Hire in 摩洛哥

摩洛哥名义雇主

如果您在摩洛哥拓展业务或雇佣员工时最担心的问题是不够迅速或缺乏当地专业知识，那么名义雇主也许是您实现全球发展目标的最优选择。

名义雇主（有时也被称为国际PEO）使您能够在摩洛哥快速招聘员工并使其入职（通常只需两周时间），而无需承担建立当地实体的成本和风险。

Hiring in Morocco

Morocco’s 2003 Labor Code, which consolidated what had been a piecemeal approach to labor law and applies to most workers with employment contracts, provides a floor for benefits and employment conditions, which can be augmented by collective bargaining agreements.

The employment contract for foreign employees working in Morocco must conform to a model contract prepared by the Ministry of Labor. An employment contract may cover an indefinite period, a fixed term, or the performance of a specific task.

Employment contracts in Morocco

As you look to hire employees in Morocco, here are some standard regulations you’ll need to know to create a compliant contract, as well as how an employer of record and PEO can provide support for your unique HR needs.

Working hours

Normal working hours are generally 44 per week. Employers can also distribute work hours per year if the daily work schedule does not exceed 10 hours. Agricultural workers must work 2,496 hours yearly which can be split into periods based on the crop cycles.

Employees must receive at least 24 continuous hours of rest every week.

Compensation

As you consider the appropriate salary to offer new employees, keep in mind:

• Effective September 1, 2023, to December 8, 2023, the monthly minimum wage is 3,675 MAD per month in the public sector, and 2,902 MAD per month in the private sector.
• During economic crises or other unforeseen circumstances, workers are paid only for the hours worked, up to 50% of their normal salary.
• Workers in non-agricultural activities receive a premium of 25% for extra hours worked between 6:00 a.m. and 9:00 p.m., and 50% for hours worked between 9:00 p.m. and 6:00 a.m. These premiums are raised to 50% and 100% for overtime hours worked on a rest day.
• Workers must be paid 100% of their wage on paid holidays and leave days.

As your employer of record in Morocco, we can provide you with resources and insights about employee compensation, so you are better equipped to make a competitive employment offer.

Bonuses

When an employee’s salary is not based on seniority (as provided for in the employment contract, internal rules, or a collective agreement) they are entitled to a seniority bonus calculated as follows:

• Two to five years of service: 5% of annual wages
• Five to 12 years of service: 10% of annual wages
• 12 to 20 years of service: 15% of annual wages
• 20 to 25 years of service: 20% of annual wages
• More than 25 years of service: 25% of annual wages

Probationary period

Trial periods for employment contracts of indefinite duration are:

• Three months for executives
• 1.5 months for salaried employees
• 15 days for other workers.

The trial period may be renewed once.

Termination and severance

In a case of serious misconduct, the employee may be dismissed without notice or severance pay.

A person employed under a contract of indefinite duration is entitled to severance pay at termination if the worker has been at the company for at least six months. The amount of severance pay is calculated as follows:

• Up to five years of service: 96 hours pay
• Six to 10 years of service: 144 hours pay
• 11 to 15 years of service: 192 hours pay
• More than 15 years of service: 240 hours pay

Severance pay is calculated based on the average salary during the previous 52 weeks but must be at least the minimum wage.

On termination of an employment contract, regardless of the reason, an employee is entitled to receive pay in lieu of annual leave not taken.

During a trial period, either party may terminate the contract without notice or compensation.

Employee benefits and paid leave in Morocco

When negotiating terms of an employment contract with a candidate in Morocco, here are some of the statutory benefits and paid leave requirements to keep in mind, as well as how an employer of record can support your company’s benefits strategy.

Maternity leave

An employee may take seven weeks’ maternity leave before her due date and seven weeks’ leave after the birth of a child. If the birth occurs before the due date, leave is extended until the full 14 weeks are taken. Maternity leave may also be extended in cases of medical complications.

Workers who have at least 54 days of contributions to the social security system over the preceding 10 months are entitled to maternity benefits. Maternity benefits are paid for 14 weeks at 100% of the worker’s average wage during the six months before the due date.

During the 12 months after her return to work from maternity leave, an employee is entitled to take two 30-minute breaks—one in the morning and one in the afternoon—to breastfeed her child.

Vacation

Employees receive paid annual leave after six months of continuous service with the same employer at the rate of 1.5 days’ leave for each month of service.

Employees aged under 18 years get 2 days’ annual leave for each month of service.

A worker’s annual leave increases by 1.5 days a year up to a maximum of 30 days after five years of service with an employer.

Holidays

Morocco has the following national public holidays, four are Muslim holidays without fixed dates on Western calendars.

The holidays with fixed dates are:

• New Year’s Day
• Anniversary of the Manifesto of Independence
• Amazigh (Berber) New Year
• Labor Day
• Throne Day
• Oued Ed-Dahab Day
• Revolution of the King and People Day
• Birthday of King Mohammed VI (Feast of Youth)
• Feast of the Green March
• Independence Day

The holidays that do not have fixed dates are:

• Islamic New Year
• Birthday of the Prophet
• Eid al-Fitr (the end of Ramadan)
• Eid al-Adha (Feast of Abraham’s Sacrifice)

Public holidays that fall on a weekend remain on that day and are not moved to another date.

Sick leave

Employees unable to work due to injury or illness must notify the employer within 48 hours. Absences that exceed four days must be reported to employers and verified by a medical certificate. The employees may undergo a medical examination that the employer pays for.

Health coverage

A worker may retire at age 60 and collect an old-age pension if the worker has at least 3,240 days’ contributions to the social insurance system. The old-age pension is equal to 50% of the insured’s average monthly earnings in the 96 months before retirement.

Additional benefits

In addition to healthcare benefits, employees in Morocco are entitled to pension, which is funded by government tax revenues, as well as workers compensation, which is covered through mandated employer insurance.

Employer social costs will cover a large portion of employee benefits in Morocco, but we can consult with you about supplemental coverage options, such as additional pension contributions or life insurance if needed.

Updated: April 02, 2024

Employee onboarding with an employer of record in Morocco

We write and validate all local employment contracts, streamlining the onboarding process for you and your Moroccan employees—all you have to do is provide relevant information and review and approve the employment agreement. As your employer of record in Morocco, we will:

• Schedule a welcome call to discuss HR and employment information for Morocco, as well as answer any questions
• Prepare a customized employment contract in English or other local language
• Share the employment contract and benefits information with the new employee for signature and review
• Gather tax and banking information from the employee to set up payroll
• Provide a local point of contact to the employee to answer any questions regarding their employment, local HR or payroll

The entire onboarding process for the employee is often completed in as little as two weeks.

Partner with Safeguard Global as your Morocco employer of record and PEO

With over a decade of service, we are the longest-serving employer of record and PEO provider in the international market. Organizations around the world rely on EOR, our employer of record solution, to expand and hire in 170+ countries around the world, quickly and compliantly.

We’ve seen just about every global employment circumstance imaginable—and with our extensive knowledge of local law and culture, we know what it takes to get employment right in Morocco. We provide written contracts in the local language, salaries in the local currency and HR support in your employees’ time zone.

Additionally, as a global payroll provider we support payroll administration—including payments, filings and other calculations— all around the world and can accommodate the payroll outsourcing needs of any size organization.

Whether you’re looking to hire as part of a strategic expansion or to meet specific talent needs, our global solutions advisors can walk you through your international hiring options so you can make the right choice for your organization. Contact us today.

Disclaimer

The information provided on or through this website is for informational purposes only and does not constitute legal advice. Safeguard Global expressly disclaims any liability with respect to warranty or representation concerning the information contained herein, including the lost essence, interpretation, accuracy and/or completeness of the information in transit and language translation.