Understanding Termination and Notice Periods in Morocco

As an international HR professional, I've found that navigating Moroccan employment termination requires careful attention to legal requirements. Moroccan labor law strictly prohibits dismissals without valid justification, protecting employees from arbitrary termination while ensuring employers maintain operational flexibility.

Contract Types and Termination Provisions

Morocco distinguishes between fixed-term and indefinite contracts, each with specific termination protocols. Fixed-term contracts typically conclude upon expiration or project completion, while early termination without serious fault or force majeure triggers compensation obligations.

Prohibited Grounds for Dismissal

Employers must avoid termination based on discriminatory factors including:

Union membership or participation in union activities
Political opinions or social origin
Gender, religion, or disability status
Legal complaints against the employer

Notice Period Requirements

Proper notice periods are essential for indefinite contracts. Failure to provide adequate notice requires compensation equivalent to the remuneration the employee would have earned during the notice period.

Termination Certificate Obligations

Employers must provide work certificates within eight days of contract termination, detailing employment dates and positions. Additional information about professional skills may be included by mutual agreement.

Severance Pay Structure

Employees with over six months of service qualify for severance based on tenure:

Years of Service	Compensation
First 5 years	96 hours of wages
5-10 years	144 hours of wages
11-15 years	192 hours of wages
Over 15 years	240 hours of wages

Unlawful Dismissal Scenarios

Common unlawful termination situations include:

Dismissal without proper justification
Failure to conduct mandatory pre-dismissal meetings
Discrimination-based termination
Termination of protected employees without authorization

Termination Procedures

Dismissal for Serious Misconduct

Employers must follow strict timelines, including invitation to meeting within eight days of discovering misconduct, proper documentation, and notification to labor authorities.

Resignation Process

Employees must provide written notice via registered mail, followed by exit interviews and proper handover procedures.

Unemployment Benefits Eligibility

To qualify for unemployment benefits, employees must meet contribution requirements and demonstrate active job search efforts. Benefits typically cover 70% of average salary for up to six months.

Companies like SailGlobal provide essential guidance for international businesses navigating Moroccan employment law, ensuring compliance while minimizing legal risks.

Morocco Employment Termination Guide: Notice Periods, Severance & Legal Requirements