CDD reglementés: Oui

Motifs autorisés de recours au CDD: raisons matérielles et objectives

Remarks

Art. 16 LC

Nombre maximum de CDD successifs: aucune limitation

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.

Durée cumulée maximum de CDD successifs: 24mois

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.

Durée maximale de la période d'essai (en mois): 6 mois

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

Obligation d'informer le travailleur des raisons du licenciement: Oui

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).

Motifs autorisés (licenciement justifié): tout motif légitime

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.
Art. 64 LC: A copy of the dismissal decision shall be addressed to the labour inspectorate officer. The decision to dismiss must include the reasons justifying the employee's dismissal.

Motifs prohibés: état matrimonial, grossesse, congé de matérnité, responsabilités familiales, avoir déposé une plainte contre l'employeur, race, couleur, sexe, religion, opinion politique, origine sociale, nationalité/origine nationale, affiliation et activités syndicales, handicap

Remarks

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

Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs, femmes enceintes ou en congé de maternité

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.

Forme de la notification du licenciement au travailleur: écrite

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.

Délai de préavis:

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.

ancienneté ≥ 6 mois:

  • cadres et assimilés: 1 mois.
  • employés et ouvriers: 0.27 mois.

ancienneté ≥ 9 mois:

  • cadres et assimilés: 1 mois.
  • employés et ouvriers: 0.27 mois.

ancienneté ≥ 1 an:

  • cadres et assimilés: 2 mois.
  • employés et ouvriers: 1 mois.

ancienneté ≥ 2 ans:

  • cadres et assimilés: 2 mois.
  • employés et ouvriers: 1 mois.

ancienneté ≥ 4 ans:

  • cadres et assimilés: 2 mois.
  • employés et ouvriers: 1 mois.

ancienneté ≥ 5 ans:

  • cadres et assimilés: 2 mois.
  • employés et ouvriers: 1 mois.

ancienneté ≥ 10 ans:

  • cadres et assimilés: 3 mois.
  • employés et ouvriers: 2 mois.

ancienneté ≥ 20 ans:

  • cadres et assimilés: 3 mois.
  • employés et ouvriers: 2 mois.

Indemnité compensatrice de préavis: Oui

Remarks

Art. 51 LC

Notification à l'administration publique: Oui

Remarks

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

Notification aux représentants des travailleurs: Non

Remarks

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

Autorisation de l'administration publique ou d'un organe judiciaire: Non

Remarks

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

Accord des représentants des travailleurs: Non

Définition du licenciement collectif (nombre d'employés concernés): Dismissal affecting all or part of the workers in undertakings with 10 or more workers.

Remarks

Art. 66 LC

Consultation préalable des syndicats (représentants des travailleurs): Oui

Remarks

Art. 66 LC

Notification à l'administration publique: Oui

Remarks

Art. 67 LC

Notification aux représentants des travailleurs: Oui

Remarks

Art. 66 LC

Autorisation de l'administration publique ou d'un organe judiciaire: Oui

Remarks

Art. 67 LC

Accord des représentants des travailleurs: Non

Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Oui

Remarks

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

Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Oui

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.

Règles de priorité de réembauche: Oui

Remarks

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

Notes / Remarques

Notes

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".

Indemnité de licenciement:

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

ancienneté ≥ 6 mois: 0.3 mois

ancienneté ≥ 9 mois: 0.3 mois

ancienneté ≥ 1 an: 0.5 mois

ancienneté ≥ 4 ans: 2 mois

ancienneté ≥ 5 ans: 2.5 mois

ancienneté ≥ 10 ans: 6.3 mois

ancienneté ≥ 20 ans: 17.5 mois

Indemnité de licenciement pour motif économique:

Remarks

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

ancienneté ≥ 6 mois: 0.3 mois

ancienneté ≥ 9 mois: 0.3 mois

ancienneté ≥ 1 an: 0.5 mois

ancienneté ≥ 2 ans: 1 mois

ancienneté ≥ 4 ans: 2 mois

ancienneté ≥ 5 ans: 2.5 mois

ancienneté ≥ 10 ans: 6.3 mois

ancienneté ≥ 20 ans: 17.5 mois

Compensation pour licenciement injustifié - montant librement déterminé par la cour: Non

Remarks

Art. 41 LC

Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie): 1,5 months' pay per year of service but cannot exceed 36 months' pay.

Remarks

Art. 41 LC

Possibilité de réintégration dans l'emploi: Oui

Remarks

Art. 41 LC

Conciliation préalable obligatoire: Non

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)

Courts ou tribunaux compétents: juridiction ordinaire

Remarks

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

Règlement des litiges individuels par arbitrage: Non