Employer of Record in Morocco: 16 Providers Compared (2026)

Employing someone in Morocco: key facts

Amounts are in dirhams (MAD). The Labour Code was read in a 2011-era consolidation hosted by a consultancy, not the official copy on Adala, so later amendments may differ; CNSS rates come from search excerpts of the CNSS FAQ plus consultancy tables.

Minimum wage

One national SMIG for industry, commerce and the liberal professions; agriculture has its own SMAG.

The decree text in the Bulletin officiel was not reachable; the monthly figure is our arithmetic.

Employer contributions

Rates for 2026 as published by CNSS and consultancies. The EOR is the employer, so we apply no small-employer relief (none found).

• Total 21.09% of gross. The employee share is 6.74%: short-term 0.52% and long-term 3.96% up to the ceiling, AMO 2.26% without one.
• Work-accident insurance is separate, with a private insurer; the premium is not a statutory rate.
• 21.09% is the most repeated 2026 total; we did not confirm it against a CNSS circular.

Working hours and overtime

• 44 hours a week or 2,288 hours a year in non-agricultural activity, at most 10 hours a day (art. 184). Agriculture: 2,496 hours a year (Labour Code, checked 2026-10-26).
• Overtime premium 25% for hours worked 06:00-21:00 and 50% for 21:00-06:00; 50% and 100% on the weekly rest day (art. 201). The annual cap is set by regulation; sources disagree and we give none (same source).

Annual leave and public holidays

• 1.5 working days per month of service after 6 months (18 days a year), plus 1.5 days for each full five years, up to 30 working days (arts. 231-232) (Labour Code, checked 2026-10-26).
• The private-sector list of paid holidays is set by regulation (art. 217) and we did not read the decree, so we give no count. A consultancy page says only 1 May is mandatory-off and paid for everyone (Upsilon, checked 2026-10-26).

Probation

• Open-ended contract: 3 months for cadres, 1.5 months for employes, 15 days for ouvriers, renewable once (art. 14(1)).
• Fixed-term contract: one day per week of work, up to 2 weeks if the contract is under 6 months, up to 1 month if over 6 months (art. 14(2)).
• After at least one week, ending probation needs 2 days’ notice (8 days for monthly-paid staff) (art. 13) (Labour Code, checked 2026-10-26).

Notice and severance

Notice on an open-ended contract (decree 2-04-469, as summarised by CMS); none for serious misconduct, and any clause under 8 days is void (art. 43). Pay in lieu equals the pay the employee would have earned (art. 51).

• Dismissal indemnity after 6 months in the company, per year or part-year: 96 hours of pay for years 1-5, 144 for years 6-10, 192 for years 11-15, 240 beyond 15 (arts. 52-53) (Labour Code, checked 2026-10-26).
• Damages for abusive dismissal: 1.5 months of last salary per year of seniority, capped at 36 months (art. 41 as quoted by CMS; the Code copy read gives no formula) (CMS, checked 2026-10-26).

13th salary and bonuses

Not mandatory: no 13th-month provision in the Code text (Labour Code, checked 2026-10-26). A seniority bonus is set by collective agreements or the sector; we did not examine it.

Mandatory benefits

• Registration with CNSS and AMO is required for every employee. CNSS pays family allowances, short-term benefits (maternity, sickness) and long-term (pension).
• Maternity leave 14 weeks (art. 152); 3 days of paternity leave per birth (art. 269).
• The contract must name the insurer covering work accidents and occupational diseases (art. 24); insurer and premium are private (Labour Code, checked 2026-10-26).

Work permits

• A foreign employee can be hired only with a labour-ministry authorisation, given as a visa on the employment contract; changes to the contract need a new visa, and the authorisation can be withdrawn at any time (arts. 516-517) (Labour Code, checked 2026-10-26).
• A law-firm guide adds an ANAPEC certificate and a labour-market test of job adverts in two newspapers (Cliffe Dekker Hofmeyr, checked 2026-10-26).
• Whether an EOR entity can sponsor a visa was not found in an official source.

Currency and payroll

• Moroccan dirham (MAD). Wages must be paid in Moroccan currency despite any contrary clause (art. 362).
• Manual workers (ouvriers) are paid at least twice a month, at most 16 days apart; office staff (employes) at least once a month (art. 363). Monthly pay is the norm for office and IT staff (Labour Code, checked 2026-10-26).
• Rate used on this page: 1 USD = 9.8296 MAD, the Bank Al-Maghrib reference rate of 2026-10-23 (bkam.ma, checked 2026-10-26).

Is Employer of Record legal in Morocco?

Restricted. Morocco has no EOR statute and no EOR licence. The only route the Labour Code gives for employing a worker on behalf of another company is a licensed temporary-employment agency (entreprise d’emploi temporaire), and its scope is narrow: non-permanent tasks, in four cases, for 3 to 6 months. A long-term EOR placement of one worker does not fit those limits. That is our reading of the Code: we found no ruling by a Moroccan authority or court on EOR. See the Employer of Record glossary entry.

The rules that matter to a client (Labour Code, checked 2026-10-26):

• Art. 477. Private recruitment agencies may take part in intermediation after labour-ministry authorisation; one listed activity is hiring employees to place them temporarily with a third party, the “user”, which sets their tasks and controls their execution.
• Arts. 481-483. Authorisation only for agencies with at least MAD 100,000 of share capital and a deposit at the Caisse de Dépôt et de Gestion equal to 50 times the annual legal minimum wage.
• Art. 495. The temporary-employment company is a legal entity limited to placement; it hires the workers and must pay them and meet all legal obligations under their contracts.
• Art. 496. The user may use agency staff, after consulting employee representatives, only for non-permanent tasks in four cases: replacing an absent or suspended employee (not a strike), a temporary rise in activity, seasonal work, and work for which permanent contracts are not customary.
• Art. 500. A task may not exceed the suspension (replacement), 3 months renewable once (rise in activity), or 6 months, not renewable (seasonal and customary-temporary cases).
• Arts. 504, 505, 487. The user must take health-and-safety measures and insure the workers against work accidents; breach of the chapter is fined MAD 2,000 to 5,000; the agency’s authorisation can be withdrawn by reasoned order without compensation.

Risks the client carries:

• Breach of the temporary-employment chapter if the placement falls outside the four cases or the duration limits, with the fine above. Whether a court would then treat the client as the real employer is not stated in the Code text and we found no ruling.
• Safety and insurance duties. The user company is responsible for prevention measures and work-accident insurance for placed workers (art. 504).
• Unsettled scope. No source we read says whether a foreign company with no entity can use a licensed agency for a long-term hire.

See also co-employment.

Who actually employs your hire in Morocco

We read the vendor pages and legal documents of the 16 providers that operate in Morocco. The Moroccan company register (OMPIC) could not be searched by name: Directinfo is paid or behind a captcha, Charika.ma shows no record without a login, and Societe.ma was under construction. So no vendor entity was checked in a registry.

All checked 2026-10-26. “Own entity” rests on the vendor’s own statement or document, not on a registry record. Prices marked global are site-wide list prices, not Moroccan ones. Oyster, Multiplier, Rise, Kleos, Remozo and Boundless are not in the table: we could not confirm that they offer EOR in Morocco (their Morocco pages returned 404, not found or no content). Justworks is not in the table either: its help article does not list Morocco among its EOR countries.

Twelve of the 16 don’t name the Moroccan company that employs, and in a restricted regime your exposure runs through that employer. The data doesn’t show whether any provider holds the labour-ministry authorisation described in arts. 477-483. Before signing, ask: “Which Moroccan company signs my employee’s contract, do you hold the labour-ministry authorisation for temporary employment, and how do you structure a long-term placement under arts. 496 and 500?”

How to choose an EOR in Morocco

Is the assignment really temporary? The agency regime fits replacement of an absent employee, a rise in activity of up to 3 months (renewable once), seasonal work or work where permanent contracts are not customary, up to 6 months. If your role is one of those, ask a provider to show its authorisation and the placement contract. If it is a permanent post, the regime does not fit; weigh your own Moroccan entity.

Need a work permit for a foreign hire? The Code requires a labour-ministry visa on the contract, and no official source says an EOR can be the sponsoring employer. Remote People says a Moroccan legal employer can sponsor the ANAPEC filing, and Skuad says it handles the ANAPEC and Labor Code paperwork; All three are vendor claims; ask in writing who would apply.

Want to know the employer’s name? Only Remote names its Moroccan company and registration number in its own document; confirm that record yourself. Ask any other provider for the company name.

Price against completeness? On Moroccan pages, Skuad’s $299 is lower than $599 at Deel and Remote. Global list prices run from $99 (Native Teams) to $599 (Deel’s page, G-P, Atlas); Rippling, Safeguard Global and Papaya Global show none we could confirm. Vendors claim onboarding from as little as 3 days (Deel) to one to two weeks (Safeguard Global); Remote says its timeline depends on registration with local authorities. Compare price after you know who employs.

What it costs to employ someone in Morocco through an EOR

The employer is the EOR itself, so no small-employer relief applies (none found for these contributions). Gross pay is MAD 41,000 and MAD 82,000 a month in 12 payments with no 13th salary: MAD 492,000 and MAD 984,000 a year, about USD 50,053 and USD 100,106 at 1 USD = 9.8296 MAD (Bank Al-Maghrib, checked 2026-10-26). Rates are the 2026 CNSS, AMO and training-tax employer rates; both salaries are above the MAD 6,000 monthly ceiling.

Why the higher salary costs a lower share. Family allowances, AMO and the training tax have no ceiling and take 12.11% of gross at both salaries. The social-benefits branches (8.98%) stop at MAD 6,000 a month, so they cost MAD 6,465.60 a year at both. Doubling the pay adds about 99% to the employer cost, not 100%.

Not included: the private work-accident insurance premium (not a statutory rate, not sourced), optional supplementary pension, paid leave and sickness cost, severance provisions, employer-paid extras and the EOR fee. The rates come from CNSS FAQ excerpts and consultancy tables, not a CNSS circular.

The EOR’s own fee comes on top, quoted per month. Three vendors show a price on a Moroccan page: Skuad $299 (struck-out $349; its page says the discount depends on hiring volume, and a 12-month commitment applies to the discounted monthly rate; the wording is ambiguous), and Deel and Remote $599. Global list prices, where no Moroccan figure exists, run from $99 (Native Teams) to $599 (G-P, Atlas). Rippling and Safeguard Global publish none, and Papaya Global’s price could not be confirmed. Atlas’s Morocco page says EOR there is typically billed at USD 400-800 per employee per month; that is its market range, not its price.

Hidden costs, where published:

• Deel’s Morocco page lists an “Employer Liability Cost” of 0.60% on top of its contribution rates (deel.com, checked 2026-10-26).
• Borderless AI says “no salary deposits or hidden fees” at $579 per employee a month; Playroll says “No Minimum Commitments” (hireborderless.com, playroll.com, checked 2026-10-26). Both are vendor statements.
• For every provider, setup fee, deposit and termination fee are not published for Morocco. Treat a blank as unpublished, not zero.

When you don’t need an EOR

• A genuinely independent contractor. If the person sets their own hours and tools and can serve other clients, a contract is closer to the real relationship. See how to pay contractors in Morocco, our hiring guide and contractor misclassification. An individual usually works as an auto-entrepreneur: a final income tax of 1% of cash turnover on services, with a ceiling of MAD 200,000 a year, and mandatory CNSS affiliation (Upsilon, checked 2026-10-26). Both salaries in the table above exceed that ceiling; above it the freelancer falls under another regime, which we did not compute.
• Your own Moroccan entity. The route to weigh for a permanent team, because the agency regime covers temporary tasks only. We found no official figures for setting one up. Atlas’s page gives USD 2,000 to USD 5,000 as an estimate, without a source.

What changed in 2026

• 2026-01-01: SMIG up 5% from MAD 17.10 to MAD 17.92 an hour (decree n. 2.25.983); agricultural SMAG MAD 97.44 a day from 2026-04-01 (Le360, checked 2026-10-26).
• 2026-10-31: A new national holiday, the Fête de l’Unité, every 31 October, decided on 2025-11-04 and first observed in 2026 (a Saturday). Press reports decrees making it a paid holiday in the private sector; decree numbers are not verified (allAfrica, checked 2026-10-26).
• Income tax scale, in force since 2025-01-01: exempt band raised from MAD 30,000 to 40,000 and top rate cut from 38% to 37%. Consultancy sources say the 2026 Finance Law left the scale unchanged; we did not read the DGI circular on it (DGI, checked 2026-10-26).
• Reported for 2027-01-01, not law: a Labour Code reform bill (draft law 03-26) on remote work, fixed-term contracts and leave, said to take effect after a vote in autumn 2026. One source reports it; adoption is unconfirmed (wafir.ma, checked 2026-10-26).

Numbers vendors haven’t updated

• Employer cost. Our statutory figure is 13.42% or 12.77% of gross, from a 21.09% headline rate with the social-benefits branches capped. Deel’s page estimates 22.54%, listing a 0.85% work-accident rate and a 0.60% employer liability cost; Playroll gives “around 21.09%” for social contributions and “roughly 21%” as employer cost; RemotePass gives 14.69% to 18.19%. We don’t know what each includes, so the figures are not comparable (deel.com, playroll.com, remotepass.com, checked 2026-10-26).
• Minimum wage per month. All use MAD 17.92 an hour. Deel gives MAD 3,422.53 a month and Remote People about MAD 3,422.72, against MAD 3,416.75 on the Labour Code’s 2,288-hour year; the gap is the hours basis (deel.com, remotepeople.com, checked 2026-10-26).
• Working week. The Code sets 44 hours. Skuad’s page says 44 in one place and 48 hours a week further down (skuad.io, checked 2026-10-26).
• Income tax table. Deel’s income-tax table on its Morocco page is labelled 2025 (deel.com, checked 2026-10-26).
• Seniority bonus. Playroll’s guide calls a seniority bonus of 5% to 25% of pay mandatory; we found it set by collective agreements or the sector and did not confirm a statutory rate (playroll.com, checked 2026-10-26).

How we built this page

Facts were collected and checked on 2026-10-26 against the Labour Code (read in a consultancy-hosted 2011-era consolidation), CNSS and DGI material, Bank Al-Maghrib and press reports of the decrees; law-firm material and several CNSS rates were read only as guides or search excerpts. Employers were checked against vendor documents; the Moroccan company register could not be searched by name, so a vendor’s entity may be invisible to us. Vendors are ordered with own-entity statements first, then partners, then those that do not disclose; no vendor pays for placement.