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The World Bank expects that the overall GDP growth for Morocco will soon accelerate to 4.2%, provided that the agriculture sector returns to historic trends, the vaccine rollout succeeds, and the fiscal stimulus is maintained. The manufacturing and service sectors are projected to continue recovering. The Moroccan real GDP growth is expected to remain above its pre-pandemic trend as reforms continue and the economy stabilizes. The unemployment rate has been on a steady decline. However, the COVID-19 pandemic prompted an increase to 11.9% at year-end 2020 despite government efforts to support the economy and provide it with more liquidity. In 2019, Morocco ranked #53 in the World Bank’s Ease of Doing Business index (Sources: World Bank, Groupe Crédit Agricole, and Morocco World News).
A trusted professional employment organization with in-depth knowledge of the market in Morocco, XML International provides you with end-to-end personalised solutions to recruit and manage remote team members for your activities in Casablanca or any other city in Morocco, regardless of the size of your organisation or your industry.
Employees will be employed pursuant to local labour laws, and all required social security and taxation will be paid to the local Authorities.
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Rabat
Moroccan Dirham MAD
Arabic and Amazigh
Minimum wage in Morocco is 3000 MADs per month in the public sector, 2570.86 MAD per month in private sector and 69.73 MAD per day for agricultural workers. OK
Standard working week in Morocco is 48 hours a week or 8 hours a day, Monday to Friday. OK
Employees are entitled to paid annual leave after six months of continuous service with the same employer at the rate of 1.5 days’ leave for each month of service. Employees under 18 years of age are entitled to two days’ leave for each month of service.OK
Workers who are absent due to illness do not recieve any remuneration, regardless of the pay period. However, if the employee is already registered with a social security body such as the CNSS, the worker can claim compensation for the days of absence from that body. In the event of medical expenses incurred, the employee is also entitled to reimbursement from the mutual insurance company to which their company is affiliated. OK
Female workers are entitled to 14 weeks of maternity leave. Female workers cannot be employed during the period of 7 consecutive weeks following childbirth. OK
Working fathers are entitled to 3 days’ paid leave for the birth of a child. These three days need not be continuous but must be taken within one month after the date of birth. OK
A worker with an open ended contract can decide to terminate the employment contract at any time. Whether the worker is in the probation period or has exceeded it, they must inform the employer in writing of their decision to leave the employment. The worker will need to write a letter of resignation specifying the reasons for leaving.
The fixed-term contract can only be terminated at the end of the expiry date mentioned in the contract. However, in the event of serious misconduct, the employer may decide to terminate the contract without notice or severance pay. It may also happen that the employee subject to a fixed-term contract decides to terminate the contract. In this case, the employee must notify the employer in writing and offer to give notice, which will allow the employer to find another employee to replace him/her. However, in the event of force majeure (accident, prolonged disability), the employee may terminate the contract without observing any notice period.
The contract requires the employee to respect a notice period which is fixed at 8 days if he has not yet worked for more than one year or if he has not yet completed his trial period in the company. If the employee has already worked for more than one year, he/she must give one month’s notice (if he/she is an ordinary employee) or two months’ notice (if he/she is a manager). OK
The length of the trial period differs according to the type of contract and the level of responsibility of the employer. An employee who has signed a permanent contract must observe a trial period of 15 days if they have been hired as a worker. For all employees with employee status the trial period is set at 1.5 months. However, some companies may exceed the trial period and set it at 3 months. OK
The term “standard” rate is used to indicate the rate to be applied to all products and services that are not subject to a specific rate, as set out in the General Tax Code. For all these transactions which have nothing special written about them, the standard rate to be applied in Morocco is 20%.OK
If you want to benefit from XML employment expertise in Morocco, we invite you to fill the form below and we’ll get back to you shortly.
XML International, one of the best workforce solutions and employer of record services providers for Morocco, supports the set-up and the management of your international workforce for all your activities in Morocco. Our invaluable input consists of streamlining and handling for you the complete employment lifecycle of your teams in Morocco. We give you all the keys to handle you staff in Casablanca or any city in Morocco. XML’s knowledge of labour Moroccan laws, tax and social security system, and employment regulations allows you to tackle the challenges of local compliance in Morocco, navigate all the local complexities and avoid pitfalls.
Among our top priorities, compliance with Moroccan employment regulations and labour laws is number one. In addition to talent acquisition, recruitment services, and workforce management, we also ensure that our clients’ workforce management in Morocco is aligned with Moroccan tax and social security rules and the latest immigration processes, including visas and work permits.
Here is the list of our core services supporting your activities in Moroccan.
• GEO Services for Morocco (PEO and EOR)
• Contingent Workforce Services for Morocco
Take advantage of the targeted outsourcing solutions proposed by XML International for your expansion in Morocco or for your employees already based there. We offer a comprehensive series of bespoke and scalable outsourcing solutions specially designed for the Moroccan market.
They range from professional employer organization employment (PEO), employer of record, and contingent workforce employment services, to help you grow effortlessly and successfully in Morocco without any complications. We can also help you source, recruit, and onboard new team members locally, even if you don’t have an office in Morocco.
XML provides you with everything you need to start doing business in Morocco or to optimize your business if you are already operating there, leading to significant bottom-line savings and getting your business activities up and running in just days. Get in touch with the XML team to learn how we can boost your activities in Morocco in a cost-effective way.
Get started now and make the most of business in Morocco today!
XML has expertise and resources to meet your organization’s workforce needs wherever, and in whichever field these might be.