CDD regulados: Si

Razones de utilización legítima de CDD: razones materiales y objetivas

Remarks

Art. 16 LC

Número máximo de CDD consecutivos: sin restricción

Remarks

Exceptions however are provided in Art. 17 LC: When starting-up an enterprise or launching a new product for the first-time in non-agricultural sectors, fixed-term contracts can be concluded for a maximum of 12 months, renewable once.

Duración máxima acumulativa de CDD consecutivos: 24meses

Remarks

Art. 17 LC
When opening a business for the first time or a new establishment within the company, or when launching a new product for the first time, in sectors other than agriculture, FTCs can be concluded for a maximum period of one year renewable only once. After this period, the contract becomes in any case for an indefinite period of time.

Duración maxima del periodo de prueba (en meses): 6 meses

Remarks

The duration of the probationary period is governed by Art. 14 LC as follows:
- Contract of indefinite duration:
* 3 months for executives and similar positions
* 1,5 months for white collars
* 15 days for blue collars
This trial period can be renewed once (i.e. the maximum is twice 3 months: 6 months)

- Fixed-term contract:
* Max. 2 weeks for contract concluded for less than 6 months
* Max. 1 month for contracts concluded for more than 6 months

Obligación de motivar el despido: Si

Remarks

* Dismissal based on the worker's conduct and the worker's capacity: Art. 62 LC
* Dismissal based on economic grounds: Art. 66 LC (consultation procedure).

Motivos autorizados (despido justificado): cualquiera justa causa

Remarks

Art. 35 LC: Valid reason connected with the worker's conduct, capacity or operational requirements of the undertaking.
Art. 38 LC : The employer shall apply disciplinary sanctions gradually. When disciplinary sanctions are exhausted within the year, the employer may proceed with the dismissal of the employee. In this case, the dismissal is considered justified.

Motivos prohibidos: estado civil, embarazo, licencia de maternidad, responsabilidades familiares, presentación de una queja contra el empleador, raza, color, sexo, religión, opinion política, origen social, nacionalidad, afiliación sindical y actividades sindicales, discapacidad

Remarks

Art. 9 and Art. 36 LC
Art. 159 LC: pregnant women and women on maternity leave.

Trabajadores que gozan de una protección particular (fuero): representantes de los trabajadores, mujeres embarazadas o con licencia de maternidad

Remarks

Art. 58 LC: Severance pay is doubled for workers' representatives.
Art. 457 LC: Approval by the labour administration is required in case of a disciplinary dismissal of a workers' representative.
Art. 159 LC: Prohibition to dismiss women during pregnancy and women on maternity leave.

Forma de la notificación del despido al trabajador: escrita

Remarks

* Disciplinary dismissal, mandatory procedural requirements:
Prior oral interview with possible representation by a workers' representative followed by a written decision: Art. 62 and 63 LC
*Art. 44 LC applicable to any dismissal.

Plazo de preaviso:

Remarks

Art. 1 of the Decree n°2-04-469 of 29 December 2004 : notice period varies according to the category of workers and the length of service as follows:
1) For white collars and blue collars
- less than one year of service: 8 days;
- 1 to 5 years of service: 1 month:
- more than 5 years of service: 2 months.

2) For managerial and similar positions:
- less than one year of service: 1 month;
- 1 to 5 years of service: 2 months;
- more than 5 years: 3 months.

duración de servicio ≥ 6 meses:

  • ejecutivos y asimilados: 1 meses.
  • empleados y obreros: 0.27 meses.

duración de servicio ≥ 9 meses:

  • ejecutivos y asimilados: 1 meses.
  • empleados y obreros: 0.27 meses.

duración de servicio ≥ 1 año:

  • ejecutivos y asimilados: 2 meses.
  • empleados y obreros: 1 meses.

duración de servicio ≥ 2 años:

  • ejecutivos y asimilados: 2 meses.
  • empleados y obreros: 1 meses.

duración de servicio ≥ 4 años:

  • ejecutivos y asimilados: 2 meses.
  • empleados y obreros: 1 meses.

duración de servicio ≥ 5 años:

  • ejecutivos y asimilados: 2 meses.
  • empleados y obreros: 1 meses.

duración de servicio ≥ 10 años:

  • ejecutivos y asimilados: 3 meses.
  • empleados y obreros: 2 meses.

duración de servicio ≥ 20 años:

  • ejecutivos y asimilados: 3 meses.
  • empleados y obreros: 2 meses.

Indemnización sustitutiva de preaviso: Si

Remarks

Art. 51 LC

Notificación a la administración: Si

Remarks

Disciplinary dismissals: Art. 64 LC.
Individual economic dismissals: Art. 67 LC.

Notificación a los representantes de los trabajadores: No

Remarks

Except in case of an individual economic dismissal: Art. 66 LC.

Aprobación de la administración publica o de organismos judiciales: No

Remarks

Except in case of individual dismissal on economic grounds (Art. 67 LC) and dismissal of worker's representatives (Art. 457 LC).

Acuerdo de los representantes de los trabajadores: No

Definición de despido colectivo (número de empleados afectados): Dismissal affecting all or part of the workers in undertakings with 10 or more workers.

Remarks

Art. 66 LC

Consultación previa con los sindicatos (representantes de los trabajadores): Si

Remarks

Art. 66 LC

Notificación a la administración: Si

Remarks

Art. 67 LC

Notificación a los representantes de los trabajadores: Si

Remarks

Art. 66 LC

Aprobación de la administración publica o de organismos judiciales: Si

Remarks

Art. 67 LC

Acuerdo de los representantes de los trabajadores: No

Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio): Si

Remarks

Art. 71 LC provides a list of criteria to be considered: tenure, professional values, family responsibilities. However, no order is specified.

Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...): Si

Remarks

Art. 66 LC: measures concerning alternatives to dismissal and mitigation of the negative effects are examined in the framework of the consultation process but no formal agreement is required.

Reglas de prioridad para la re-contratación: Si

Remarks

Art. 71 and 508 LC: preferential right to re-employment for 1 year.

Notas / Comentarios

Notas

See direct Request (CEACR) - adopted 2011, published 101st ILC session (2012):
"The Committee notes that 127 establishments terminated employment on economic or similar grounds in 2010, affecting more than 8,900 employees. During the first half of 2011, 57 establishments were concerned, with more than 3,410 workers having their employment terminated".

Indemnización por despido:

Remarks

Art. 52 LC: An employee bound by an employment contract for an indefinite period is entitled to compensation in the event of dismissal after six months' work in the same company, regardless of the method of remuneration and the frequency of payment of the salary.

Art. 53 LC establishes rules on severance pay as follows:
- Severance pay is due after 6 months of service.
- It corresponds to a number of hours per year that varies according to the length of service:
* 96 hours pay per year for the first 5 years
* 144 hours per year between the 6th and the 10th year
* 192 hours per year between the 11th and the 15th year
* 240 hours after the 15th year.
For the purpose of calculation, the yearly average work duration used here is 2288 hours as set in Art. 184 LC (i.e. 44 hours per week).

To determine the monthly working time: 2288 hours divided by 12, or 191 hours as monthly working time.
On this basis, the calculations are carried out as follows:
- For the first 5-year period (i.e. a total of 480 hours), for each year or part of a year from six months of seniority: 96 : 191 = 0.50 month;
- From the 6th to the 10th year, for each year or part of a year: 144:191 = 0.75 month;
- From the 11th to the 15th year, for each year or part of a year of six months: 192:191 = 1.00 month;
- For each year or part of a year beyond the 15th year: 240:191 = 1.26 month.

An online tool established by the Ministry of Labour to calculate severance pay is available at:
"Simulation / Les indeminités dûes aux salaries en cas de licenciement a l'initiative de l'employeur": http://www.emploi.gov.ma/index.php/fr/component/content/article/8-travail/13-simulation.html

duración de servicio ≥ 6 meses: 0.3 meses

duración de servicio ≥ 9 meses: 0.3 meses

duración de servicio ≥ 1 año: 0.5 meses

duración de servicio ≥ 4 años: 2 meses

duración de servicio ≥ 5 años: 2.5 meses

duración de servicio ≥ 10 años: 6.3 meses

duración de servicio ≥ 20 años: 17.5 meses

Indemnización por despido por razones económicas:

Remarks

Art. 70 LC: Redundancy payment shall be the same as severance pay.

duración de servicio ≥ 6 meses: 0.3 meses

duración de servicio ≥ 9 meses: 0.3 meses

duración de servicio ≥ 1 año: 0.5 meses

duración de servicio ≥ 2 años: 1 meses

duración de servicio ≥ 4 años: 2 meses

duración de servicio ≥ 5 años: 2.5 meses

duración de servicio ≥ 10 años: 6.3 meses

duración de servicio ≥ 20 años: 17.5 meses

Compensación por despido injustificado - libre determinación de la Corte: No

Remarks

Art. 41 LC

Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo): 1,5 months' pay per year of service but cannot exceed 36 months' pay.

Remarks

Art. 41 LC

Posibilidad de readmisión: Si

Remarks

Art. 41 LC

Conciliación previa obligatoria: No

Remarks

No mandatory conciliation before the court.
However, possibility to resort to extra-judicial conciliation before the Labour Inspectorate to claim reinstatement or damages (art. 41 LC)

Corte o Tribunal competente: jurisdicción ordinaria

Remarks

Art. 41 LC refers to the competent tribunal. No labour court in Morocco.

Arbitraje: No