Morocco’s employment framework is codified in law 65-99, the Labour Code (2004), aligned with ILO conventions. The essentials for an employer:
1. Contracts
Open-ended (CDI) as the default; fixed-term (CDD) in listed cases (replacement, temporary surge, seasonal work); project contracts. Probation: up to 3 months renewable once for executives, 1.5 months for employees, 15 days for workers.
2. Working time
44 hours per week (2,288 hours/year) outside agriculture, with annualisation possible. Overtime: +25% daytime, +50% at night (+50%/+100% on the weekly rest day).
3. Minimum wage (2026)
| Legal minimum | Amount |
|---|---|
| SMIG hourly (non-farm private sector) | MAD 17.92/hour (decree 2.25.983, from 1 January 2026) |
| SMIG monthly (191 h) | ≈ MAD 3,422.72 gross |
| SMAG daily (agriculture) | MAD 97.44/day (from 1 April 2026) |
A statutory seniority bonus adds 5% after 2 years, 10% after 5, 15% after 12, 20% after 20 and 25% after 25 years.
4. Leave and public holidays
- Paid annual leave: 1.5 working days per month of service (18 days/year), rising with seniority;
- Weekly rest of at least 24 consecutive hours;
- Paid public holidays: national days (11 January, 1 May, 30 July, 14 August, 20–21 August, 6 November, 18 November) and religious festivals (Eid al-Fitr, Eid al-Adha, 1 Muharram, Mawlid).
5. Social security: CNSS and AMO
Every employer affiliates to the CNSS and registers employees. Indicative contribution rates (verify current figures at cnss.ma):
| Branch | Employer | Employee | Base |
|---|---|---|---|
| Family allowances | 6.40% | — | Gross pay |
| Social benefits (short + long term) | ≈ 8.98% | ≈ 4.48% | Capped at MAD 6,000/month |
| Health insurance (AMO) | ≈ 4.11% | ≈ 2.26% | Gross pay |
| Vocational training tax | 1.60% | — | Gross pay |
6. Ending employment
Dismissal follows strict procedure (listed gross misconduct, or economic/structural grounds with authorisation). Statutory severance per year of service: 96 hours of pay for the first 5 years, 144 h for years 6–10, 192 h for 11–15, 240 h beyond.
7. Collective relations and enforcement
Union freedom; employee delegates from 10 staff; works council from 50. The labour inspectorate monitors compliance and conciliates disputes; individual cases go to social courts. Occupational medicine is mandatory from 50 employees; work-accident insurance (law 18-12) is compulsory with private insurers, with accidents declared within 48 hours.
Current as of January 2026. The 2025 organic law on the right to strike completed the collective framework — have local counsel validate your HR setup.