Hiring in Morocco is notoriously difficult—but not when you know what you’re doing. If you want to hire remote talent in Morocco, you have two options: Hire people as contractors, or hire them as employees.
If you want to successfully hire in
Morocco
, you have two options:
Laws about hiring contractors are significantly more simple in
Morocco
. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Panther for.
This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in
Morocco
is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.
Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in
Morocco
.
Hiring employees takes months, at the minimum. When you hire with Panther’s locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.
It costs just $0 to sign up for Panther, then $49 per month to hire your contractors with Panther. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.
Hiring contractors in
Morocco
means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.
Hiring employees is a bigger commitment, and can open you up to increased liabilities and regulations. When you hire contractors overseas, your biggest risk is misclassification—but laws surrounding contractor classification are often significantly more straightforward.
The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.
Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.
If you’re hiring contractors in
Morocco
, you can pay them with Panther in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.
If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in Morocco than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in Morocco.
PTO is calculated by the:
There are 12 public holidays.
The duration of sick leave entitlement provided to workers is dependent on how long they have been employed by their employer:
Pregnant employees receive 14 weeks of maternity leave, 7 of which must be used after birth.
Fathers receive 3 days of leave within the first month of the child’s birth.
There is no parental leave apart from maternity and paternity leave.
Leave for Circumcision: 2 days
Leave for surgery on the spouse or dependent child: 2 days
The employee: 4 days
child of the employee or of a child from a previous marriage of the employee’s spouse: 2 days
Spouse, of a child, of a small child, of an ascendant of the employee or of a child from a previous marriage of the employee’s spouse: 3 days
Brother, a sister of the employee, a brother or sister of the employee’s spouse or an ascendant of the spouse: 2 days
In order to terminate an employee, an employer must have sufficient reasons and provide notice.
The notice period in Morocco is:
For executives and similar positions:
For employees:
The employee in the contract is entitled to compensation in the event of dismissal after 6 months of work in the same company.
The amount of the termination indemnity for each year or fraction of a year of actual work is equal to:
The termination indemnity is calculated on the basis of the average wages received during the fifty-two weeks preceding the termination of the contract.
All employment begins with a 1-week trial period.
Probation periods are set at:
The trial period with regard to fixed-term contracts may not exceed:
Working hours for employees shall not exceed 8 hours a day or 44 hours a week.
For additional hours between 6 a.m. to 9 p.m. employees will receive 125% their normal rate, 150% their normal rate from 9 p.m. to 6 a.m., and 150%-200% their normal rate for work done on one of the weekly holidays.
.png)
