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Morocco payroll, hiring, talent management, and compliance requirements for your employees and independent contractors.
Workforce Africa simplifies hiring, payroll, talent management as well as your compliance needs for employees and independent contractors in Morocco. No need for a subsidiary or entity setup. From contracts and onboarding to taxes, payroll, and admin tasks, partnering with us — the Employer of Record (EoR) in Morocco, will help you focus on growth for greater levels of success.
Rabat
The length of service and the employee's job function both affect how much notice is required.
Yes
Moroccan Dirham (MAD)
Public Sector: MAD 3,500/month; Private Sector: MAD 2,902 per month, MAD 16.31 per hour
Arabi, Moroccan Berber
Workforce Africa makes it hassle free to hire and manage your remote staff in Morocco without having to first set up a subsidiary or entity in the country. We handle staff contract management and onboarding, payroll, compliance, taxes, and other administrative matters. With Workforce Africa, you can now focus more on strategic activities and growing your business. These items include >>
Payroll Cycle: The payroll frequency is generally monthly. Salary is typically paid on the last day of the month.
Overtime: The Moroccan labour code implies that employees should work 10 hours a day, including overtime.
13th/14th-Month Salary: The law has no provisions regarding the 13th month’s salary. However, paying 13th/14th-month and seniority bonuses is standard practice.
Probation Period: For indefinite-term contracts, three months is the probation period for executive/managerial positions and a month and a half for employees. The probation period can be renewed once. For fixed-term contracts: – If the contract duration is less than six months, one day per workweek up to a maximum of two weeks. One month if the contract’s duration is more than six months.
Vacation: An employee who has worked for six months continuously gets 1.5 days of leave per month, up to 18 paid days of annual leave.
The standard work week in Morocco is Forty (40) hours (about 2 days), or 8 hours a day (Mondays to Fridays). Most businesses, offices, and establishments start work from 9 AM to 5 PM.
There are 13 national public holidays in Morocco, four of which are Muslim holidays that do not have fixed dates. The holidays are:
Throne Day – July 30th
Oued Ed-Dahab Day – Aug. 14th
Revolution of the King and People Day – Aug. 20th
Birthday of King Mohammed VI (Feast of Youth) – Aug. 21st
Feast of the Green – Nov. 6th
Independence Day – Nov. 18th
Date Varies:
Islamic New Year
The birthday of the Prophet
Eid al Fitr (the end of
Ramadan) and
Eid al Adha (Feast of Abraham’s Sacrifice).
Foreigners who wish to work in Morocco must obtain a work permit (attestation de travail) issued by the Agency Nationale de Promotion de l'Emploi et des Competences (the National Agency for the Promotion and Employment of Skills (ANAPEC). The Ministry of Labour and Professional Integration claims that all employers looking to sponsor foreign nationals for employment in Morocco must do so through the online Taechir portal. A Morocco EoR offers this service to help businesses manage their clients.
Annual Leave: An employee who has worked for six months continuously accrues 1.5 days of leave per month, up to the usual 18 paid days of annual leave. Every five years, the length of paid yearly leave is extended by one and a half days, up to a maximum of 30 days (or roughly four and a half weeks) of annual leave. A total of two years may pass before annual leaves can be carried over.
Sick Leave: Employees can take sick leave if they’ve contributed 54 days (about two months) of work in six months of coverage. They receive four paid sick days each year as a perk. If the absence is expected to last four days, the employee must provide a medical certificate to justify his lack.
Maternity Leave: Pregnant employees have 14 weeks of paid maternity leave (around three months). The repartition may be as follows: 7 weeks (about one and a half months) may be taken before birth and seven weeks (about one and a half months) after.
Breastfeeding Break: The first year after maternity leave, an employee is entitled to two paid 30-minute breastfeeding breaks, one in the morning and one in the afternoon. This break stands apart from any additional rest times the company may offer.
Paternity leave: Fathers have a right to three days of compensated paternity leave.
Bereavement Leave: Employees are entitled to up to three days of leave if their spouse, kid, grandchild, parent, or stepchild passes away. 2 days off work in honour of the passing of a brother, parent, or spouse of an employee.
An employee’s marriage: 4 days of vacation, including two paid days.
Two days of leave are granted for a kid or stepchild of an employee’s wedding.
Three days are allowed for the passing of an employee’s spouse, child, grandchild, ascendant, or child from a prior union.
Two days of leave are granted if an employee’s brother, sister, or ascendant dies.
One paid day off is available if a worker’s spouse, parents, or child dies.
Death of a sibling of an employee or a spouse’s sibling or parent: 2 days of unpaid leave.
Child circumcision: two days off.
Surgery for a dependant child or spouse: 2 days off.
The employee receives one unpaid leave of absence for examinations, participates in an official international or national competition, or carries out a national sports course.
Muslim employees are entitled to a unique, unpaid leave that cannot last longer than 30 calendar days once during their employment to perform the Hajj. The employee is not entitled to receive any other holiday during this time.
Employees must be subject to the following social security contributions:
CNSS – 2.26%
AMO – 4.48% (compulsory health care insurance)
Employers have the obligation to pay the following contributions in respect of each employee;
AMO 4.11% of (basic salary + any bonus + commissions)
CNSS 8.98% of (basic salary + any bonus + commissions) capped to 6000 MAD
Family contribution 6.4% of (basic salary + any bonus + commissions)
Professional tax 1.6% of (basic salary + any bonus + commissions)
Tax: Income is taxed on a range of 0-38% and employees are eligible for income exception threshold based on their family status.
A Morocco Employer of Record (EoR) can help employers provide health insurance policies for employees and their dependents.
AMO – mandatory health insurance employer's contribution rate: AMO 4.11% of (basic salary + any bonus + commissions)
Employee contribution rate: AMO 2.26% of (basic salary + any bonus + commissions) AMOs allow insured persons and their dependents to benefit from partial coverage of several healthcare benefits. It covers the following, amongst others: Outpatient care (medical consultations, tests, dental care, optical services, radiology, prescription drugs, etc.), hospitalisation and maternity care.
Regardless of the policy employees are subscribed to, the reimbursement or the direct payment of a part of the health care costs by the essential AMO organisation, the other amount remaining at the insured's expense. The insured can take out supplementary insurance policies to cover the remaining costs.
However, if a severe or disabling illness requires long-term care or costly care, the part remaining to be paid by the insured is totally or partially exempted. Reimbursement rates differ depending on the AMO's managing body, the nature of the illness/pathology, the benefit, etc.
The applicable legal texts set these rates and can be provided by the organisation.
Cases where the employer must calculate overtime:
If an employee performs overtime work between 6 am and 9 pm, they are entitled to a premium of 25% on ‘taux horraires’, 50% of the regular hourly wage for work performed between 9pm and 6am
If an employee works on a public holiday, they should be remunerated twice the daily rate.
Employees are entitled to a minimum of 24 hours of rest each week, from midnight to midnight. They are also required to be given weekly rest on either Friday, Saturday, Sunday; or the day of the weekly market.
Any overtime work required on a weekend/rest day/Sunday is compensated at between 150% and 200% of the regular salary rate of pay, dependent on the employee’s collective agreement/contract.
Termination Process: A fixed-term contract may be terminated by the employer for any of the following reasons: business, personal, or employee misconduct. It necessitates notice and justification in writing for the termination. A warning must be given, and the employee can defend their actions if the reason is misconduct.
The notice period is one month for employees with less than a year of service
The notice period is two months for employees with one to five years of service.
The notice period is three months for employees with more than five years of service.
A shorter service period. An eight-day notice period is required.
1 – 5 years of service, there is a month notice period.
The notice period is two months for employees with more than five years of service.
If an employee has at least six months of service, employers must pay severance pay (if applicable) at a rate of 96 hours of pay per year of service, rising to 144 hours per year after five years of service, 192 hours per year after ten years, and 240 hours per year after fifteen.
The average pay earned over the 52 weeks before the contract’s termination determines the hourly severance rate.
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