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Paid leave in Morocco
Maternity, paternity, and parental leave in Morocco
Adoption leave in Morocco
Other types of leave in Morocco
Public holidays in Morocco
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Leave and time off in Morocco
Employers navigating leave and time off in Morocco need to be mindful of the country’s structured yet diverse approach to employee entitlements. The labour code sets clear provisions for paid time off in Morocco, including annual leave, sick leave, maternity and paternity leave, and other supplementary types of absence.
Employees in Morocco are entitled to at least 18 days of paid annual leave after six months of continuous service. This leave accrues at a rate of 1.5 days per month and may increase based on years of service or the age of the employee. Morocco also recognises 13 national public holidays, though some are based on the lunar calendar and vary each year.
When it comes to health-related absences, employees are granted up to four days of paid sick leave, which must be medically certified if the absence exceeds this duration. Mothers are entitled to 14 weeks of fully paid maternity leave, while fathers receive three days of paternity leave following the birth of a child. Though there is no official policy for shared parental leave, employers may negotiate unpaid or extended leave terms within individual contracts.
Other types of leave and time off in Morocco include up to four days for marriage, two days for spousal or child surgery, and up to three days for bereavement. Some entitlements may depend on collective agreements or company policy, especially in cases like adoption leave, where no legal mandate exists.
Given the layered nature of Morocco’s labour laws, employers are encouraged to align their policies with both legal minimums and employee expectations. Partnering with a local HR expert or Employer of Record, like CXC, can help ensure compliance and foster a supportive workplace culture around time off.
Paid leave in Morocco
Paid leave entitlements are a critical part of the employment relationship in Morocco. For employers, offering clear, lawful leave policies not only ensures compliance but also contributes to workforce morale and stability. Moroccan labour law outlines both annual and sick leave entitlements, with specific provisions based on tenure and employee age.
Annual leave in Morocco
Employees in Morocco begin to accrue leave after six months of continuous service. The statutory minimum is 1.5 days per month, amounting to 18 paid days of annual leave per year. For employees under the age of 18, this minimum is extended to 24 days per year.
Leave entitlements grow over time. After every five years of service with the same employer, employees receive an additional 1.5 days, up to a ceiling of 30 days annually. Annual leave in Morocco can be split into separate periods or carried forward for up to two years with employer agreement.
Leave is paid at the employee’s regular salary rate and must be disbursed at least 30 days prior to the leave start date. If employment ends before an employee takes their full leave entitlement, they are entitled to financial compensation for any unused leave.
Morocco also recognises 13 public holidays each year, which are separate from annual leave. These include both fixed and religious holidays, with dates for the latter determined by the lunar calendar and confirmed closer to their occurrence. Public holidays that fall on weekends are not typically replaced or carried over.
Sick leave in Morocco
Sick leave in Morocco is generally limited to four full days or eight half days of paid sick leave annually. For absences extending beyond this period, employees must notify their employer and provide a medical certificate specifying the reason and expected duration of the absence.
Extended medical leave is possible under Moroccan law, but if an employee is absent due to illness for more than 180 consecutive days within a calendar year, the employer is permitted to terminate their contract. The process must comply with applicable labour laws and requires documentation.
Employers should ensure their sick leave procedures are documented in employment contracts or internal policies, aligning with Moroccan labour standards to avoid disputes and support employee well-being.
Maternity, paternity, and parental leave in Morocco
While Morocco does not offer a fully developed equal parental leave system, there are important statutory provisions that give working parents time to care for a newborn. Employers should be aware of the legal entitlements related to maternity, paternity, and extended care, as well as the implications for workforce planning and compliance.
Maternity leave in Morocco
Employees in Morocco are entitled to 14 weeks of paid maternity leave, with seven weeks allocated before the expected date of birth and seven weeks after. This period is paid at 100% of the employee’s average wage from the six months preceding the leave. The employer is responsible for continuing the employee’s salary, which is later reimbursed by the social security system or CNSS.
Employees also have the option to extend their maternity leave. After the standard 14 weeks, a mother may request up to one year of unpaid leave to continue caring for the child. The law also protects mothers during this time by prohibiting employers from terminating their employment contracts during the maternity leave period.
Paternity leave in Morocco
Fathers in Morocco are entitled to three days of paid paternity leave, which must be taken within the first month following the child’s birth. This leave is fully paid and can be taken either consecutively or non-consecutively, depending on the agreement between the employer and employee. Although brief, this benefit recognises the father’s role during the newborn period.
Equal parental leave in Morocco
There is currently no formal system of equal parental leave in Morocco that grants shared or identical leave entitlements to both parents beyond the maternity and paternity provisions. However, employers are increasingly exploring enhanced benefits such as extended or flexible leave options to attract and retain talent.
For businesses asking what the parental leave policy for Morocco is, it remains focused on traditional gender roles. Still, many multinational and progressive employers offer additional time off, including family care days or flexible work arrangements, to better support working parents.
Employers looking to align with best practices while remaining compliant should consider how their internal leave policies can supplement the legal framework and support overall employee well-being.
Adoption leave in Morocco
Morocco adoption laws for employees
Adoption is a legally recognised process in Morocco, but the labour code does not currently provide a statutory entitlement to adoption leave in Morocco. This means that while maternity and paternity leave are protected under Moroccan labour law, adoptive parents do not have a specific right to time off related to the adoption of a child.
Instead, leave for adoption must be arranged at the company level. In practice, this often means employers and employees may negotiate adoption leave in Morocco through individual employment contracts or collective agreements. For employers, this provides an opportunity to build flexibility and goodwill into workforce policies, even in the absence of legal mandates.
The general Morocco adoption laws related to employment do include some indirect support mechanisms. For example, fathers are entitled to three days of paid paternity leave, which might be used by an adoptive father during or shortly after adoption, depending on the terms of their contract. While not explicitly for adoption, it can be a helpful provision.
Beyond leave considerations, employers should also be aware of broader laws concerning children and the workplace. Morocco prohibits child labour under the age of 15 and sets the minimum age for domestic work at 18. The country has made strides in child protection, though it has not yet ratified the ILO Domestic Workers Convention.
Best practices for employing adoptive parents in Morocco
Even though Morocco adoption laws do not guarantee formal adoption leave, forward-thinking employers can support adoptive parents through policies tailored to their needs. Offering flexible leave arrangements, remote work options, or discretionary paid time off can ease the transition for employees who are welcoming an adopted child.
Formalising such benefits in the employment contract or internal policy handbook helps set clear expectations and demonstrates the company’s commitment to inclusivity. These gestures not only improve employee retention but also foster a supportive workplace culture.
Employers may also wish to align their policies with international benchmarks for equal parental leave. Although Morocco currently lacks a national framework in this area, private employers can choose to go beyond legal requirements and lead by example.
In the absence of formal adoption leave in Morocco, clear and compassionate HR practices can help fill the gap—both legally and ethically.
Other types of leave in Morocco
For employers operating in Morocco, it is important to be aware that leave entitlements extend beyond annual, sick, and maternity leave. Moroccan labour law and collective agreements allow for additional types of leave to accommodate key life events and family responsibilities. These supplementary leave provisions can contribute significantly to employee satisfaction and work-life balance.
Marriage leave in Morocco
Employees are entitled to marriage leave in Morocco of up to four days when they get married. This paid leave is generally stipulated by the Moroccan Labour Code or governed by collective agreements. The leave is designed to support employees during a major personal milestone without financial penalty or loss of income.
Care leave in Morocco
Short-term care leave in Morocco is also recognised under certain conditions. Employees may take up to two days of paid leave in cases where a spouse or dependent child is undergoing surgery. Additionally, employees are entitled to two days of leave for the circumcision of a child. These types of leave may be conditional on providing documentation, such as a medical certificate or hospital admission slip.
Bereavement leave in Morocco
In the unfortunate event of the death of an immediate family member, bereavement leave in Morocco entitles employees to take up to three days of paid leave. This applies to the loss of a parent, spouse, or child and allows time for the employee to attend funerary rites and support grieving family members. Some employers may extend this period depending on internal policies or contractual terms.
Additional leave types in Morocco
Further types of leave in Morocco can be found in specific employment contracts or sector-based collective agreements. For example, employees under the age of 18 benefit from an enhanced annual leave entitlement of two days per month, compared to the standard 1.5 days. Employers may also grant additional leave days for professional exams, jury duty, or other civic responsibilities on a discretionary basis.
By recognising and respecting these supplementary leave rights, employers not only stay compliant but also foster a more empathetic and supportive work environment.
Public holidays in Morocco
Public holidays play an important role in shaping workplace planning, payroll timelines, and employee expectations. In Morocco, both national and religious holidays are recognised and observed, often resulting in official time off for employees. Employers operating in the country should be familiar with the calendar of public holidays, especially since some dates shift yearly based on the lunar calendar.
Morocco observes a mix of fixed-date and moveable holidays. Fixed holidays include internationally recognised observances like New Year’s Day (1 January), Labour Day (1 May), and Independence Day (18 November). National events specific to Morocco include the Anniversary of the Independence Manifesto (11 January), Youth Day (21 August), and the Feast of the Throne (30 July).
Religious holidays are particularly significant and follow the Islamic lunar calendar. These include Eid al-Fitr, which marks the end of Ramadan, Eid al-Adha (Festival of Sacrifice), the Hijra New Year, and the Prophet Muhammad’s Birthday. Since the lunar calendar shifts each year, the exact dates for these holidays are confirmed closer to their occurrence. For instance, in 2025, Eid al-Fitr falls on 31 March, with a follow-up holiday on 1 April, while Eid al-Adha begins on 6 June.
A notable cultural addition is the Amazigh New Year (14 January), which recognises Morocco’s indigenous heritage and has been designated a national holiday. Other significant observances include the Anniversary of the Green March (6 November) and the Anniversary of the Recovery of Oued Ed-Dahab (14 August).
Employers should keep in mind that there is no legal obligation to compensate for public holidays that fall on a weekend. It is also important to review any collective bargaining agreements or internal company policies, which may offer additional leave provisions.
So, how many public holidays in Morocco should employers plan for each year? Typically, there are 13 national holidays officially recognised, though the total number of observed days can vary depending on the lunar calendar.
Start your global growth journey with CXC
Managing a growing team in Morocco can be challenging without the right local support. At CXC, we help employers stay compliant with Moroccan labour laws while scaling their workforce with confidence.
When you partner with us, we serve as your on-the-ground HR partner—tracking leave and time off entitlements like annual leave, public holidays in Morocco, sick leave, and other statutory absences. We also handle onboarding, payroll, and day-to-day workforce administration. Our local knowledge ensures your HR practices align with Moroccan labour regulations, so you can focus on growth while we take care of compliance.
Explore our Employer of Record (EoR) solution for Morocco or speak to our team to get started.
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