Global HR Compliance in Morocco
Entering a new market like Morocco demands more than local sales knowledge—it requires the ability to engage talent legally and sustainably from day one. Whether you’re looking to onboard local professionals or bring in skilled expatriates, hiring internationally isn’t just about filling roles. It’s about ensuring that your business stays compliant, agile, and positioned for long-term success.
Morocco’s employment laws offer both opportunity and complexity. With strict rules around contract types, probation, and termination, international companies often struggle to understand how to structure compliant employment arrangements—especially when they lack a legal presence in the country.
That’s where Acumen International comes in. Our Global Employer of Record (EOR) solution allows you to hire in Morocco without setting up a local entity. We take on the legal employer role while you retain full operational control of your staff. From compliant contracts and payroll to social security, leave, and severance—our team ensures every detail is handled accurately and in line with Moroccan law.
Use the guide below to explore Morocco’s employment regulations — or reach out directly if you’re ready to expand your team globally.
Why Hire Talent Internationally?
Hiring internationally is not simply a matter of filling roles. It’s a strategic move shaped by business ambition, operational constraints, and shifting global dynamics. Companies look beyond their borders for several key reasons:
Local Presence in Target Markets
Expanding into Morocco requires more than exporting products — it demands local insight. Hiring on the ground provides cultural fluency, regulatory familiarity, and the networks needed to establish a credible commercial presence.
Specialised Capabilities for Niche Sectors
Technical, scientific, or regulated industries often require expertise that isn’t easily sourced in the domestic market. Global hiring opens access to talent pools with experience in sectors like logistics tech, agritech, and fintech that are growing in the Moroccan economy.
Talent Distribution and Risk Resilience
Companies are no longer relying on a single HQ-centric workforce model. By distributing roles across multiple jurisdictions, businesses buffer themselves from market-specific shocks, wage inflation, and tightening labour markets.
Cost Alignment Without Compromise
In many cases, hiring globally allows firms to access top-tier professionals at compensation levels that are better aligned with their operational budgets—without lowering standards or underpaying for skill.
Faster Operational Ramp-Up
Local hires often eliminate visa delays and reduce ramp-up time compared to relocating international staff. This is especially critical for projects tied to tenders, pilot launches, or time-sensitive client engagements.
How Acumen International Can Help You Hire in Morocco
Direct Employment Without a Local Entity
We hire your workforce in Morocco on your behalf. You maintain control over their work, while we handle employment contracts, HR formalities, and payroll. No need to establish a Moroccan subsidiary.
Local Compliance, Centrally Managed
We manage statutory benefits, payroll, taxes, and contract structures in full alignment with Moroccan labour law. Our solution adapts to changes in local employment legislation, keeping you ahead of compliance risks.
Custom Support for Complex Hiring
From hiring senior expat consultants to managing dual contracts, we tailor support for companies navigating Morocco’s regulatory and linguistic landscape. We also advise on fixed-term contract use, trial periods, and dismissal procedures.
Global Mobility Support
Need to relocate talent into or out of Morocco? We manage visa sponsorship, work permits, and residency requirements, ensuring your workforce remains fully compliant with Moroccan immigration rules.
Global Payroll Calculator
Use our Global Payroll Calculator to estimate total employment costs in Morocco, run scenarios for various hiring options, and plan your global workforce budget with confidence.
One Partner Across 190+ Countries
We provide unified global employment infrastructure, so you don’t need to juggle multiple vendors or advisors. Whether you’re hiring in Casablanca or Cancún, we deliver compliance and consistency at scale.
Hiring and Firing Workforce in Morocco
Employment Contracts
In Morocco, contracts may be concluded for an indefinite period, for a fixed term, or to carry out specific work. Fixed-term contracts are allowed only under defined circumstances—such as temporarily replacing an employee, handling seasonal work, or covering a temporary increase in business activity. Any fixed-term contract not meeting these conditions may be reclassified as indefinite.
Working Hours
The legal limit for working time in non-agricultural sectors is 44 hours per week (2,288 hours per year). Employers may recover hours lost due to force majeure but must comply with restrictions: recovery is limited to 30 days per year, and no more than 10 hours of work may be performed in a single day.
Probation Period
Probationary periods for indefinite-term contracts are as follows:
- Executives: up to 3 months
- Employees: 1.5 months
- Workers: 15 days
For fixed-term contracts, the trial period cannot exceed: - 1 day per week worked (up to 2 weeks) for contracts under 6 months
- 1 month for contracts over 6 months
Annual Leave
Employees earn 1.5 days of paid leave for every month worked, after six months of continuous service. Employees under 18 years old accrue two days per month. Long-term employees receive additional days for every five years of service, capped at 30 total days annually.
Parental Leave
Pregnant employees are entitled to 14 weeks of maternity leave, starting up to 7 weeks before birth. In case of complications or medical need, leave can be extended. Employment is suspended during this period, and women must not work for at least 7 weeks following childbirth.
Sick Leave
Employees must notify the employer of illness within 48 hours and provide a medical certificate if the absence exceeds four days. Employers may request a second opinion at their own cost. Failure to follow procedures may affect sick leave pay eligibility.
Overtime
Overtime must be compensated and applies to any work beyond 44 hours per week or 10 hours per day. Companies must follow regulatory guidelines for calculating and compensating overtime, with increased pay rates for additional hours.
Minimum Wage
As of January 1, 2025, the minimum wage in Morocco has been updated. Here are the current rates:
- Public Sector: Approximately 4,000 MAD/month.
- Private Sector: 3,269 MAD/month (or 17.10 MAD/hour).
- Agriculture: 93 MAD/day (which translates to roughly 2,418 MAD/month based on a standard number of working days).
Termination & Severance
Fixed-term contracts may be terminated early only in cases of serious misconduct or force majeure. Unjustified termination entitles the employee to compensation equal to remaining wages.
For indefinite contracts, either party may terminate with notice unless dismissal is for serious misconduct. Employees with more than six months’ tenure are entitled to a severance allowance, calculated by seniority:
- 96 hours/year (years 1–5)
- 144 hours/year (years 6–10)
- 192 hours/year (years 11–15)
- 240 hours/year (years 15+)
Unlawful dismissal may result in court-mandated reinstatement or damages in addition to severance.
Employee Misclassification or Legal Risks
Morocco’s Labour Code imposes strict rules on the use of fixed-term and temporary contracts. Misclassification—such as treating permanent roles as temporary or using freelance contracts for subordinate work—can lead to reclassification, penalties, and liability for unpaid benefits and contributions.