Hire and pay employees in Morocco

Complying with labor and employment laws in Morocco

Like any country, Morocco’s labor and employment laws can be a complex compliance maze. Morocco’s labor framework merges French-influenced legal traditions with local laws, anchored by the Moroccan Labour Code (Law No. 65-99), which sets most employment standards across the country. Whether your staff is near the coastal bustle of Casablanca or in the quieter inland city of Fès, abiding by the Labour Code is necessary for both local and foreign employers doing business in Morocco.

No matter where in the world you hire, navigating labor and employment laws in a new jurisdiction can be one of the toughest parts of expanding your global footprint. When hiring in Morocco, simplify your compliance work by partnering with Rippling EOR, which can offer expert HR support on local employment regulations so your business stays up to date with the latest laws.

Employment contracts in Morocco

Morocco’s Labour Code doesn’t explicitly require a written employment contract, except in certain situations (like for agency workers). However, it’s still best practice to put employment agreements in writing to make sure the terms of the contract are clear to both parties and to help avoid disputes down the line.

Some details you might consider including in an employment contract (though keep in mind that this isn’t an exhaustive list):

• Basic information, including names and addresses for the employer and employee
• The employee’s start date
• The duration of employment, if applicable (for example, if the contract is fixed-term)
• The place of work, or details on whether the employee will work remotely
• The employee’s role and job description
• The employee’s salary, including the amount of pay, payment frequency, and when payments will be made
• The employee’s work hours, including whether their schedule will be part-time or full-time, fixed or variable, and the notice required for schedule changes
• Benefits details, including the amount of annual paid leave the employee will receive
• Termination procedures, including how much notice is required
• Collective agreement, if applicable
• Probationary period, including how long it lasts, if applicable

Employment contracts can be indefinite or fixed-term in Morocco. Fixed-term contracts can last up to one year, and employers can renew them, but there’s no expectation that the contract will automatically renew.

Labor unions in Morocco

Unions are common and active in Morocco, especially in certain industries, like automotive, steel, and manufacturing. Major confederations include:

• Union Marocaine du Travail (UMT)
• Confédération Démocratique du Travail (CDT)
• Union Générale des Travailleurs du Maroc (UGTM)

Unions can negotiate collective agreements that might exceed baselines required by employment laws. If your staff is unionized, some common areas of negotiation often include wage floors, overtime pay, or severance terms. Strikes are allowed in Morocco, but they must follow legal procedures, especially when they occur in industries such as transport or textiles, which can disrupt critical business or the Moroccan economy.

Employees are not required to join unions or pay dues, even though working conditions bargained for by trade unions may apply to members and non-members alike. Employers cannot discriminate against employees based on their union membership status.

Aside from trade unions, companies with at least 10 permanent employees are required to elect employee delegates, and companies with more than 50 permanent employees are required to set up a work committee and a health and safety committee. Failure to follow these rules can result in fines and penalties.

Mitigating permanent establishment risk in Morocco

Permanent establishment (PE) is a concept in international tax law that refers to a fixed place of business through which a company conducts its business activities in a foreign country. It is a key factor in determining whether a company is subject to corporate tax in a foreign jurisdiction. If a company has a permanent establishment, it may be required to pay taxes on the income generated from its activities in that country.

The definition of permanent establishment can vary depending on tax treaties and local laws, but it typically includes a place of management, a branch, an office, a factory, a workshop, or any other fixed place where businesses carry out activities. Some activities, like preparatory or auxiliary functions, may not constitute a permanent establishment under certain tax treaties.

Morocco’s tax law doesn’t explicitly define PE, but Moroccan tax authorities apply the concept to non-resident companies based on criteria inspired by Morocco's tax treaties with other countries. In general, a business risks triggering PE in Morocco if they have:

• A place of management or operations
• A branch
• An agency
• Premises used for sales
• A construction project
• A purchasing office
• An operation in Morocco through a dependent agent

Businesses expanding to, doing business in, or hiring in Morocco can mitigate their PE risk by:

• Keeping their employees in Morocco in supportive roles only
• Finalizing any business negotiations outside of Morocco
• Consulting with a local tax expert for further advice

Probationary period in Morocco

A probationary period can assess and monitor the performance of new employees. Employers should state the length of the employee’s probation period in the employment contract, but it cannot be longer than the maximums under the Labour Code.

For indefinite-term contracts:

For fixed-term contracts:

For indefinite contracts, the probation period can be extended once for the same duration as it was initially. Employers cannot extend probation periods for fixed-term contracts.

Local laws in Morocco

Beyond the Labour Code, employers must consider unique rules surrounding employment in Morocco before doing business there. Observing the law establishes trust among your Moroccan workforce, avoids legal trouble, and solidifies your organization’s reputation.

Here are some key areas of Moroccan labor law that foreign employers should know when expanding their business into the country:

• Pre-employment requirements: While background checks are typically suitable for confirming a job candidate's qualifications and protecting your company, medical checks are required in Morocco before a new employee can start work.
• Equal pay for equal work: Morocco’s Labour Code explicitly prohibits wage discrimination between men and women.
• Data privacy: While not as comprehensive as Europe's GDPR, Morocco has its own data privacy regulation, Law No. 09-08, which requires employers to obtain consent before processing employees’ personal data and gives employees the right to access, modify, and amend that data. Employers must also declare data processing to the Data Protection National Commission (Commission Nationale de Protection des Données Personnelles).

Worker classification and misclassification in Morocco: Contractors vs. employees

When hiring new talent in Morocco, you need to decide which type of working arrangement—independent contractor or full-time employee—is better suited for your business needs. Both come with their own implications, so it’s important to understand the differences. If you misclassify workers in Morocco, you could face penalties, back taxes, and serious legal action.

Worker classification in Morocco: Key differences between contractors and employees

Consequences of misclassification in Morocco

Misclassifying workers in Morocco can result in serious consequences. If authorities (like the Inspection du Travail) deem that a contractor is actually an employee, your business could face:

• Back social contributions: These can include missed CNSS payments and potential fines and interest for late contributions.
• Financial penalties: The Labour Code imposes sanctions for circumventing wage or benefit rules. Businesses can face fines and other legal trouble for breaking the law.
• Legal risks: Misclassified workers might sue for their recognized employee status, claiming severance or unpaid leave. Not only can this be costly for businesses, but it can tarnish your organization’s reputation.

Wages and payroll in Morocco

When expanding your business and hiring in a new, foreign jurisdiction, managing wages and payroll is a complex yet necessary part of the process. Morocco’s wage framework is set under SMIG (Salaires Minima Interprofessionnels Garantis) and SMAG (Salaires Minima Agricoles Garantis), orders from the Minister of Labour and National Permanent Labour Council, and the Labour Code. Calculating your Moroccan employees’ salaries or wages is just the first step; next, you need to withhold taxes and comply with relevant laws.

Here’s what employers need to know about wages and payroll in Morocco.

Minimum wage in Morocco

Morocco has two minimum wages:

• The SMIG (Salaires Minima Interprofessionnels Garantis), which is for non-agricultural work
• The SMAG (Salaires Minima Agricoles Garantis), which is for agricultural work

As of 2025, the minimum wages are:

• MAD 17.10 per hour for non-agricultural work
• MAD 93 per day for agricultural work

In big cities like Casablanca, many professionals earn well above the minimum wage. However, for entry-level or manual roles, it’s essential to ensure your organization complies with the minimum wage to avoid labor inspector fines and disputes.

Payroll frequency in Morocco

Moroccan law doesn’t require a specific payroll frequency. The most common payroll cycle in Morocco is monthly, but some organizations pay their employees every two weeks or even weekly. The Labour Code states that employers should disburse wages regularly on the date agreed upon in the employee’s contract or workplace policy.

For professional roles, monthly salaries are common, and it’s typical for employees to receive their pay at the end of the month. Paying employees accurately and on time fosters trust, but is also important for legal compliance and avoiding disputes.

13th month pay in Morocco 

13th month pay is an additional payment given to employees, usually equivalent to one month’s salary. Employers commonly give this payment as a holiday or year-end bonus. In some countries around the world, it is a required benefit.

While Moroccan employment law doesn’t impose a 13th month salary, it’s still common practice for companies to pay 13th month bonuses and/or seniority bonuses to their employees. These can reward performance or celebrate cultural festivities like Eid al-Fitr.

If you choose to grant an extra month’s pay, clarify your policy in employment contracts or your staff handbook so everyone stays on the same page.

Run payroll compliantly in Morocco

Hiring and paying employees abroad can be tricky, especially when it comes to running payroll. And complying with payroll and wage laws in Morocco means adhering to the SMIG and SMAG, withholding the correct personal income tax, and paying social security contributions (which we’ll cover in the next section). Mistakes can attract labor inspector scrutiny or tax authority audits.

However, partnering with an EOR allows you to offload critical compliance work, like figuring out deductions, following wage laws, and accurately paying employees. Rippling EOR helps you hire and pay global employees faster than ever before.

Employer and employee taxes in Morocco

When expanding your business into a new jurisdiction or hiring a global team, understanding how to navigate taxes across international borders becomes one of the most crucial parts of the process—but it’s not always easy, due to the variability and complexity of tax laws around the world.

Morocco’s tax framework merges French-inspired legal traditions with local norms, and the Direction Générale des Impôts (DGI) oversees compliance. Among the rules and regulations employers need to know are calculating the proper withholdings from employees’ salaries and remitting social contributions at the right times and in the correct amounts.

Here are the most important things to know about payroll taxes in Morocco.

Employer taxes in Morocco

Here are the mandatory employer payroll taxes in Morocco: 

 Employee taxes in Morocco

The following contributions must be deducted from employees’ paychecks as a percentage of their income: 

Moroccan employees also pay progressive income tax, meaning they pay higher tax rates the more they earn:

Penalties for not paying taxes in Morocco

Failing to file taxes on time (or filing the wrong amount) can result in serious penalties in Morocco. Missing your tax obligations, whether income tax or CNSS, can draw penalties from the DGI and social security authorities. In a country where official scrutiny can be strict, timely compliance saves you from potential fines, interest, and other consequences.

Some potential penalties for tax noncompliance include:

• Surcharges for late or non-payment: DGI may impose interest at a rate of 5% or more, plus additional surcharges, depending on the overdue amount.
• Back taxes and penalties for underreporting: You might owe back taxes, in addition to penalties proportionate to the shortfall if you underreport taxes.
• CNSS infractions: Failing to register employees or pay contributions can trigger administrative fines or potential forced back payments.

Another potential consequence to keep in mind: Morocco is home to close-knit business circles where word spreads quickly about delinquent companies. A robust payroll system or local accounting partner can help you avoid tax missteps that could hamper your business credibility. Alternatively, you can mitigate compliance concerns by relying on a local EOR to handle payroll taxes on your behalf, ensuring timely and correct filing.

Employee benefits in Morocco

Offering competitive employee benefits in Morocco can help your company stand out in a competitive hiring landscape. There are also certain mandatory benefits that employers are required to provide to all employees covered by the Labour Code. Understanding benefits requirements early on can also keep you from landing in hot water with Moroccan authorities down the line. Here’s an overview of the mandatory and optional benefits in Morocco.

Mandatory benefits in Morocco

Mandatory benefits (also called statutory benefits) are legally required, meaning employers have to offer them to their employees. In Morocco, these benefits include paid leave, which we’ll cover in detail in the following section, as well as:

• Social security contributions: In Morocco, both employers and employees contribute to the social security fund, Caisse Nationale de Sécurité Social (CNSS), which provides a number of essential public services:
• Family benefits, such as paid maternity leave
• Healthcare for employees and their dependents
• Pensions, which provide retirement benefits for employees in their post-work years
• Unemployment insurance, which provides income to individuals who lose their jobs
• Disability benefits, which offer support to employees and their families if they’re unable to work due to a disability
• Public awareness, which educates the public on various social security programs so that Moroccan employees understand their rights and entitlements

Optional benefits in Morocco

Investing in optional and fringe benefits improves your chances of attracting top talent, and many Moroccan businesses use additional perks in their benefits packages to improve their recruitment odds. But choosing which extra benefits to offer can feel overwhelming. Here are the most common additional benefits in Morocco:

• Private health insurance: Employees across the country value upgrades beyond public health insurance.
• Transportation or meal allowances: These are common in urban areas to help employees handle city traffic or daily lunches.
• Performance bonuses: A lump sum at Ramadan or year’s end can resonate with a workforce that celebrates communal festivities by traveling or hosting family.
• Flexible hours: Letting staff beat morning congestion in Casablanca or handle personal tasks can be an attractive benefit.

Though not dictated by law, these benefits help attract top talent. In a business culture that prizes personal relationships and respectful treatment, offering more than the basics fosters loyalty, especially in competitive industries.

Working hours, overtime, and leave in Morocco

Understanding standard working hours, overtime regulations, and Moroccan leave laws is crucial, but can be one of the most complex parts of expanding your business, as requirements vary significantly from country to country. When hiring across international borders, learning your way around these regulations is essential to avoid noncompliance penalties and give your employees a safe, fair working environment.

Morocco’s Labour Code sets a standard 44-hour workweek and requires employers to pay overtime rates for extra hours. Observing rest days, breaks, and annual leaves in line with national norms also ensures staff get the necessary breaks and can help with retention in a workforce that values balance and family.

Below, learn about Morocco’s working hours and leave laws so you can follow them to protect employees from overwork.

Standard working hours in Morocco

Under Morocco’s Labour Code, a standard workweek is 44 hours per week for non-agricultural sectors, which works out to 5.5 days per week, 8 hours per day. In most industries, the standard workweek is Monday to Friday, and typical working hours are between 9 a.m. and 5 p.m. However, different hours are acceptable if the employer and employee agree to them; employers should document this in the employment agreement.

Overtime laws in Morocco

Overtime is allowed as long as the employee agrees to work extra hours, in accordance with their employment agreement and applicable collective agreement. Any hours worked over 44 in a workweek are considered overtime, and employees must receive a higher pay rate. The Labour Code has different overtime requirements depending on when the employee performs work: 

• 25% more than the employee’s typical rate if they work between 6 a.m. and 9 p.m.
• 50% more than the employee’s typical rate if they work between 9 p.m. and 6 a.m.
• 100% more than the employee’s typical rate if they work on a public holiday

There are no overtime exemptions; any employee who works more than 44 hours in a week is entitled to overtime pay. Employment agreements or collective agreements can set higher overtime pay rates than the statutory minimums, but employees cannot receive less than what the Labour Code specifies.

Rest period and break laws in Morocco

Unlike in many countries, employees in Morocco don’t have a statutory right to rest breaks during the workday or a minimum daily rest period. However, the Labour Code requires all employees to get at least 24 consecutive hours of rest each week. It’s common for this to be on Sundays, but different days are acceptable if the industry or nature of the work requires working on Sundays.

Even though employees aren’t legally entitled to daily breaks, it’s still standard for employers to allow them to take a break, especially during intense midday heat. And during Ramadan, many workplaces shorten daily hours or shift schedules to accommodate fasting employees.

Leave laws in Morocco

In addition to the rules around working hours and overtime, annual leave and other forms of time off are statutory for employees covered by Morocco’s Labour Code. These breaks ensure employees have adequate time off to care for themselves and their families and gather for important milestones, like Eid or wedding celebrations.

Here are the types of leave employees are entitled to receive in Morocco:

• Annual leave: Employees are entitled to a minimum of 1.5 days of paid leave per month of service, totalling 18 days per year for full-time employees. Employers may provide additional vacation days beyond the statutory requirement as part of their company policy or contractual agreement.
• Sick leave: Employees are entitled to four days of sick leave per year, paid by their employer. If their absence lasts longer than four days, they need a medical certificate and can collect pay from the social security system.
• Maternity leave: Pregnant employees can take up to 14 weeks of maternity leave—seven weeks before giving birth, and seven weeks after. The employer pays for maternity leave at 100% of the employee’s regular pay rate. The employee can then request up to a year of additional maternity leave, which is unpaid.
• Paternity leave: Fathers are entitled to three days of paid paternity leave, which they can take within the first month after their child is born.
• Marriage leave: Employees are entitled to up to four days of leave when they get married.
• Bereavement leave: Employees are entitled to up to three days of leave following the death of an immediate family member.
• Family care leave: Employees are entitled to different lengths of leave to care for family members, depending on the circumstances; for example, if a spouse or dependent child has surgery, they’re entitled to two days of leave.
• Public holidays: Morocco observes 12 public holidays. These include:
• Anniversary of the Independence Manifesto
• Amazigh New Year
• Eid al Fitr
• Labour Day
• Islamic New Year
• Feast of the Throne
• Oued Ed-Dahab Day (also known as Allegiance Day)
• Revolution of the King and the People
• Youth Day
• Prophet Muhammad’s Birthday
• Green March Day
• Independence Day

Work permits in Morocco

It’s up to employers to make sure their job candidates can legally work in Morocco when recruiting and hiring for open roles. Work permits are required for all foreign nationals aiming to work in Morocco, which the National Agency for Promotion of Employment and Competence (ANAPEC) oversees. 

Morocco has a national preference scheme, meaning employers must prove that a local employee cannot occupy the open position before ANAPEC will issue a work permit to a foreigner, except in limited cases where the worker is exempt from that requirement (more on that below).

Regardless of the type of work they’ll be doing, employers and employees must carefully and correctly follow all steps to apply for a visa to maintain compliance. Here’s what employers need to know.

Who needs a work visa in Morocco?

Any non-Moroccan national who plans to work in Morocco will need a work permit to do so legally. 

Foreigners can begin the application process by having their employer submit a valid work contract via the TAECHIR platform. In most cases, the employer must also publish the job announcement in local newspapers and demonstrate that no local employee with the right skill set is available for the position. If they meet this requirement, ANAPEC will issue the employer a certificate showing that a local employee cannot fill the position. In limited cases, a work permit applicant isn’t required to have an ANAPEC certificate if:

• They are the spouse of a Moroccan national
• Their position doesn’t require it (e.g., legal representative)
• Their employer’s status is exempt

How long does it take to get a work visa in Morocco?

Previously, obtaining a work visa in Morocco took three to six months. After efforts to streamline the immigration process, it now takes a maximum of 10 days, as long as there are no delays due to inaccuracies in the application or missing documents.

Types of work visas in Morocco

While Morocco offers several types of visas that allow visa holders to work legally, including some for short-term stays, the most common type for those looking to live and work in Morocco is the long-term visa. A foreign national planning to work for a Morocco-based company (or a global company expanding into Morocco) generally needs a long-term visa and a work permit for legal employment.

Termination and redundancy in Morocco

When making your first hire in Morocco, termination policies might be far from your mind. But if you don’t know the basics about offboarding employees, you could be setting yourself up for trouble when it’s time to part ways with an employee down the road.

Morocco’s Labour Code sets forth rules that ensure employees have stable working relationships, requiring just cause or a fair process for dismissals and terminations. If you’re parting ways with employees in the country, you have to know and adhere to specific rules for grounds, notice, and compensation, especially in cases of redundancy.

Here’s what to know about termination and redundancy rules in Morocco.

Does at-will employment exist in Morocco?

At-will employment is a legal doctrine in which either the employer or the employee can terminate the employment relationship at any time, for any reason (or no reason), and without prior notice, as long as the reason is not illegal. At-will employment is common in the US, but less so in other parts of the world.

Morocco does not recognize at-will employment. Termination (when not by mutual agreement) is only permitted with specific grounds under the law, including:

• Serious misconduct
• At least four non-serious misconducts within one year
• Economic reasons

Termination due to poor job performance is allowed, but is extremely rare and must follow strict rules:

• The employer and employee must agree upon performance objectives in writing.
• The objectives cannot be excessive.
• The employer must prove they gave the employee all the means to achieve the objectives.

Termination for economic reasons also has strict rules and involves a long, cumbersome process for employers:

1. At least one month before beginning the termination process, employers must inform the employees’ representatives, the work council, and/or the union's representatives, if any, and conduct negotiations with them to minimize the impact of the planned termination(s).
2. The employer must draft meeting minutes from the negotiations, which require signatures from the employer and employees involved. Employers must also send a copy to the labor inspector.
3. The employer must send a request for authorization to the governor, explaining the financial difficulties they’ve faced or the technological or structural reasons for the planned termination(s) with evidence.
4. The governor then has two months to inform the employer of their decision to grant or not grant the authorization.

In addition to these rules, all employees are protected against unfair dismissal due to discrimination, and employers may not terminate an employee for any reason during maternity leave.

Notice periods in Morocco

A notice period is the amount of time an employee or employer is required to give before ending an employment relationship. During this period, the employee continues to work while preparing for their departure, and the employer has time to find a replacement or manage the transition.

In Morocco, the amount of notice required depends on the employee’s length of service.

For executives and similar roles:

For employees and workers:

During the trial period, notice is not required. The employer can give or receive a simple notification to end an employment relationship. Notice is also not required in cases of serious misconduct. Employers have the right to pay in lieu of notice or place employees on garden leave if they’ve paid them their full salary at the time of notification.

Severance pay in Morocco

Severance pay is compensation provided to employees when they are laid off, terminated, or leave a company under certain conditions. In Morocco, severance pay for indefinite employees depends on their seniority. It typically varies from two to 36 months of salary, though it can be higher, depending on their collective agreement or individual contract.

For fixed-term employees, the required severance pay is equal to the wages they would have received for the remaining contract duration.

Regardless of the type of employment contract, severance pay is not required in cases of serious misconduct.

How to terminate employees compliantly in Morocco

When ending an employment relationship in Morocco, it’s crucial to follow the letter of the law—you need a legitimate reason, due process, and notice or severance if required, because mishandling any of the steps can lead to lawsuits before the country’s labour courts, or Tribunaux de Travail. Here are some of the key steps to a compliant termination:

1. Assess the reason for the termination. Make sure it’s recognized under the Labour Code, which requires statutory grounds (economic reason, misconduct, etc.).
2. Issue a written notice to the affected employee(s). The amount of notice you need to give them depends on their seniority and role; for example, executive-level and higher seniority employees must receive more notice.
3. Pay out final wages and dues. Calculate leftover holiday pay, plus severance if applicable.
4. Carefully document everything. Keep a copy of the termination letter, evidence of cause, and forms for the CNSS if relevant.

Keep in mind that you may have to follow special procedures for certain types of dismissals; for example, if you lay off employees due to economic strife, the law requires you to inform and meet with union reps and take other steps.

If you employ a global workforce, keeping track of termination requirements gets complicated. Without any assistance, employers need to master conflicting just-cause considerations, probationary and notice periods, and severance pay laws that vary both within and among countries. An alternative is to hire through an EOR, which can monitor termination requirements for you, ensuring you compliantly onboard and offboard employees every time.

FAQs about hiring in Morocco

Can I hire in Morocco without my own entity?

Yes. An employer of record (EOR) can legally employ staff on your behalf, handling payroll, CNSS registration, and local taxes. You direct day-to-day tasks, while the EOR ensures compliance. This approach bypasses forming a local company, though EOR fees might rise as your staff grows. It’s not entirely hassle-free but can ease much of the administrative burden of forming a local entity in a new, unfamiliar jurisdiction.

An EOR like Rippling can help you quickly tap into Morocco’s talent pool, grow your global workforce, and reduce both compliance risks and administrative workload.

What are the legal requirements to hire an employee in Morocco?

One of the hardest parts about global employment is sorting through all the varying legal requirements when hiring in different jurisdictions. The hiring process in Morocco is no different, with its own set of rules employers need to follow to stay compliant. A thorough onboarding process can help cover your bases, including employee background checks, registering with CNSS for social security coverage, and getting your new hire up to speed on company policies.

What is the difference between an independent contractor and an employee in Morocco?

In Morocco, employees are covered under the Labour Code, which guarantees them statutory benefits. They receive regular salary or wage payments, and their employer withholds and remits their taxes on their behalf. Independent contractors are engaged under civil or commercial contracts and don’t have the same protections and benefits as employees. They receive payments for goods or services, typically after invoicing, and are responsible for paying their own taxes.

What are the requirements for work permits in Morocco?

Non-Moroccan nationals typically need a work permit to work legally in Morocco, which requires an authorized employment contract that has been validated by the Ministry of Labour. The employer must confirm that no local worker can easily fulfill that role. Processing takes about 10 days.

What is the annual leave entitlement in Morocco?

Employees are entitled to at least 1.5 days of annual leave for every month of service, accumulating to 18 working days per full year. Additional days may apply if employees have 10+ years of service or their individual work agreement or collective agreement stipulates more leave than the statutory minimum.

How much does it cost to hire an employee in Morocco?

In addition to recruitment costs and wages, employers need to budget for taxes and their contributions to Morocco’s social scheme, which they must make for every employee they hire.

Employer taxes include:

What benefits are required for employees hired in Morocco?

Core benefits required for all employees include:

• Social contributions, which cover pensions, healthcare, and unemployment and disability insurance
• Annual leave
• Sick leave
• Parental and family care leave

What is always required when an employer terminates an employee in Morocco?

Under Morocco’s Labour Code, employers cannot terminate employees at will. You always need:

1. A valid reason, such as serious misconduct or economic problems
2. Written notice, the required length of which depends on the employee’s role and seniority
3. Documentation of the reason for the termination
4. Final wages and dues, including severance pay if there was no misconduct

In some instances, such as layoffs, the law requires additional steps, including meeting with union representatives.

How does a US company pay a foreign employee?

There are generally three ways a US company can pay a foreign employee in Morocco:

1. Form a local entity and open a local bank account to run payroll according to Moroccan law (including all relevant withholdings).
2. Partner with an employer of record in Morocco that specializes in global employment and manages salary, insurance, and taxes on your behalf.
3. Use a global payroll service that can integrate payroll for multiple countries.

Disclaimer: Rippling and its affiliates do not provide tax, legal, or accounting advice. This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, tax, legal, or accounting advice. You should consult your own tax, legal, and accounting advisors before engaging in any related activities or transactions.