Every employment relationship in Morocco must be formalised under a written contract that complies with the Code du Travail (Law 65-99). There are two contract types available to private sector employers: the CDI (Contrat à Durée Indéterminée), an open-ended indefinite contract, and the CDD (Contrat à Durée Déterminée), a fixed-term contract with strict duration and renewal rules. Choosing the wrong type, or misapplying the CDD rules, creates both contractual liability and the possibility of automatic CDI conversion, which carries significantly stronger termination protections for the employee.
AFRICA DEPLOYMENTS MOROCCO S.A.R.L., the registered entity operating at 49 Rue Jean Jaures, Casablanca, drafts all employment contracts under the Code du Travail as part of its Employer of Record service. Every contract is structured for the correct type, duration, and legal requirements before the employee starts work.
What Is a CDI in Morocco?
A CDI (Contrat à Durée Indéterminée) is the standard, open-ended employment contract in Morocco. It has no fixed end date and continues until either party terminates it in accordance with the Code du Travail. The CDI is the default contract type: when there is no specific, time-limited reason for the employment, the CDI is the legally appropriate and expected choice.
Key characteristics of a CDI:
- No end date
- Probationary periods apply: 15 days for hourly workers, 1 month for clerical/manual workers, 3 months for supervisors and technicians, 6 months for managers and executives
- Termination requires just cause (faute grave or motif réel et sérieux) or the correct notice and severance procedures
- Employee protections are strong and enforceable in Moroccan labour courts
What Is a CDD in Morocco?
A CDD (Contrat à Durée Déterminée) is a fixed-term contract, permitted only for specific, time-limited categories of work. Under the Code du Travail, a CDD is legal in the following circumstances:
- Replacement of an absent employee
- Temporary increase in activity
- Seasonal work
- Execution of a defined project or specific task
Outside these categories, using a CDD where a CDI is appropriate is treated as an invalid contract structure and creates the risk of reclassification by a labour tribunal.
What Are the Duration and Renewal Rules for a CDD?
|
Rule |
Detail |
|---|---|
|
Maximum initial duration |
12 months |
|
Permitted renewals |
Once only |
|
Maximum total duration (initial + renewal) |
24 months |
|
Consequence of second renewal or continuation beyond term |
Automatic conversion to CDI |
The conversion to CDI is automatic and retroactive to the original start date under Moroccan law. This means the employee’s length of service for seniority bonus and termination purposes is counted from when the CDD began, not from the conversion date.
What Must Be Included in a Moroccan Employment Contract?
Whether CDI or CDD, a Code du Travail-compliant contract must include:
- Full name and details of both employer and employee
- Contract type (CDI or CDD) and, for CDD, the specific reason and end date
- Job title and description of duties
- Gross salary in Moroccan Dirham (MAD)
- Working hours (up to 44 per week standard)
- Place of work
- Applicable collective agreement (convention collective) where relevant
- Probationary period terms where applicable
- Reference to statutory benefits (CNSS, AMO, CIMR, paid leave)
Contracts may be in French or Arabic, or both. For foreign national employees, the contract must be in a language they understand.
What Language Must Employment Contracts Be Written In?
The Code du Travail does not mandate a single language, but in practice, all employment contracts in Morocco’s private sector are drafted in French or bilingual French/Arabic. Arabic is required for certain official registrations and filings. For foreign employees, a translated version should accompany the French original to ensure informed consent.
What Are the Probationary Period Rules?
Probationary periods under the Code du Travail are set by employee category:
|
Employee Category |
Probationary Period |
|---|---|
|
Hourly workers (ouvriers) |
15 days |
|
Clerical and manual workers (employés) |
1 month |
|
Supervisors and technicians (agents de maîtrise, techniciens) |
3 months |
|
Managers and executives (cadres) |
6 months |
The probationary period can be renewed once for the same duration. During probation, either party may terminate the contract with shorter notice, as specified by the Code or applicable collective agreement.
Can Contracts Be Drafted in a Foreign Currency?
No. Salaries in Morocco must be denominated and paid in Moroccan Dirham (MAD). Contracts that specify salaries in a foreign currency, or that pay via foreign bank transfer without local payroll processing, create IGR and CNSS compliance gaps.
Rule of Thumb on Contract Choice
If the work has no defined end point and no time-limited justification, use a CDI. The CDD is a specific tool for specific situations, not a default mechanism for trial employment. Courts look at the substance of the arrangement, not just the label on the contract. Morocco’s Ministry of Employment and Professional Integration is the authoritative source for contract compliance guidance under the Code du Travail.
