Managing employee leave and vacation entitlements is a critical aspect of compliance and employee satisfaction when operating in Morocco. Understanding the specific regulations governing various types of leave, from annual holidays to sick leave and parental leave, is essential for employers to ensure they meet their legal obligations and maintain fair labor practices. Morocco's labor code outlines clear guidelines for employee time off, providing a framework that protects employee rights while offering clarity for businesses.
Navigating these regulations requires attention to detail, as entitlements can vary based on length of service and specific circumstances. Employers must accurately track leave accrual, manage requests, and ensure proper compensation during periods of absence. This comprehensive overview provides key information on the primary types of leave employees are entitled to in Morocco as of 2025.
Annual Vacation Leave
Employees in Morocco are entitled to paid annual leave after completing six months of continuous service with the same employer. The minimum duration of annual leave is determined by the employee's length of service.
- Minimum Entitlement: 1.5 working days per month of service.
- Entitlement after 5 years: Employees with more than five years of service are entitled to an additional 1.5 working days per five years of service, up to a maximum total entitlement.
- Accrual: Leave accrues monthly from the start of employment.
- Timing: The timing of annual leave is typically agreed upon between the employer and employee, taking into account business needs and employee preferences.
- Payment: Employees are entitled to their regular salary during annual leave.
| Length of Service | Minimum Annual Leave Accrual |
|---|---|
| Less than 5 years | 1.5 working days per month |
| 5 years or more | 1.5 working days per month + additional days based on service increments |
Public Holidays
Morocco observes several national and religious public holidays throughout the year. Employees are generally entitled to a paid day off on these holidays. If an employee is required to work on a public holiday, they are typically entitled to increased compensation, often double their regular pay, in addition to a compensatory day off.
Here is a list of typical public holidays observed in Morocco in 2025, though exact dates for religious holidays may vary slightly based on the lunar calendar:
| Date (Approximate) | Holiday Name | Type |
|---|---|---|
| January 1 | New Year's Day | National |
| January 11 | Independence Manifesto Day | National |
| March 3 | Throne Day | National |
| May 1 | Labour Day | National |
| June (varies) | Eid al-Fitr (End of Ramadan) | Religious |
| July 30 | Feast of the Throne | National |
| August 14 | Oued Ed-Dahab Day | National |
| August 20 | Revolution of the King and the People Day | National |
| August 21 | Youth Day | National |
| September (varies) | Eid al-Adha (Feast of Sacrifice) | Religious |
| September (varies) | Islamic New Year | Religious |
| October (varies) | The Prophet's Birthday | Religious |
| November 6 | Green March Day | National |
| November 18 | Independence Day | National |
Sick Leave
Employees in Morocco are entitled to sick leave in case of illness or injury that prevents them from working. Entitlement to paid sick leave is subject to specific conditions and requires medical certification.
- Requirement: A medical certificate from a licensed physician is required to justify absence due to illness or injury.
- Duration: The duration of sick leave is determined by the medical certificate.
- Payment:
- For non-occupational illness or injury, employees are generally not paid by the employer for the first few days (often the first 3 days).
- After the initial waiting period, employees may be entitled to daily allowances from the National Social Security Fund (CNSS), provided they meet eligibility criteria (e.g., sufficient contributions). The amount is typically a percentage of the average daily wage.
- For occupational illness or injury, different rules apply, often involving full pay from the employer and/or social security benefits from the first day.
| Type of Illness/Injury | Medical Certificate Required | Initial Waiting Period (Employer Pay) | Social Security Benefits (CNSS) |
|---|---|---|---|
| Non-occupational | Yes | Typically 3 days (unpaid by employer) | Possible after waiting period |
| Occupational | Yes | Often paid from day 1 | Possible from day 1 |
Parental Leave
Morocco's labor code provides specific entitlements for parental leave, primarily focusing on maternity leave. Paternity leave is also recognized, though typically for a shorter duration. Adoption leave provisions may also exist.
- Maternity Leave:
- Duration: Female employees are entitled to 14 weeks of maternity leave.
- Timing: This leave can be taken starting 7 weeks before the expected date of childbirth and ending 7 weeks after, or adjusted based on the actual birth date, provided the total is 14 weeks.
- Payment: Maternity leave is typically paid through daily allowances from the National Social Security Fund (CNSS), provided the employee meets contribution requirements. The amount is usually 100% of the average daily wage, subject to ceilings. The employer is not typically required to pay the salary during this period, but must maintain the employment relationship.
- Paternity Leave:
- Duration: Male employees are entitled to 3 days of paid paternity leave upon the birth of their child.
- Payment: This leave is paid by the employer.
- Adoption Leave: Specific provisions for adoption leave may exist, often mirroring aspects of maternity leave, particularly for the primary caregiver.
| Type of Parental Leave | Entitlement Duration | Typical Payment Source |
|---|---|---|
| Maternity Leave | 14 weeks | CNSS |
| Paternity Leave | 3 days | Employer |
| Adoption Leave | Varies | CNSS/Employer (check specific case) |
Other Types of Leave
Beyond the main categories, Moroccan labor law and common practice recognize other types of leave for specific personal circumstances or development.
- Bereavement Leave: Employees are typically entitled to short periods of paid leave in the event of the death of a close family member (e.g., spouse, child, parent). The duration is usually a few days (e.g., 3 days).
- Marriage Leave: Employees may be entitled to a few days of paid leave for their own marriage (e.g., 4 days).
- Study Leave: Employees may be granted unpaid leave for educational purposes, subject to employer agreement and specific conditions outlined in collective agreements or internal policies.
- Sabbatical Leave: Sabbatical leave is not a statutory entitlement but may be granted at the employer's discretion, often for long-serving employees for purposes such as professional development or rest. This is typically unpaid and subject to specific agreements.
- Leave for Family Events: Short periods of paid leave may be granted for other significant family events, such as a child's marriage or circumcision, typically 1 or 2 days.
