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Mozambican Code on Renewables

13/02/2024

Mozambican Code on Renewables

1- Ministerial Diploma 119/2023, dated November 14, 2023, approved the first Mozambican Code on Renewables (the “Code“);

2- The Code establishes the technical requirements applicable to facilities generating electricity from renewable energy sources (“Renewable Energy Facilities”), the applicable principles during their operation and the technical conditions applicable under the Manager of the National Electric System (“Gestor do Sistema Eléctrico Nacional- GSEN”); (1.2.3.);

3- The diploma complements the National Electric Net Code (“NENC”), approved under Ministerial Diploma 184/2023 of November 12, 2013 and must be interpretated having in mind some of the provisions established by the NENC;

4- According to the legislator, the Code is based on the best international practices and adopted principles established in:

  • the EU Regulation 2016/631 of April 14, 2016;
  • the South African “Grid Connection Code for Renewable Power Plants”, of 2019;
  • the Namibia Renewable Energy Grid Code, of 2020;
  • the Kenya National Transmission Code of 2016; and
  • the Grid Connection Code of Malawi of 2019.

5- The Code covers all Renewable Energy Facilities connected (using either synchronous or asynchronous technologies) to the National Electricity Transmission and Distribution Network;

6- Renewable Energy Facilities that are outside of or not connected with the National Electricity Transmission and Distribution Network are not covered by the Code;

7- The Code divides Renewable Energy Facilities into two categories:

  • (Type 1) – facilities with a connected load higher than 75 kilowatts (“kW”) and lower than 15 megawatts (“MW”) and a voltage level equal or lower than 66KVkV; and
  • (Type 2) – facilities with a connected load equal or above 15MW and a
  • voltage level higher than 66KV.

8- All new Renewable Energy Facilities must present a project for integration in the electricity network, to the GSEN for their analysis;

9- The Code outlines specific principles that apply based on whether Renewable Energy Facilities fall into Category Type 1 or Type 2;

10- It also provides specific guidelines for the operation of the Power Plants considered as relevant “(Power Plants with a capacity higher than 1 MW are classified in the Code as “relevant”);

11- The Code gives the GSEN the necessary powers to establish the principles that operators and users must follow in order to assure:

  • the cybersecurity of the energy network; and
  • the resilience of Renewable Energy Facilities to natural phenomena.

12- The operator and the owner of a Renewable Energy Facility must execute a “connection contract“ (“contrato de ligação”);

13- Any changes to the technical capacities of a Renewable Energy Facility or incidents at a Renewable Energy Facility must be notified to the operator;

14- The operator (or any other entity designated by the Ministry of Energy and Mineral Resources) is responsible for assessing a Renewable Energy Facility’s compliance with legal and technical standards and issue a certificate of conformity Without this certificate, a Renewable Energy Facility cannot start operations; and

15- The GSEN also plays a role in the conformity process by analysing all technical data, and requesting tests and simulation.

1.The GSEN is a public entity created under the Mozambican Electricity Code (Law 12/2022 of July 11, 2022), with administrative and financial autonomy and which has the functions of System and Market Operator. 2. The GSEN statutes and organic structure needs to be approved by the Mozambican Council of Ministers; until such approval takes place EDM (Electricity of Mozambique)- eventually assisted by other entities – will be the responsible for the future functions of GSEN. 3.It is expected some delay until GSEN statutes and structure are fully approved; this can create some confusion in the initial projects.

Vitor Marques da Cruz, OneLegal Partner.

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Mozambique – New Labour Law

11/10/2023

Mozambique – New Labour Law

The Assembly of the Republic of Mozambique approved, through Law nº 13/2023, the new Labour Law (hereinafter “NLL”).

The new regime revokes and substitutes the previous one (dated 2007) and introduces relevant changes.

The NLL will enter into force on February 21st, 2024.

It is important to clarify that, due to the entrance into force of the NLL on 2024, all the facts occured before that date will continue to be regulated by the previous regime (Law nº 23/2007).

As foreseen in article 3, this regime is not applicable to several types of labour contracts, namely domestic employment contracts, maritime, mining and petroleum labour contracts.

Article 22 of the NLL considers the empoyment contract to be the one ”…under which a person (employee) is obliged to provide his/her activity to other person (employer)under the authority and direction of this, against a remuneration”.

Please see below some of the most relevant changes introduced by the new regime:

– Inclusion of several legal provisions which reflect a most favorable treatment to the employee;

– Freedom for the small and medium size companies to enter into term contracts (“contratos a prazo”);

– Imposition of a maximum term for the duration of the term contracts, under penalty of being converted into contracts for an indefinite period;

– The non-existence of a proper reason for the term contract implies its conversion into a contract for an indefinite period;

– Right to holidays – 12 days during the first year of the contract and 30 days on the following years;

– Acceptance of several principles related with teleworking;

– Acceptance, as sources of the labour law, of the labour customs and practices related with each profession, activity or company, provided such customs or practices are not contrary to law or to the principles of good faith;

– Acceptance as sources of the labour law of the codes of conduct established between the parties;

– Possibility of suspension of the labour relationship in cases of acts of God or force majeure;

– Implementation of a sanctioning regime for cases of harassement at work;

– Greater clarity in the definition and regulation of the phases of the disciplinary proceedings.

Vitor Marques Cruz, Onelegal Partner.

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