Find your employer of record in Morocco

Before visiting Morocco, foreigners who desire to work must get a work permit (attestation de travail) from the Agence Nationale de Promotion de l'Emploi et des Competences (ANAPEC), also known as the National Agency for the Promotion and Employment of Skills.

The following paperwork is needed to apply for a work permit:

• Application forms that have been properly stamped.
• Copies of passports.
• Photos the size of a passport.
• Copy of employment contract.
• Copies of diplomas and degrees.

All employers looking to sponsor foreign nationals for work in Morocco must do so through the online Taechir site, according to the Ministry of Labour and Professional Integration. Three copies of the E-Work Permit forms must be in place with the sign of the foreign national and the signatory of the sponsoring organization when the online application procedure is complete. Both signatures should be legal (relevant Moroccan diplomatic office overseas) or valid (Notary Public).

The foreigner must next submit the completed forms along with all necessary documentation for approval to the Department of Employment in Morocco.

Once this is over, the foreigner can join the nation and start working.

Morocco's standard VAT rate is 20.00%. Hiring an employer of record in Morocco is a great way of complying with tax guidelines.

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 a justification for the termination in writing. When misconduct is the cause, a warning must be given and the employee is given the opportunity to defend their actions.

Notice Period

Notice period clauses may be included in collective agreements. The employee and the employer adhere to the notice periods specified in the union contract if they differ from the legal notice periods.

The duration of notice depends on the employee's role and length of service; if the employer cancels the agreement, the notice period is:

• Executives and other comparable positions:

• The notice period is a month for employment of less than one year.
• The notice period is 2 months for employees with one to five years of service.
• The notice period is 3 months if you have worked for more than five years.

• For personnel:

• Less than a year of service: eight days' notice is necessary.
• One month's notice is necessary for one year to five years of service.
• After five years of service, there is a two-month notice requirement.

Severance Pay

If a worker has at least 6 months of employment, employers should give severance compensation (if applicable) at a rate of 96 hours of salary annually service, rising to 144 hours each year after five years, 192 hours a year over 10 years, and 240 hours annually after 15 years.

The average pay earned over the fifty-two weeks prior to the contract's termination is used to determine the severance hourly rate.

Probation Period

For any position, there is a one-week trial period for all employees. According to job position/status, the following probationary time varies: for blue-collar workers, it is 15 days; for white-collar employees, it is 45 days; and for management, it is three months.

Paid Time Offs

An employee who has worked for six months straight accrues 1.5 days of leave per month, up to the regular 18 paid days of yearly leave. For workers under 18 years old, this can be expanded to 24 days yearly.

Every five years, the length of paid yearly leave extends 1 and a half days, up to a maximum of 30 days. 

Public Holidays

There are 12 national holidays throughout the year.

Vacation Holidays

There are 24 vacation holidays throughout the year.

Sick Days

Employees have the right to four sick days pay (or 8 half days) annually.

If the absence is extended longer than 4 days, the worker must notify the employer and produce a medical certificate to support the absence causes.

If an employee is absent from work for more than 180 days in a row, the employer has the authority to ask them to resign. With PEO and Contractor Management Services, companies can handle these responsibilities better.