Table Of Contents
1st January – New Year’s Day
11th January – Anniversary of the Manifesto of Independence
1st May – Labour Day
30th July – Throne Day
14th August – Oued Ed-Dahab Day
20th August – Revolution of the King and People Day
21st August – Birthday of King Mohammed VI
6th November – Feast of the Green march
18th November – Independence Day
Public holidays that fall on a weekend remain on that day and are not moved to another date.
Public holidays may be arranged to be paid as actual working time. An employee who works on a paid public holiday or a public holiday shall be compensated in addition to the salary relating to that day, compensation equal to 100% of the salary for that day.
When a public holiday falls on a rest day the employee will be entitled to compensation that he or she is entitled to a remuneration that the employee would receive for a normal workday.
- Vacation/Annual Paid Leave
Employees are entitled to paid annual leave after six months of continuous service with the same employer at the rate of 1.5 days’ leave for each month of service. Employees under 18 years of age are entitled to two days’ leave for each month of service.
During the calculation of the duration of paid annual leave, the following shall be considered:
- one month of work corresponds to 26 days of actual work;
- each period of continuous or discontinuous work of 191 hours corresponds to 1 month of work.
The entitlement is increased by one and a half calendar days for every five years of employment completed by the employee subject to a maximum of 30 calendar days.
- Use-it-or-lose-it policy
Unused annual leave may be carried forward to the following entitlement period only.
- PTO payout at the termination
Employees are entitled to compensatory pay at the termination of employment.
Maternity Leave and Paternity Leave
Female employees are entitled to up to 14 weeks of maternity leave. Employees are required to provide a medical certificate to their employers.
Pregnant Employees cannot be employed during the period of 7 consecutive weeks following childbirth.
The employee has the right to suspend the employment contract for a period which begins seven weeks before the presumed date of childbirth and ends seven weeks after the date thereof.
If a pathological condition, certified by a medical certificate as resulting from pregnancy or childbirth, makes it necessary to extend the period of suspension of the contract, the maternity leave is increased by the duration of this pathological condition. Such a period should not exceed 8 weeks before the expected date of delivery and 14 weeks after the date of delivery.
The employee has the right to take an additional period not to exceed 90 days beginning after the 14 weeks of Maternity leave have passed. In order to bring up her child, the employed mother may, in agreement with her employer, benefit from an unpaid leave of one year.
Fathers are entitled to 3 days of paid paternity leave. Leave can be taken in smaller parts, but must be used within one month after the date of birth. In the event that the birth takes place during an employee’s rest period, as a result of paid annual leave, sickness, or accident of any kind, this period is extended by the duration of three days.
If the absence extends more than 4 days, the employee must notify the employer of the probable duration of the absence and provide a medical certificate justifying it. Employees who cannot work due to an illness or an accident are required to inform the employer within 48 hours.
Jury Duty Leave and Voting Leave (Leave due to Public Interest)
Not specified by law.
Employees are entitled to up to:
- 3 days of leave one day is paid, due to the death of an employee’s spouse, child, grandchild, parent, or stepchild.
- 2 days of leave due to the death of an employee’s sibling or a sibling or parent of the employee’s spouse
Not specified by law.
Please consult your local legal counsel to learn more about Morocco Leave Laws.
To learn more about laws in various countries, check out our Leave Laws page.
All materials have been prepared for general information purposes only to permit you to learn more about this region's leave laws. The information presented is not legal advice, is not to be acted on as such, and may not be current. Please contact your local legal counsel to learn more about the leave laws in your country.