Engage In Morocco

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About Morocco

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As of March 2024, the estimated population of Morocco is 37,840,044.


The currency in Morocco is the Moroccan Dirham (MAD). The currency symbol is DH.

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Morocco is a North African country, featuring rugged mountains, coastlines, the Sahara desert, and a history of independence uncommon in the region. It is a constitutional monarchy with an elected parliament. The predominant religion is Islam with Arabic and Berber as its official languages, although French is also widely used reflecting its history as a French protectorate. The country’s climate is Mediterranean with lush forests to its north combined with the more arid inland deserts to its south. It has a diverse and relatively large regional economy, relying primarily on tourism, agriculture, telecoms, IT, and textiles. The country has emphasized investment in transportation, ports, and industrial infrastructure with the focus of positioning itself as a center for business across Africa. With a population estimated at 33 million, Morocco’s major cities include Rabat (its capital), Casablanca, Fez, and Marrakesh.

Employment Relationship

Permanent Employment

In Morocco, indefinite-term contracts are agreements for employees whose work does not fall under conditions for fixed-term or specific work contracts and are considered permanent. They are concluded for jobs of a permanent nature. Indefinite term contracts may include a probationary period. Permanent employees are entitled to severance pay upon dismissal after working 6 months with the same employer.

Fixed-Term or Specific-Purpose Contracts

In Morocco, employment contracts can be made for a specific duration or for the completion of a particular project. Fixed-term contracts can only be concluded in cases where the employment relationship cannot be of indefinite duration. The maximum term for a fixed-term contract in the agricultural sector is 6 months, renewable for up to 2 years. In all other sectors, the maximum term is 1 year, renewable once. If the job continues after the maximum term, a fixed-term contract becomes a contract for an indefinite period. Fixed-term contracts expire on their due date. They can also be terminated before their due date in one of the following circumstances: If a party pays compensation to the other party Due to the occurrence of a serious error on the part of the other party As a result of a force majeure. 

Temporary Employment Contratcs

In Morocco, Labor Code allows private recruitment agencies to hire employees and make them temporarily available to third-party "users" who set their tasks and control performance. A temporary employment contract can be concluded for 3 months (renewable once) or 6 months (non-renewable). Temporary employment contracts can only be used to replace an absent or suspended employee, resolve a need for additional staff caused by a temporary increase in the business's activity, provide seasonal labor, or complete tasks not customarily considered suitable for an employment contract of an indefinite period. The user company must take all preventive and protective measures to protect its temporary employees' health and safety.

Probationary Period

The length of the probationary period varies according to the type of contract and depends on the category of employees.  For contracts of an indefinite duration: Executives – 3 months Regular employees – 1.5 months Other workers – 15 days For fixed-term contracts: 1 day per workweek up to 2 weeks for contracts of less than 6 months 1 month for contracts of more than 6 months. During probationary period, any party can terminate the employment contract of their own free will without notice or compensation. However, if an employee has worked for a week, and unless the employee committed a serious mistake, the employer has to give a notice of 2 days for daily wage earners and 8 days for monthly wage earners before terminating the employment contract.

Working Hours

The Labor Code of Morocco stipulates that the regular hours of work must not exceed 10 hours per day. When employees are needed during periods of unusual activity or intermittent work, the workday can temporarily be extended to 12 hours. There are 44 hours in a workweek (typically 2,288 hours per year) for non-agricultural activities. For agricultural activities, the regular number of hours worked annually is 2,496. If work is stopped collectively or partly due to an accident or force majeure, daily working hours may be extended to make up for the lost work hours. However, before doing so, employees and trade union representatives (if applicable) must be consulted. It is prohibited to work for more than 30 days in a year to make up for lost hours. Extensions cannot exceed 1 hour per day.

Holidays / PTO

Statutory Holidays

New Year’s Day (January 1), Anniversary of the Independence Manifesto (January 11), Labor Day (May 1), Feast of the Throne (July 30), Anniversary of the Recovery Oued Ed-Dahab (August 14), Anniversary of the Revolution of the King and the People (August 20), Youth Day (August 21), Anniversary of the Green March (November 6), Independence Day (November 18), Eid Al-Fitr (date may vary), Eid Al-Adha (date may vary), Hijra New Year (date may vary), Eid Al-Mawlid Annabawi (date may vary).

Paid Annual Leave

In Morocco, the Labor Code guarantees employees a leave of 1.5 days for each month of service after 6 months of continuous employment with the same employer, unless more favorable terms are outlined in the contract. After five years of service, the number of days of paid leave increases by 1.5 days for each full employment period of five continuous or non-continuous years, up to a total of 30 days. Minor employees under the age of 18 years are entitled to 2 days of annual leave per month. Annual leave can be divided into parts or carried over two years by agreement between the employee and the employer. Annual leave is paid at employees' rate of usual remuneration at least 30 days before the leave starts. If the employment contract is terminated before the employee could enjoy their annual leave, they are eligible to receive compensation for the remaining leave regardless of the reasons that led to the termination of the employment contract.

Sick Leave

In Morocco, sick leave is unpaid. The Labor Code does not provide for the accrual of sick leave. If an employee is absent due to illness for more than 180 days during a year, the employer may ask for a resignation. An employee is entitled to paid sick leave in case of absence caused by illness or accident (other than occupational injury and accident). An employee who cannot work because of illness must inform the employer and justify their absence within 48 hours. A medical certificate must be provided if the absence is longer than four days.

Maternity Leave

The Labor Code of Morocco grants pregnant employees 14 weeks of fully paid maternity leave. The leave is expected to begin 7 weeks before the delivery date, and the remaining 7 weeks are used after birth. Maternity leave can be extended to 8 weeks before and 14 weeks after delivery if medically necessary (a medical certificate must be presented). Employees must notify their employers at least 15 days before ending their maternity leave. Employees must have been insured for at least 6 months in the last 12 months preceding the expected date of delivery to be eligible for maternity benefits. Daily allowance equals 50% of the daily wage rate. It is paid for the duration of maternity leave of 14 weeks if the employer is not paying any wages. Employers have the right to suspend the employment contract during maternity leave but are prohibited from terminating an employee's employment contract while she is on maternity leave. 

Paternity Leave

A father is entitled to 3 days of leave for a child's birth once he accepts the child's paternity. Paternity leave is fully paid and can be continuous or discontinuous. It must be taken within 1 month of birth. The leave is paid by the National Social Security Fund.

Termination of Employment

Notice Period

After the first week of employment, a notice period is required to terminate the employment contract. If the employee is paid by the day/week/fortnight, only 2 days' notice is required. If the employee is paid monthly, then 8 days' notice is required. When the employee is dismissed after the probationary period's expiry without serious misconduct, the notice period must be at least 8 days. Termination without notice or before the term of expiry leads to compensation from the responsible party. Employees are entitled to a daily break of up to 2 hours per day, not exceeding 8 hours per week, during their notice period to search for another job.

Severance Benefits

A permanent employee who has worked for at least 6 months is entitled to receive severance pay upon their dismissal as follows: 96 hours of salary for the first five years of service 144 hours of salary for the seniority period between the sixth and tenth year 192 hours of salary from 11th to 15th year of service 240 hours of salary for the service period exceeding 15 years. Severance pay is increased by 100% for a trade union representative dismissed during their tenure. Employees dismissed for disciplinary issues are not entitled to any severance pay.

Social Security


The retirement age is 60 years. Employees who have worked in the mines for at least five years retire at the age of 55. Employees qualify for pension payments if they have contributed to the scheme for at least 3,240 days. Employees may avail themselves of early retirement at the age of 55 years with 3,240 days of contributions and at least 54 days of contributions during the six months before retirement. The pension amount is equal to 50% of the average monthly wage for the first 3,240 days of insurance and is increased by 1% for each 216 day period of insurance after 3,240 days. The maximum pension is limited to 70% of the average monthly wage. The minimum monthly pension is MAD 1,000 (Moroccan dirhams).  If the insured employee does not fulfill the eligibility requirements for pension at the time of retirement, they can receive all the contributions made to the fund and the accumulated interest. Both employers and employees make contributions.

Dependents/Survivors Benefit

The widow or widower of the insured and surviving children under the age of 16 are entitled to survivors’ benefits. Children under 18 are still eligible if apprenticed or students up to the age of 21 years. There is no age limit for survivors' benefits eligibility if a child is disabled. Spouses receive 50% of the pension to which the deceased employed was entitled. If there is more than one spouse, the pension is split equally among them. Each dependent child receives 25% of the pension to which the deceased employed was entitled, limited to a maximum of 50%. A child who has lost both parents receives 50% of the pension. In addition to the pension, the survivors also receive a death grant ranging from MAD 10,000 to 12,000 (Moroccan dirhams).

Invalidity Benefit

In Morocco, the Caisse Nationale de Sécurité Sociale (CNSS) covers disability benefits for insured employees who have a permanent disability resulting from a non-work-related accident or disease. The insured person must have paid 1,080 days of contribution, including 108 days in the 12 months before the onset of disability. The pension is equal to 50% of the insured's average monthly wage for 1,080 to 3,240 days of contribution, plus a 1% increment for every 216-day period of contribution beyond 3,240 days, limited to a maximum of 70% of the average monthly wage. There is also a constant-attendance supplement of 10% of the average monthly salary paid to those who require another person's constant assistance. Sources of funds are the contributions made by both employees and employers. In case of disability due to work-related accidents or illness, benefits are paid by employers. Accidents that occur while traveling to and from work are covered. Employers also bear the cost of medical treatment, diagnostic tests, medical supplies, transportation, etc. in case of work accidents.

Taxation of Compensation and Benefits

Personal Income Tax

Residents are taxed on their income and earnings from Morocco or foreign sources, while non-residents are taxed only on income sourced in Morocco. The tax assessment year runs from January 1 to December 31. Current income tax rates are progressive and range from 0 to 38% based on the income level and whether the income falls into special categories such as investments, bonuses, etc. 


Types of Visas

Morocco offers the following types of visas to visitors: Short validity visa – This visa allows a foreign national to enter Morocco for purposes other than immigration. It allows a short uninterrupted stay or several short stays (in the case of multiple entries). It is valid for 90 days. Long validity visa – This visa allows a person to stay in Morocco for more than three months.  Transit visa – This visa allows a foreign national traveling to another country to cross Morocco's territory. It can be issued for one or two transits where each transit's duration does not exceed 72 hours.

Work Permit

Every employer that wants to employ a foreign employee in Morocco must obtain a work visa from the Migrant Employment Service of the Employment Directorate of the Moroccan Ministry of Employment. A work visa is issued for one year but is extendable for an additional one or two years. In addition to this visa, employees also require a residence permit from the Ministry of Civil Service and Administration Modernization.

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