The employee must provide written notice to the employer before resigning.

Notice periods depend on the employee’s length of service:

Failure to respect the notice period may lead to compensation equivalent to the notice duration.

An employee may terminate the employment contract without prior notice in the event of:

• A grave insult

• Physical assault or aggression

• Incidents of sexual harassment

Generally, no severance pay is due for voluntary resignation, unless otherwise specified in contract or collective agreement.

• Payment for unused paid leave

• Payment of any outstanding salary, bonuses, or accrued benefits

• Settlement of social security and other statutory contributions up to the last working day

Grounds for terminations with cause due to serious misconduct (licenciement pour faute grave) include:

• Revealing a trade secret that harms the employer

• Theft

• Breach of trust

• Being intoxicated or using illegal drugs in public

• Physical assault

• Serious verbal abuse

• Intentional and unjustified refusal to carry out assigned duties

• Unjustified absence exceeding four days or eight half-days within a 12-month period

• Severe damage to equipment, machinery, or raw materials caused intentionally or through gross negligence

• Significant harm to company property caused by the employee

• Disregarding safety protocols resulting in substantial harm

• Any act of violence or assault against a coworker, the employer, or a company representative that disrupts business operations

Written notification specifying the cause of dismissal must be provided to the employee.

An employee may be terminated without notice in cases of serious misconduct. The dismissal is immediate.

An employee may be terminated without severance compensation in cases of serious misconduct.

• Payment of accrued but unused paid leave. For this purpose, even a partial month of work is treated as a full month when calculating the amount of leave owed.

• Payment of outstanding salary up to termination date.

• Social security contributions remain payable up to the last day of employment.

• Termination without cause (licenciement sans faute) is allowed for economic reasons, organizational changes, or when the employer no longer requires the employee’s services, provided it is not due to misconduct (Article 34 & 35, Moroccan Labor Code).

• The employer must justify the termination with legitimate reasons such as economic difficulties, restructuring, or job elimination. The employer must follow proper procedures and provide proof if challenged.

Written notice must be provided to the employee clearly stating the reason for termination.

• During the trial (probation) period, either party may terminate without notice or severance.

• After the trial period,

• Non-Cadre (Employé / Ouvrier)

  • Less than one year: Eight days

  • From one to five years: One month

  • More than five years: Two months

• Cadre (Manager / Executive)

  • Less than one year: One month

  • From one to five years: Two months

  • More than five years: Three months

• Employees working under an indefinite-term contract are eligible for severance pay upon termination if they have completed at least six months with the company. Severance is calculated as follows:

  • Up to five years of service: 96 hours of pay

  • Six to 10 years of service: 144 hours of pay

  • 11 to 15 years of service: 192 hours of pay

  • more than 15 years of service: 240 hours of pay

• The severance amount is based on the employee’s average salary over the previous 52 weeks and must not fall below the legal minimum wage.

• The employer must pay for any unused paid leave, and treat even a partial month of work as a full month when calculating the leave owed.

• Outstanding salary, bonuses, and any other contractual benefits.

• Social security and statutory contributions must be up to date.

MTA is a voluntary agreement signed by both parties (employer and employee) to terminate an employment contract by mutual consent. It is called “Contrat de Rupture Conventionnelle” in Morocco and must be formalized by a Labour Inspector.

Must be a written, mutual agreement signed by both employer and employee before a labour inspector.

There is no fixed legal notice period, but the parties typically agree on a timeframe for when the termination will take effect.

• Severance pay and other benefits are negotiated between parties and included in the agreement.

• The severance amount is typically at least equal to the legal severance due for dismissal without cause, but the parties may agree to a higher amount by mutual consent.

• The amount should comply with or exceed minimum legal requirements.

• The severance amount is based on the employee’s average salary over the previous 52 weeks and must not fall below the legal minimum wage.

Pro-rata bonuses

• Payment for accrued unused leave and any outstanding salary.

• Other benefits (bonuses, indemnities) as agreed in the mutual termination contract.

• No formal notice is legally required when a fixed-term contract expires at its agreed end date.

• The contract naturally terminates without the need for renewal or notice unless parties agree otherwise.

• No severance pay is generally due when a fixed-term contract expires normally.

• If the contract is renewed several times or the employee continues working beyond the end date without a new contract, the arrangement may be treated as an indefinite contract, which can trigger severance rights.

• Payment for any unused paid leave accrued during the contract term.
• Payment of all outstanding salary and bonuses up to the contract end date.
• Issuance of a work certificate (certificat de travail) and employment certificate (attestation de travail).

• Employer must respect the notice period stipulated in the contract, collective agreement, or as per the Labor Code if specified.
• Early termination without cause before contract expiry is allowed only with justified reasons and proper notice.
• Failure to give notice can result in payment in lieu of notice.

• Severance pay may be due if the employer terminates the fixed-term contract early without valid cause. Severance calculation generally follows rules for dismissal without cause, pro-rated to length of service.
• If the employer terminates early without such justification, they must pay the employee compensation equal to the wages and benefits that would have been earned until the contract’s expiry date.

• Payment of accrued but unused paid leave.
• Outstanding salary and contractual benefits up to termination date.
• Final settlement and social security contributions must be up to date.

On or immediately after the last working day (generally no more than a few days).

Delays may incur labor tribunal sanctions and possible damages awarded to the employee for late payment.