Employee Rights & Labor Law in Morocco
Understand your rights as an employee in Morocco. Get free AI-powered advice on employment contracts, wrongful termination, vacation days, minimum wage, and workplace protections under the Code du Travail.
Ask About Your RightsContract Rights
Understand CDI vs CDD contracts and your rights under each type.
Wrongful Termination
Know when termination is illegal and what compensation you deserve.
Leave & Vacation
Your rights to paid vacation, sick leave, maternity/paternity leave.
Wage Protection
Minimum wage, overtime pay, and payment schedule rights.
Workplace Safety
Your employer's obligations for a safe working environment.
Dispute Resolution
How to file labor complaints and resolve workplace disputes.
Understanding Your Employee Rights in Morocco
Morocco's Code du Travail provides comprehensive protections for employees. From minimum wage guarantees to wrongful termination protections, understanding these rights is essential for every worker. 9anon AI helps you navigate the complex labor code to understand exactly what protections apply to your situation.
Employment Contracts Under Moroccan Law
The Code du Travail recognizes two main types of employment contracts: CDI (contrat à durée indéterminée) for permanent positions and CDD (contrat à durée déterminée) for temporary work. Each type carries different rights and obligations. Understanding your contract type is crucial for knowing your termination rights, benefits, and legal protections.
Employee Rights FAQ
The SMIG (Salaire Minimum Interprofessionnel Garanti) in Morocco is set by government decree and is regularly updated. It covers all sectors and is the minimum that employers must legally pay.
No. Under the Code du Travail, termination must be for serious professional misconduct or economic reasons. Wrongful dismissal entitles the employee to damages, notice period compensation, and seniority indemnity.
After 6 months of continuous service, employees are entitled to 1.5 days of paid annual leave per month of service (18 days/year). This increases with seniority.
A CDD (fixed-term contract) can only be used for temporary work. It cannot exceed 1 year (or 2 years in certain cases). If the employer continues work beyond the contract, it automatically becomes a CDI (permanent).
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