The Moroccan Labor Code (Law No. 65-99, enacted in 2004) governs labor relations for all employees, whether Moroccan or expatriate. This code enshrines many fundamental rights. For example, Article 24 requires the employer to "take all necessary measures to preserve the safety, health, and dignity of employees in the performance of their tasks... and to ensure the maintenance of rules of good conduct, good morals, and morality in their company."
Salary and Working Hours
The law sets a legal minimum wage (SMIG) that is periodically revised. Normal working hours are 8 hours per day and 44 hours per week. Overtime (beyond these limits) is paid at a premium: generally 125% of the normal rate on weekdays and 150% on Sundays or public holidays. Article 212 specifies that a continuous weekly rest period of at least 24 hours must be granted each week (Friday, Saturday, or Sunday) for all employees of an establishment. Exemptions from rest are possible for continuous activities but are subject to administrative control.
Leave and Rest
Employees are entitled to paid annual leave: after six months of service, they accrue 1.5 days of paid leave per month of work. This leave increases by 1.5 days every 5 years of service, without exceeding 30 days per year. Added to this are sick leave (chronic illness covered by the CNSS), maternity leave (at least 14 paid weeks for female employees), and social leave (for marriage, death, etc.). Official public holidays also entitle employees to paid rest, and work during these days must be compensated at 150%. Employers violating provisions on public holidays or weekly rest can be sanctioned with a fine as per the law.
Social Security and Social Protection
Every registered employee must be affiliated with the CNSS (National Social Security Fund) to benefit from health coverage, retirement, and family allowances. The employer deducts the social security contribution from the salary and remits it to the CNSS.
Employment Contract and Collective Rights
A written employment contract, specifying remuneration, duration, activity, and the employee's qualifications, is strongly recommended (mandatory for fixed-term contracts and managerial staff). Employees have the right to unionize and participate in collective bargaining. The right to strike is recognized after several legal steps (declaration and conciliation). Anti-discrimination provisions in employment (age, sex, belief, union status, etc.) are guaranteed by law.
End of Contract
Dismissal must be based on a real and serious cause (economic or disciplinary). The employer must respect a notice period (from 8 to 15 days depending on seniority) and pay severance if the employee has a certain number of years of service. In case of unfair dismissal, the employee can take the case to the labor court to challenge the termination and obtain damages. In any event, the employee has the right to practice their profession, change employers, and claim their rights (due salary, paid leave, etc.) before the courts.
In case of a dispute, it is advisable to contact the Labor Inspectorate or a local lawyer. Moroccan authorities generally ensure compliance with labor law (for example, labor inspectors can audit companies). Foreign nationals working in Morocco also benefit from these legal guarantees: a poorly drafted or abusive employment contract can be contested.
Knowing your rights as an employee is essential. For a broader overview of personal legal issues, including those related to employment, consult our guide: Navigating Personal Legal Matters in Morocco: A Guide.