Recent developments in Morocco
We understand how challenging it can be to keep up with regulatory changes. That’s why we actively monitor developments—so you don’t have to. Below are the key employment-law updates applicable in Morocco during 2026.
Minimum Wage Adjustments and Ongoing Review (2026)
Morocco continues to operate a sector-based minimum wage system, distinguishing between:
- Non-agricultural workers (SMIG).
- Agricultural workers (SMAG).
In 2026, the most recent minimum wage increases introduced in prior years remain in effect, with no new nationwide adjustment announced at the start of the year. However, tripartite dialogue between the government, employers, and trade unions remains active, and further increases may be considered as part of broader social dialogue agreements. Employers must continue applying the correct hourly or daily rates depending on the sector.
Clarified Severance Pay Calculations (2025):
Labour inspectorate activity remains a focus in 2026. Authorities continue to increase inspections related to:
- Proper application of minimum wage rates.
- Working time limits and overtime compensation.
- Employment contracts and registration with social security authorities.
- Employers are expected to maintain accurate payroll records and compliant employment documentation.
Fixed-Term and Indefinite Employment Contracts (2026)
Morocco’s Labour Code framework on employment contracts remains unchanged in 2026:
- Indefinite-term contracts remain the standard form of employment.
- Fixed-term contracts are permitted only in limited circumstances (e.g. temporary workload, seasonal activities, or replacement of absent employees).
- Authorities continue to scrutinise misuse of fixed-term contracts, particularly where roles are permanent in nature.
Social Security and Workforce Formalisation (2026)
The government continues to promote workforce formalisation through:
- Expanded registration with the National Social Security Fund (CNSS).
- Improved digital tools for declarations and contributions.
In 2026, employers are expected to ensure that all eligible employees are properly declared for social security coverage, including health insurance and pensions.
Working Time and Overtime Compliance (2026)
Statutory working time limits remain in place:
- 48 hours per week for most sectors.
- Overtime must be compensated in accordance with the Labour Code, with increased pay rates for night work, weekends, and public holidays. Enforcement around excessive working hours remains an area of regulatory attention.
Employee Protections and Collective Dialogue (2026)
Morocco continues to strengthen social dialogue mechanisms in 2026. Trade unions remain active in negotiating sectoral improvements related to wages, working conditions, and job security. Employers are encouraged to engage constructively with employee representatives and comply with collective agreements where applicable.
