Morocco’s diversified economy, which grew by 3.2% in 2024 according to the World Bank, makes it an attractive destination for expanding businesses. If your company is hiring locally, it’s essential to understand Morocco’s probation period regulations.

Governed by the Labour Code (Law No. 65-99), probation periods in Morocco serve as a trial period that allows employers to evaluate an employee’s suitability before confirming them into a permanent position.

In this guide, we’ll explore how probation periods are structured under the Moroccan labor law. That way, you can hire confidently while staying fully compliant.

Definition of a Probation Period in Morocco

Probation period is defined under Morocco’s Labour Code, especially Articles 14 through 21. It is considered a trial phase during which employers can evaluate a new hire’s suitability for the role. At the same time, the employee assesses whether the job and company culture meet their expectations. 

If the role includes a probation period, it must be clearly stated in the employment contract. Without a written clause, the employee is considered permanent from the first day of employment.

The probation period ends when either party terminates the contract. If no action is taken, the employee automatically transitions to permanent status once the agreed-upon probation period expires.

Lengths of Probationary Periods in Morocco

Morocco’s Labour Code Law No. 65-99 sets probation period limits based on job classification:

Employee CategoryMaximum Probation Period
Blue-collar employeesUp to 15 working days
White-collar employeesUp to 30 working days
Managers or ExecutivesUp to 90 working days

Employers may extend the probation period once, provided the extension does not exceed the original duration. For example, a manager may be subject to a maximum probation period of six months in total (three months initially, plus a three-month extension). Blue-collar employees may have up to four weeks of probation.  

If neither party terminates the contract during the probation period, the employee automatically transitions to permanent status. He will gain full legal protection and benefits. At this point, termination requires valid cause in accordance with Morocco’s standard labor laws.

Fixed-Term or Definite Contracts

Fixed-term contracts, known as CDDs (Contrat à Durée Déterminée), are permitted only in certain circumstances under the Labor Code. These include replacing a temporarily absent employee, performing seasonal work, and completing tasks that are not suited to a long-term role.

While probation periods are allowed in fixed-term contracts, their duration must be proportionate to the overall contract length. Specifically:

Contract DurationNotice Period
Up to 6 months15 days
6 months to 1 year30 days
More than 1 year90 days
Unlike probation under indefinite contracts, probation periods under fixed-term contracts cannot be renewed. Once the probation period ends, the contract continues under the original terms unless both parties agree to modifications.

Legal Considerations for the Probation Period in Morocco

Morocco has a well-defined legal framework that outlines the rights and obligations of both employers and employees during the probation period and beyond.

Pay and Working Conditions

Employees on probation are entitled to the same salary and working conditions as permanent staff.  At a minimum, they must be paid the applicable national wage:

  • Non-agricultural workers receive the Interprofessional Minimum Wage (SMIG), which is 3,422.72 MAD (372 US dollars) per month as of January 2026.
  • Agricultural workers currently receive the Minimum Wage for Agricultural Workers (SMAG) of 93 MAD per day (about $10.10) from January through March 2026, and will increase to 97.44 MAD per day, 2,539 per month (about $275) starting April 1, 2026.

The legal workweek in Morocco is capped at 44 hours, typically spread over 5 or 6 days. Daily working hours must not exceed 10. Overtime must be compensated fairly, typically at a rate of 125% to 150% of the standard wage. Employees are also entitled to statutory breaks during the workday.

Both employers and employees contribute to the National Social Security Fund (CNSS), which provides coverage for pensions, healthcare (AMO), and unemployment or disability insurance.

Termination and Notice

Termination during probation is more flexible than after an employee becomes permanent, but certain rules still apply. While employees may resign at any time during probation without notice, employers must give advance notice after the first week:

  • At least 2 days if the employee is paid daily or weekly 
  • At least 8 days if the employee is paid monthly

During the probation period, either the employer or the employee may terminate the contract without providing a reason.

Probationary employees are not entitled to severance pay, which only applies after six months of continuous employment. However, they must be compensated for all work completed up to the termination date.

Once an employee attains permanent status, termination is subject to stricter legal procedures and must be supported by valid justification under Morocco’s labor laws.

Vacation / Holidays

Employees on probation are entitled to Morocco’s 14 official public holidays, with full pay, or an appropriate compensation if they are required to work. They also receive weekly rest like all other employees.

Paid annual leave typically becomes available only after six months of employment. It accrues from the start of the contract. The accrual rate is 1.5 days of paid leave per month. Therefore, by the end of six months, a probationary employee could have earned at least 9 days of paid leave.

Benefits of Probation Periods in Morocco

Morocco’s probation framework offers clear advantages for  both the employer and the employee:

  • For Employees

Maintain access to minimum wage and social security contributions from day one.

Resign with minimal notice if the role isn’t suitable.

Receive targeted training and feedback to improve performance.

Experience actual job duties and workplace dynamics before committing long-term.

  • For Employers

Evaluate employees’ skills and teamwork beyond what interviews reveal.

End contracts with minimal notice and no severance pay if the fit is poor.

Assess cultural alignment, learning curve, and adaptability during the trial phase.

Avoid long-term financial commitments for hires who do not meet expectations.

Conclusion

Morocco’s probation system offers a balanced framework that safeguards employees’ rights while allowing employers the flexibility to evaluate new hires effectively. A clear understanding of these regulations helps ensure compliant and confident hiring practices. 

For companies expanding in Morocco, getting accustomed to these labor laws, payroll, taxes, and benefits can be challenging. Remote People simplifies these administrative tasks, so you can focus on building your presence and growing your operations in the Moroccan market.

Frequently Asked Questions

Maximum probation length in Morocco is:

  • 15 days for blue-collar workers
  • 1 month for white-collar workers
  • 3 months for workers in executive positions.

Yes. During the probation period, either employers or employees can terminate the contract without providing a reason. Employers are not required to pay severance if termination occurs before six months of service.

Yes. Employees on probation are entitled to the same legal protection as permanent workers. These include minimum wage, social security (CNSS), and workplace standards. While paid annual leave begins to accrue from the start of employment, it only becomes available after six months of service.

For fixed-term contracts (CDD), a written probation clause is mandatory. Permanent contracts (CDI) are not legally required, but it is strongly recommended that disputes be avoided.