An older person may be considered less adaptable at work, overlooked for opportunities, treated differently when seeking services or excluded from decisions simply because of their age.

In Mauritius, the issue deserves increasing attention as the country’s population continues to age. Statistics Mauritius reported that people aged 65 and above represented 14.2% of the population in 2024, compared with 13.6% in 2023. The World Health Organization has also noted the rapid ageing of Mauritius, with people aged 60 and above rising from 9% of the population in 2000 to 18.7% in 2021.

What Is Age Discrimination?

Ageism refers to stereotypes, prejudice or discrimination directed at people because of their age. The World Health Organization says it can occur through institutions, interpersonal interactions and even internalised attitudes towards ageing.

For older people, age discrimination can take different forms.

It may involve an employer assuming that an older worker cannot learn new technology, a service provider treating an older customer as incapable of making decisions, or social attitudes suggesting that older people should withdraw from employment or public life.

Not every decision involving age is necessarily discriminatory. Some age-related rules may have legitimate legal or occupational purposes. The issue arises when people are treated unfairly simply because of their age without sufficient justification.

Age Discrimination at Work

Employment is one of the areas where ageism can have particularly significant consequences.

The Equal Opportunities Commission of Mauritius identifies age as one of the prohibited grounds of discrimination under the Equal Opportunities Act. The Act covers employment activities, professions, trades and occupations, among other areas.

The Equal Opportunities Commission has also specifically examined age discrimination in the workplace. Its research notes that age-related bias remains a concern despite legal protections under the Equal Opportunities Act 2008 and the Workers’ Rights Act 2019.

Older workers may encounter assumptions that they are less productive, less interested in learning or less suitable for changing workplaces. Such assumptions can influence recruitment, training, promotion and other employment decisions.

The consequences can extend beyond the workplace. Being denied an opportunity to continue working or progress professionally can affect income, savings, confidence and retirement planning.

The Hidden Economic Cost

The financial consequences of age discrimination are not always immediately visible.

Consider an experienced worker who is rejected for employment because an employer believes a younger candidate will adapt more easily. If this happens repeatedly, the individual may remain unemployed for longer, earn less or leave the labour market earlier than planned.

At an individual level, this can reduce lifetime earnings and savings.

At a national level, excluding capable older workers can also mean that businesses and the economy lose access to experience and skills.

A 2026 International Monetary Fund study on Mauritius identified population ageing as an important demographic challenge and examined the potential contribution of greater participation among older workers. The study noted that age discrimination and limited access to flexible work can be demand-side barriers to older workers remaining in employment.

Experience Can Be Lost Through Stereotypes

Older workers often possess years of professional and practical experience.

That experience can be particularly valuable in areas where knowledge is built through long-term exposure to customers, technical processes, management responsibilities or specialised occupations.

However, experience does not automatically protect someone from discrimination.

An older applicant may find that attention is focused on their age rather than their qualifications. Similarly, an existing employee may be overlooked for training because someone assumes they will soon retire.

Such decisions can create a cycle in which older employees receive fewer opportunities to update their skills, which can then reinforce the perception that they are less prepared for modern workplaces.

Technology and the Digital Divide

Technology is another area where age-based assumptions can become problematic.

Digital transformation is changing how people work, access government services, manage finances and communicate with organisations. Older people who did not grow up with today’s technologies may sometimes require additional assistance or training.

However, needing support with a particular technology should not automatically be interpreted as an inability to learn.

Providing training and accessible services can help older people remain independent rather than excluding them from increasingly digital systems.

This becomes especially relevant as Mauritius continues to introduce digital public-sector services and electronic systems.

Healthcare and Ageism

Age discrimination can also affect healthcare experiences.

Older people have different healthcare needs, and many may live with several chronic conditions at the same time. The WHO notes that older people in Mauritius face health challenges including diabetes, hypertension, osteoporosis, hearing and eyesight problems, reduced mobility and dementia.

Ageism in healthcare can occur when symptoms are automatically attributed to ageing rather than properly investigated, or when assumptions are made about an older person’s ability to understand or participate in treatment decisions.

Good healthcare requires attention to the individual rather than relying solely on assumptions associated with their age.

Social Isolation and Loss of Independence

The effects of age discrimination are not limited to employment or money.

The WHO links ageism with poorer mental health, reduced quality of life, social isolation and loneliness.

If older people repeatedly receive the message that they are no longer useful, capable or independent, it can affect their willingness to participate in community activities or seek new opportunities.

Maintaining social connections is therefore an important part of healthy ageing.

Mauritius already has structures supporting older people, including elderly day-care centres and programmes overseen by the Ministry responsible for social security and national solidarity.

Protection of Older People in Mauritius

Mauritius has specific legal and institutional mechanisms addressing the rights and protection of older people.

The Welfare and Elderly Persons’ Protection Unit (WEPPU) operates under the Protection of Elderly Persons’ Act 2005. Its responsibilities include dealing with complaints from elderly people who need assistance or protection, responding to reported cases of elder abuse and organising awareness campaigns concerning the rights of older people.

The government also provides channels for reporting cases involving elderly persons who require protection.

The Equal Opportunities Commission provides another avenue in cases involving discrimination covered by the Equal Opportunities Act. Age is explicitly included among the protected grounds.

Ageing Population Makes the Issue More Important

Mauritius’ demographic changes mean that questions surrounding older people’s participation in society are becoming increasingly important.

The WHO projects that older people could account for 36.5% of Mauritius’ population by 2061.

The IMF has similarly highlighted population ageing, low fertility and out-migration as major demographic pressures for the country. Its 2026 analysis says that encouraging greater participation among older workers, alongside other labour-market measures, could help offset part of the economic effects associated with population ageing.

These trends make it increasingly relevant to consider how workplaces, public services and communities can accommodate people across different stages of life.

What Can Help Reduce Age Discrimination?

Reducing ageism does not necessarily mean treating every age group identically. It means ensuring that decisions are based on relevant abilities, circumstances and requirements rather than unsupported assumptions about age.

Several measures can help:

• Fair recruitment: Assess candidates according to qualifications, experience and job requirements.
• Lifelong learning: Give workers opportunities to update their professional and digital skills.
• Flexible employment: Where appropriate, consider flexible or phased working arrangements.
• Accessible services: Make important public and private services easier for older people to use.
• Awareness campaigns: Challenge stereotypes about ageing and older people’s abilities.
• Stronger reporting mechanisms: Ensure people know where they can report discrimination or abuse.
• Intergenerational participation: Encourage older and younger people to work and participate together.

The IMF’s Mauritius study specifically identifies reskilling, lifelong learning, flexible work arrangements and workplace adaptation as measures that can support longer and more productive working lives.

Ageing Should Not Mean Becoming Invisible

A growing older population should not be viewed only through the costs associated with pensions, healthcare or social support.

Older people remain members of families, communities, workplaces and the wider economy. Their experience and skills can continue to have value when opportunities are available.

The challenge is therefore not simply about helping people after retirement. It is also about ensuring that people approaching retirement and those who wish to remain economically or socially active are not excluded because of assumptions about their age.

Final Thought

Age discrimination in Mauritius has consequences that can extend well beyond hurt feelings or unfair treatment. In the workplace, it can affect employment opportunities, income and retirement security. In healthcare and social life, ageism can contribute to isolation and reduce people’s sense of independence.

With Mauritius experiencing significant population ageing, the issue is becoming increasingly relevant. Existing laws and institutions provide protections against discrimination and mechanisms for assisting older people, but awareness and fair treatment remain important.

An ageing society needs policies and workplaces that recognise people’s abilities and circumstances rather than defining them primarily by their age. Ensuring that older people can participate with dignity and independence is increasingly important for both individuals and Mauritius as a whole.