Recruit
Morocco has a two document approach to background screening that catches out employers arriving from elsewhere, and a data protection regime with a genuine authorisation requirement rather than a light touch one.
The two record documents
The first is bulletin number three of the casier judiciaire, the criminal record extract. Only the individual can request it, either online through the Ministry of Justice service or from the court of first instance covering their place of birth. Candidates born outside Morocco apply through the central service in Rabat. The second is the fiche anthropometrique, a police record document issued by the national security services, which Moroccan employers request routinely and which many candidates will already hold. Employers should say which of the two they need rather than leaving candidates to guess, since the documents come from different authorities and take different amounts of time.
What employers can check
Identity through the national identity card, employment history, and academic qualifications are all standard. CNSS social security records give a dependable view of formal employment. Foreign degrees generally need equivalence recognition before they can be relied on for regulated roles, and this step is often the slowest part of onboarding.
Data protection
Law 09-08 governs the processing of personal data and is supervised by the CNDP. Unlike many regimes, it requires controllers to notify the commission before processing, and processing data relating to criminal offences needs specific authorisation rather than mere consent. An employer running systematic screening should establish its CNDP position before starting rather than afterwards.
Medical examinations
The Labour Code requires a pre-employment medical examination for new hires, carried out through occupational medicine services. The output confirms fitness for the role rather than disclosing clinical detail, and the scope should not be widened into general health enquiry.
Practical guidance
Tell candidates early which documents you require, allow time for the bulletin if they were born outside their current city, and keep written consent on file. An employer of record can manage screening, CNDP obligations, and payroll if you have no Moroccan entity.
