Labor law in Morocco

Moroccan labor law governs most private employment relationships. Its central framework is commonly called the Code du travail, or Labor Code, and it is applied alongside employment contracts, collective agreements, and other binding rules. An employment relationship exists when a person works under an employer's direction in return for pay. The legal reality matters more than the name placed on the arrangement, so calling someone an independent worker does not settle the issue by itself. A contrat de travail may be open-ended or fixed-term. The open-ended contract is commonly known as a CDI, while a fixed-term contract is called a CDD and is generally intended for situations that justify a limited duration. The contract should make the essential terms clear, including the job, workplace, pay, schedule, and start date. Written documents are especially useful because they help both sides prove what was agreed. Employers must provide lawful working conditions, respect basic health and safety duties, and avoid prohibited unequal treatment. Workers must perform their duties, follow lawful instructions, and respect workplace rules. Pay records, leave documents, attendance records, and social-security registration can be important evidence. Employee representatives, unions, collective agreements, and labor inspectors may also influence how workplace rules are applied. Employment can end through resignation, agreement, expiry of a valid fixed term, retirement, or dismissal. A dismissal normally requires a lawful reason and a proper procedure, and special rules may apply to serious misconduct or collective job losses. Labor disputes may begin with an internal discussion, a written complaint, union support, or contact with the labor inspection service. If no solution is found, the competent court can examine the facts, documents, procedure, and requested remedy.