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Hiring & Recruiting in MaMorocco.



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One of the problematic parts of an expansion is hiring talented employees who you trust to fill your open positions. However, recruiting and hiring can look different than hiring for your parent company. You have to learn all of Morocco’s employment compliance laws, discuss the best way to onboard employees, and continue to run a new business location.

G-P will help you simplify the process through Morocco hiring outsourcing. As a global PEO, we will act as the Employer of Record and take matters of compliance on for you so that your only concern is expanding across borders.

Recruiting in Morocco

The country’s progress and development mean that new opportunities have opened up in several industries. For example, technology and communications sectors are now in high demand. However, recruiting in Morocco isn’t always easy. You’ll have to assess which languages the candidate should speak, what educational requirements they must have, and whether they must provide additional documentation if they’re an expat.

If you decide to hire a foreigner, they must obtain a work permit from the National Agency for the Promotion and Employment of Skills (ANAPEC). They will need these documents to get the permit:

  • Application forms with the appropriate stamps
  • Passport copies
  • Passport-sized photographs
  • Copy of their employment contract legalized by the government office
  • Copies of their degrees and diplomas

The entire process can take several weeks or months, so we recommend that applicants follow up regularly. If you’re staffing your business with expats, give yourself enough time to complete the permit procedure.

Some of the best places to advertise positions and look for candidates include:

  • ReKrute.
  • Option Carrière.
  • Maroc Emploi.
  • Bayt.
  • Wzayef.
  • Learn4Good.

Once you have a small staff, you can start a referral process to find other local candidates. You can also choose to work with a recruitment agency or headhunter, but you will still be responsible for all compliance laws.

Laws Against Discrimination in Morocco

While recruiting in Morocco is less strict than in other countries, the law prohibits any employment discrimination based on race, color, sex, disability, marital status, religion, political opinion, union, affiliation, and social origin, and violations lead to fines or imprisonment. Other requirements primarily concern hiring foreign workers, and you’re allowed to conduct criminal records checks, medical history checks, and drug screenings. You are also permitted to check an individual’s immigration status and social media accounts.

How to Hire Employees in Morocco

Morocco’s environment has been slowly growing over the years, and its straightforward business regulations make it relatively easy for foreign companies to expand. However, the country has extensive employment compliance laws that cover all employees and can make it difficult to hire.

When you hire employees in Morocco, you must hire them under a written employment contract in the local language. Bother fixed-term and indefinite contracts are allowed under compliance laws. The contract should include information about compensation, benefits, termination terms, and more. You should also make sure you list all salary and compensation amounts in Moroccan dirham instead of a foreign currency. Law stipulates that there should be two signed copies of each contract, both legalized by the competent authority.

Morocco Employment Laws

Morocco’s employment compliance laws are meant to protect laborers’ rights, including the right to collective bargaining. Approximately 23% of the employed population is unionized, so it’s essential to make sure you meet all of the union’s regulations in an employment contract. The Moroccan Labor Union is the largest labor union group and has a significant amount of power throughout Moroccan commerce.

Other areas covered by the Moroccan Labor Code include:

  • Conditions of employment and work.
  • Termination of employment.
  • Wages and minimum wage.
  • Minimum age for employment.
  • Maternity protections.
  • Workweek hours and overtime.
  • Paid annual and holiday leave.
  • Labor inspections.

Onboarding in Morocco

You do not have to onboard employees in one specific way per Morocco employment compliance laws. Instead, you’re free to decide how you want to introduce employees to your company. We recommend reviewing the employment contract, company code of conduct, and other key documents with new employees during their first day or week. If you’re not available to travel to Morocco for the onboarding process, try to recruit another company executive to help make employees more comfortable.

Benefits of Hiring Outsourcing in Morocco

When you decide to hire Moroccan employees yourself, you have to ensure that you’re compliant throughout every step of the process. Plus, you need to find the time to travel back and forth to Morocco to make the hires. Although you can work with any Morocco hiring outsourcing company, you’ll still be held responsible for Morocco employment compliance laws.

G-P offers the greatest benefits through our Employer of Record solution. We’ll use our existing subsidiary to help you get started in a few days instead of going through the lengthy process to set up your own subsidiary. Then, we’ll hire talented employees who will work on your behalf.

Work With G-P To Expand Globally

If you’re planning an expansion to Morocco, work with G-P to make the process easier. Contact us today to learn more.


THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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