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Global Expansion Guide

Morocco

Manage and pay your employees easily with BIPO in Morocco and 170+ other markets. Build your international teams today with our global Employer of Record service!

employment guide_currency

Currency

Moroccan Dirham (MAD)

employment guide_language

Language

Arabic,

Amazigh

employment guide_capital

Capital

Rabat

Employer of Record Morocco

Employment Contract

Statutory Contributions

Minimum Wage

Public Holidays

Working Hours

Leave

Termination and Compensation

BIPO as your Employer of Record

Benefits of BIPO EOR Service in Morocco

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Employer of Record Morocco

Embark on your business expansion in Morocco with BIPO’s Employer of Record (EOR) services. Designed to assist you in navigating the intricacies of local employment laws and regulations, we can help ensure a smooth transition for your business and workforce.

As an Employer of Record (EOR), we act as your legal employment entity, streamlining the process of business expansion. Allowing businesses to focus on their core business operations while the EOR manages all aspects of compliance, payroll, HR, and employee benefits when venturing into the Moroccan market. An EOR provider addresses the common challenges associated with local employment laws, payroll regulations, and work permit requirements.

This guide was last updated on 17 June 2026. The content in this guide is current as of this date and based on common business practices.

Employment Contract

  • Employment contracts are divided into fixed-term contracts (regular/project-based) and open-ended contracts. Written contracts are not mandatory. Where a written contract is adopted, it shall be made in duplicate, signed by both the employer and the employee and certified by the competent authority, with the employee retaining one copy.

  • Upon recruitment, the employer shall inform the employee in writing of the information stipulated by laws and regulations, as well as any subsequent changes, including:

    • The insurance provider for work-related injury and occupational disease coverage;
    • The registration number with the National Social Security Fund;
    • Date, time and place of salary payment;
    • Laws, regulations and measures concerning occupational health, safety protection and hazard prevention for machinery and equipment;
    • Implementation rules for weekly rest;
    • Working hour arrangements;
    • Internal company rules;
    • Contents of collective labor agreements (if applicable)

Statutory Contributions

Scope of Application: Applicable to employees of private enterprises.

Social Insurance Type Base & Ceiling Employee Contribution Employer Contribution
Family Allowance Total salary, no ceiling – 6.40%
Short-term Social Security (Sickness & Maternity) Monthly ceiling: MAD 6,000 0.52% 1.05%
Long-term Social Security (Pension, Death & Disability) Monthly ceiling: MAD 6,000 3.96% 7.93%
Mandatory Medical Insurance Total salary, no ceiling 2.26% 4.11%
Vocational Training Total salary, no ceiling – 1.60%

Minimum Wage

Category Effective Date Minimum Wage
Non-agricultural Sector 1 January 2026 MAD 17.92 / hour
Agricultural Sector 1 April 2026 MAD 97.44 / day

Public Holidays

The public holidays listed below are national public holidays observed across Morocco. Please refer to official government announcements for the latest updates.

  • New Year’s Day
  • Independence Manifesto Day
  • Amazigh New Year
  • Eid al-Fitr (2 Days)
  • Labour Day
  • Eid al-Adha (2 Days)
  • Islamic New Year
  • Throne Day
  • Oued Ed-Dahab Day
  • Revolution Day
  • Youth Day
  • Prophet Muhammad’s Birthday
  • Green March Day
  • Independence Day

Notes

  • No mandatory compensatory day off if a public holiday falls on a scheduled rest day.

  • Overtime Compensation:

    • Employees working on public holidays shall receive regular salary plus an equivalent payment (total 200% of regular salary).
    • Employees paid on a tip basis shall be entitled to 1 day of paid compensatory leave.
    • Paid compensatory leave may be used in lieu of the equivalent payment upon mutual agreement between both parties.
  • Working hour exemptions are subject to the aforesaid provisions.

Working Hours

Normal Working Hours

Category Daily Weekly Annual
Non-agricultural Sector ≤ 10 hours (annual aggregated working hour system) 44 hours 2,288 hours
Agricultural Sector Not specified 2,496 hours

Weekly Rest

A continuous rest period of at least 24 hours is required, which shall be scheduled on Friday, Saturday, Sunday or the local market day. All employees of the same enterprise shall follow a unified weekly rest schedule.

Overtime Restrictions

  • In case of emergencies, employees may work continuously until the daily task is completed.
  • Within the subsequent 3 consecutive days, daily working hours may be extended by an additional 2 hours.

Overtime Compensation

  • Non-agricultural Sector:

    • 25% of regular salary for overtime worked between 06:00 and 21:00;
    • 50% of regular salary for overtime worked between 21:00 and 06:00 the next day.

  • Agricultural Sector:

    • 25% of regular salary for overtime worked between 05:00 and 20:00;
    • 50% of regular salary for overtime worked between 20:00 and 05:00 the next day.
  • For cross-timeframe overtime or overtime on rest days, the overtime premium may reach up to 100% of regular salary.
  • Employees who work on scheduled rest days shall be granted compensatory leave plus overtime pay.

Exemptions from Working Hours

  • Medical institution staff
  • Nursery staff
  • Enterprise welfare facility staff
  • Warehouse keepers
  • Attendance clerks
  • Office messengers and handymen
  • Workplace cleaners
  • Other similar auxiliary staff

Leave

Annual Leave

  • Type of employer: Single employer

  • Eligibility and Duration:

    • 1.5 days per month for employees aged 18 and above; 2 days per month for employees under 18
    • An additional 1.5 days for every 5 years of service, capped at 30 days in total
  • Allowance: 100% regular salary
  • Encashment: Unused annual leave upon termination must be fully compensated

Sick Leave

  • Eligibility: All employees

    • Employees shall notify the employer within 48 hours (except for force majeure)
    • A medical certificate is required for continuous absence exceeding 4 days
  • Allowance Eligibility: Employees must have made social security contributions for no less than 54 days within the 6 months prior to sick leave
  • Duration: 180 days within any consecutive 365 days

  • Allowance:

    • No allowance for the first 3 days
    • Two-thirds (2/3) of regular salary starting from the 4th day

Maternity Leave

  • Eligibility: Pregnant or giving birth female employees, a medical certificate is required
  • Allowance Eligibility: Employees must have made social security contributions for no less than 54 days within the 10 months prior to maternity leave

  • Duration:

    • Standard 14 weeks, including 7 weeks of post-natal leave
    • May be extended to 8 weeks of pre-natal leave and 14 weeks of post-natal leave based on health conditions
  • Allowance: 100% regular salary

Other Leave Types

  • Parental Leave: For female employees to care for newborns; 90 days (unpaid). An additional 1-year unpaid leave may be approved via negotiation with the employer
  • Breastfeeding Leave: Available for female employees within 12 months after childbirth; 1 hour per day (usually split into two halves in the morning and afternoon) with full pay
  • Paternity Leave: Within 1 month after the birth or legal adoption of a child; 3 days per occasion with full pay (reimbursable via social security)

  • Family Leave:

    • Marriage Leave: 4 days for the employee’s own marriage (2 days paid, 2 days unpaid); 2 days unpaid for the marriage of the employee’s child or stepchild

    • Bereavement Leave:

      • 3 days for the death of a spouse, child, grandchild, direct elder relative or stepchild
      • 2 days for the death of a sibling, spouse’s sibling or spouse’s direct elder relative
      • Only 1 day is paid for the death of a spouse, parent or child; all other cases are unpaid
    • Circumcision Leave: 2 days unpaid for the circumcision of the employee’s child
    • Care Leave: 2 days unpaid to accompany a spouse or child undergoing surgery
  • Exam / Sports Training / Competition Leave: Granted based on actual needs for examinations, national sports training or official national/international sports events (unpaid)
  • Official Duty Leave: Granted based on actual needs for attending meetings of local councils and committees (unpaid)

Termination and Compensation

Notice Period

  • Applicable to open-ended employment contracts (termination without serious misconduct)

  • Requirements:

    • The notice period shall be no less than 8 days, as specified in employment contracts, collective agreements, internal rules or established practices
    • A notice period shorter than 8 days is invalid
    • Compliance may be waived due to force majeure
    • The notice period commences on the day after the termination notice is delivered
  • If either party terminates the contract without prior notice or terminates the contract before the expiry of the notice period, the terminating party shall pay compensation equivalent to the salary due for the full notice period

Compensation

  • Fixed-term Contracts: If the contract is terminated prematurely, the terminating party shall pay remuneration equivalent to the salary that would have been payable until the original contract expiry date

  • Open-ended Contracts:

    • Eligibility: Employees with continuous service of no less than 6 months with the same employer

    • Severance Standard (per year of service):

      • 1 – 5 years of service: Wages for 96 working hours
      • 6 – 10 years of service: Wages for 144 working hours
      • 11 – 15 years of service: Wages for 192 working hours
      • Over 15 years of service: Wages for 240 working hours
  • Additional Indemnity for Arbitrary Termination: If either party arbitrarily terminates the contract, indemnity shall be calculated at 1.5 months’ salary per full or partial year of service, capped at 36 months’ salary in total

BIPO as your Employer of Record

BIPO’s total HR solutions include our award-winning HR Management System, Global Payroll Outsourcing, Employer of Record service, and Athena BI.

As your EOR partner, our services are designed to provide a comprehensive, hassle-free experience:

  • Initial Consultation: The journey typically begins with an in-depth discussion to understand your specific business needs, ensuring our EOR services perfectly align with your objectives.
  • Payroll Management: We offer a streamlined payroll system that ensures timely and accurate salary disbursement, complete with statutory deductions and contributions in full compliance with Moroccan regulations.
  • Contributions and Taxes: Our expertise in managing local social statutory contributions and local income tax ensures your business complies with Morocco’s financial obligations.
  • Compliance with Working Hours: We guarantee that your employment practices adhere to Morocco’s working hours standards, safeguarding your business against potential legal issues.
  • Leave and Paid Time Off Management: Implement and manage leave policies that comply with Morocco’s laws, ensuring a fair and transparent leave management system for your employees.
  • Regulatory Compliance: Stay ahead of local labour laws and regulations with our up-to-date compliance services, minimising legal risks for your business.
  • Other services: Work visa, permit applications, termination procedures.
Services may vary across countries.

Benefits of BIPO Employer of Record Service in Morocco

Unlock your growth potential with BIPO’s Employer of Record service in Morocco. Our EOR service empowers businesses with seamless scalability while ensuring regulatory compliance.

From smooth onboarding to risk mitigation, BIPO handles the administrative HR tasks, enabling companies to concentrate on core business functions and accelerating growth. Our local expertise and global reach ensure efficient operations, enhancing flexibility and reducing operational complexities.

Stay up to date with the latest employment regulations.

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Frequently Asked Questions (FAQ)

An Employer of Record (EOR) is a partner company that acts as the official employer for your employees.

An EOR company handles all the HR aspects and processes, including the legal complexities associated with regulatory and tax compliance.

As your EOR, BIPO supports your organisation by providing a comprehensive range of HR, payroll and advisory services to ensure your business stays compliant. These include end-to-end on/offboarding services for your employees (e.g.: payroll processing, HR and benefits administration, labour contracts, visa applications, payroll/tax compliance, and more).

By engaging BIPO as your EOR, your business benefits from:

  • Compliance in the global markets where you operate
  • Reduced costs and risk mitigation
  • Overall workforce productivity, effectiveness, and efficiencies

A global EOR benefits organisations regardless of size or industry. It is especially useful for organisations that want to:

  • Scale their global business and be fully operational in foreign markets quickly
  • Reduce financial and HR complexities while expanding internationally
  • Minimise time spent trying to understand local labour laws and foreign tax systems
  • Stay compliant across global markets while reducing HR and administrative workflows
  • Benefit from a centralised and intuitive cloud HR platform to manage international teams

A global EOR enables businesses to fast-track their market entry into international market, and reduce the complexities of setting up multiple foreign entities.

When you partner with BIPO, we take on the the day-to-day administrative tasks, while you maintain full control of the business and delegate HR workflows and hiring needs.

Our vast network of business partners across 170+ markets globally supports your business expansion plans, with in-country HR experts providing localised support. Going global has never been easier!

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