HR software for Moroccan SMBs
Run compliant HR for your Moroccan business without piecing it together from spreadsheets. Leave, contracts, and records aligned with the Code du Travail, CNSS, and Law 09-08.
HR in Morocco: what you need to know
Moroccan employment law sits in the Code du Travail (Law 65-99), which has been stable for two decades. For a Casablanca startup or a Rabat family business, the Code defines contracts, leave, working hours, and termination. Collective agreements in larger sectors sometimes add to it, but the statutory floor is where every employer has to start.
Payroll is split across several institutions. CNSS handles social security across five branches including retirement, family allowances, and AMO mandatory health insurance. The DGI collects IR personal income tax, which was significantly reformed by the 2025 Finance Law. CIMR is an optional supplementary retirement scheme offered by many employers as a benefit.
Moroccan business operates bilingually in French and Arabic, and contracts are typically drafted in one or both. The CNDP regulates Law 09-08 data protection, one of the older data protection frameworks on the continent.
Code du Travail (Law 65-99)
The Code du Travail is the primary law governing employment in Morocco. It covers contracts, working time, leave, termination, and collective relations. CDI (permanent) is the default contract form; CDD (fixed-term) is only legally allowed in four specific circumstances listed in Article 16.
- Annual leave accrues at 1.5 days per month, available after 6 months of continuous service, minimum 18 days per year
- Trial period (période d'essai) caps at 3 months for managers, 1.5 months for employees, 15 days for workers, each renewable once
- CDD (fixed-term) capped at 1 year for non-agricultural work, renewable once, after which it converts to CDI
- CDI termination requires valid reason, fair procedure, notice or pay in lieu, and severance (indemnité de licenciement) for eligible employees
- Maternity leave: 14 weeks fully paid, funded through CNSS, with employment protection during leave
Statutory bodies and regulators
CNSS
Caisse Nationale de Sécurité Sociale
Morocco's mandatory social security institution. Collects contributions across five branches including family allowances, short-term and long-term benefits, AMO health insurance, and a vocational training tax. Remitted monthly via the Damancom portal.
DGI
Direction Générale des Impôts
Morocco's tax authority. Collects IR personal income tax withheld by employers from each payroll. IR brackets were reformed by the 2025 Finance Law, with the top rate lowered to 37%.
AMO
Assurance Maladie Obligatoire
Mandatory health insurance for private-sector employees, administered under CNSS. Employer contributes 4.11% of gross salary, employee contributes 2.26%, both uncapped.
CIMR
Caisse Interprofessionnelle Marocaine de Retraites
Optional supplementary retirement scheme offered by many private employers on top of CNSS. Typically contributes 3% to 6% from each side, tax-advantaged.
CNDP
Commission Nationale de Contrôle de la Protection des Données
Morocco's data protection regulator. Oversees Law 09-08, processes declarations and authorizations, and handles complaints about personal data processing.
Statutory leave entitlements
| Leave type | Entitlement |
|---|---|
| Annual leave | 18 working days per year (1.5 per month), rising with service |
| Sick leave | 4 days statutory; CNSS covers certified illness beyond that |
| Maternity leave | 14 weeks fully paid, funded by CNSS |
| Paternity leave | 3 working days fully paid |
| Public holidays | 11 days per year (fixed-date national plus variable Islamic) |
Data protection
Law 09-08 on the Protection of Personal Data
Law 09-08 has governed personal data processing in Morocco since 2009. Employers must file a CNDP declaration for standard HR processing, obtain prior authorization for sensitive data (health, biometric, cross-border transfers), and operationalize employee access and rectification rights.
How Cedrios supports Morocco HR
time off
Pre-configured with Moroccan statutory leave rules, including the 1.5-days-per-month accrual and the service-based increase up to 30 days. Ramadan scheduling patterns are easy to document as a company policy.
Explore featurepeople
One clean record per person with CIN number, CNSS number, bank details, and dependent information. Bilingual-friendly fields for teams working in both French and Arabic.
Explore featuredocuments
Store CDI and CDD contracts, ID copies, and medical certificates with expiry alerts and role-based access. Medical certificates stay separate from the general file, matching Law 09-08 expectations for sensitive data.
Explore featurecompliance
Morocco-aligned compliance defaults: role-based access, audit trail, and retention settings that match Law 09-08 and CNDP expectations. A clean baseline for a CNDP declaration.
Explore featureFree tool
Calculate Morocco leave entitlements
Free Morocco leave calculator pre-loaded with Code du Travail entitlements. Enter a start date and see annual, sick, maternity, and paternity leave totals with the service-based progression.
Open the calculatorIn-depth guides for Morocco employers
Code du Travail: Employee Leave Entitlements Under Moroccan Labour Law (2026 Guide)
A practical guide to employee leave in Morocco in 2026, covering annual leave, maternity, paternity, sick leave, public holidays, and Ramadan considerations.
ComplianceCNSS, IR, AMO, and CIMR: Understanding Moroccan Payroll Deductions for Employers
A practical guide to Morocco's payroll deductions in 2026, covering CNSS, AMO, IR income tax brackets, the CIMR supplementary scheme, and common employer mistakes.
HR ManagementHow to Hire Employees in Morocco: A Practical Guide for SMBs
A step-by-step guide to hiring in Morocco in 2026, covering offer letters, employment contracts, CNSS and DGI registrations, bilingual considerations, and first payroll.
HR ManagementFixed-Term vs Permanent Contracts in Morocco: When to Use Which
Understanding CDD and CDI contracts in Morocco, when each is legally allowed, renewal limits, and how the courts reclassify misused fixed-term contracts.
ComplianceMorocco Data Protection Law 09-08: HR Compliance for Small Businesses
What Law 09-08 requires from Moroccan employers, how CNDP declaration and authorization work, and the specific HR obligations small businesses keep missing.
Frequently asked questions about HR in Morocco
What is the minimum annual leave entitlement in Morocco?
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Under the Code du Travail, annual leave accrues at 1.5 working days per month of continuous service. Employees can take leave after six months of service, and the annual minimum works out to 18 working days. Service-based increases raise the entitlement to a maximum of 30 days.
What are the maternity leave entitlements in Morocco?
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Female employees are entitled to 14 weeks of fully paid maternity leave, funded through CNSS short-term social benefits. At least seven weeks must be taken after birth. Dismissal is prohibited during maternity leave.
What statutory payroll deductions apply in Morocco?
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CNSS covers five branches totaling 21.09% employer and 6.74% employee. AMO (health) is 4.11% employer plus 2.26% employee, uncapped. The IR personal income tax is withheld at source against the post-reform 2026 bracket scale (0% to 37%). CIMR is optional supplementary retirement.
What data protection laws apply to HR data in Morocco?
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Law 09-08 has governed personal data processing since 2009. The CNDP regulator handles declarations, authorizations, inspections, and complaints. Most HR processing requires a prior declaration; sensitive data (health, biometric) and cross-border transfers require prior authorization.
When is a CDD (fixed-term) contract legally allowed in Morocco?
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Article 16 of the Code du Travail permits a CDD only in four cases: replacing an absent employee, temporary increase in business activity, seasonal work, or the opening phase of a new business. Used outside these, a CDD gets reclassified as a CDI by the courts.
How long must I keep employee records in Morocco?
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The Code du Travail doesn't specify a single retention period, but Moroccan practice is to keep employment records for the duration of the employment plus five years after termination, aligning with the statute of limitations for most employment disputes.
Does Cedrios support Morocco-specific payroll calculations?
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Cedrios currently supports Moroccan leave management, contracts, documents, and people records. Integrated CNSS and IR payroll is on the roadmap. Our payroll calculator handles the statutory figures in the meantime.
Ready to modernize your Moroccan HR?
Start with the free tier, pre-configured for Morocco. Add your team, switch leave tracking to Cedrios, and keep your records in one place instead of scattered spreadsheets.