Mandatory Workplace Notices in Morocco: What Employers Must Display

Workplace notices help employees understand their rights, applicable workplace rules and occupational health and safety requirements. In Morocco, certain display obligations are expressly established by Law No. 65-99, the Moroccan Labour Code, and other applicable legislation.

It is important to distinguish between notices that are legally required, documents that must be made available to employees, and recommended information displays intended to improve occupational health and safety.

1. Internal workplace regulations

Displaying the internal workplace regulations is a legal obligation for establishments covered by the relevant provisions.

Under Articles 138 to 140 of the Labour Code, any employer who normally employs at least ten employees must establish internal workplace regulations within two years of opening the business or establishment and submit them for approval to the government authority responsible for labour.

Article 140 requires the employer to make these regulations known to employees and display them in a place normally frequented by employees and in the place where wages are usually paid.

The internal regulations address matters such as work organisation, discipline, leave, absences, and the protection of employees’ health and safety.

Reference: Consult the provisions on internal workplace regulations.

2. Annual paid leave schedules

Article 246 of the Labour Code provides for the display of the schedule determining employees’ annual paid leave in a place normally frequented by employees, including offices, depots and construction sites.

The schedule must be communicated to the employees concerned at least 30 days before their leave begins, subject to any more favourable provisions contained in a collective agreement or internal workplace regulations.

The schedule must also be recorded in a register that remains permanently available to employees and labour inspectors.

Reference: Consult the Moroccan Labour Code on WIPO Lex.

3. Safety notices and machinery hazards

The Labour Code establishes information and display requirements concerning workplace safety in certain situations.

Article 289 requires the employer to display, in an appropriate location normally frequented by employees, a clearly readable notice identifying the dangers associated with machinery and the precautions that must be taken.

In practice, employers must also check the specific requirements applicable to their premises, equipment and activities. Emergency evacuation instructions, emergency plans, hazardous-area signs and information concerning personal protective equipment must be determined according to the risks, applicable legislation and site-specific requirements.

These materials should not be presented as a universal list of notices that every employer is legally required to display in exactly the same way.

Reference: Consult provisions concerning machinery safety.

4. Name and address of the labour inspectorate

Article 533 of the Labour Code authorises labour inspectors to require the display of notices prescribed by applicable legislation, including notices indicating the name and address of the labour inspector responsible for the establishment.

Employers should therefore ensure that the relevant contact information is available in accordance with the applicable requirements.

Reference: Provisions concerning labour inspection.

5. Working hours

Article 184 of the Labour Code establishes normal working-time limits, including 44 hours per week for non-agricultural activities. However, this article alone is not sufficient to establish that every employer must display a document systematically specifying starting and finishing times, breaks and weekly rest days.

Employers should check the regulatory and sector-specific provisions applicable to their activities, as well as any requirements concerning collective schedules, shift work and work organisation.

Displaying working hours is also a good practice that helps employees understand their schedules and supports the effective organisation of daily work.

6. Occupational health services

The Labour Code regulates occupational health services, the duties of occupational physicians and the obligations of covered employers, particularly in Articles 304 and following.

Employers should communicate the contact details of the occupational physician and occupational health service in an appropriate manner so employees can access occupational health services.

However, the applicable legislation should be checked before presenting the display of these contact details as a universal obligation applying uniformly to every business.

7. Health and Safety Committee

Establishments required to create a Health and Safety Committee must comply with Articles 336 to 344 of the Labour Code.

These provisions define the committee’s establishment, composition and responsibilities. However, without a specific regulatory reference, it should not be stated that displaying the names and contact details of all committee members is a universal legal requirement for every employer.

Displaying the committee’s composition, contact information and procedures for reporting hazards remains a useful practice for promoting prevention and employee participation.

8. Smoking prohibition

Moroccan Law No. 15-91 concerning the prohibition of smoking and tobacco advertising and promotion in certain places establishes requirements for visible signs indicating the smoking prohibition in the locations covered by the law.

Article 4 addresses, in particular, shared administrative offices and meeting rooms in public, semi-public and private administrations, as well as certain educational and healthcare establishments.

Employers must identify the areas covered by the applicable provisions and install appropriate signage.

Reference: Moroccan Ministry of Health — public health legislation.

9. Good practices for workplace notice management

In addition to specific legal obligations, several practices can make workplace information more accessible and useful:

Choose suitable locations: Display notices in places employees regularly visit and where the information is relevant.
Use languages employees understand: Provide Arabic and French versions where useful to ensure that employees can understand the information.
Keep information up to date: Review schedules, contact details, instructions and displayed documents whenever relevant changes occur.
Adapt notices to workplace risks: Clearly identify hazards associated with the equipment, substances and activities present at the site.
Include checks in compliance audits: Incorporate the inspection of notices and safety signage into internal occupational health and safety audits.

These recommendations are organisational and preventive measures. They should not be confused with specific statutory obligations unless the relevant legal provision has been identified.

10. Legal sources and references

Moroccan Labour Code — Law No. 65-99, particularly Articles 138–142 on internal workplace regulations, Article 246 on the annual paid leave schedule, Article 289 on machinery hazards, and Article 533 on labour inspection powers.
Full text: https://www.wipo.int/wipolex/fr/legislation/details/7371
Moroccan Ministry of Health and Social Protection — public health legislation, including the reference to Law No. 15-91.
https://www.sante.gov.ma/Reglementation/Pages/PROTECTION%20DE%20LA%20SANTE%20PUBLIQUE.aspx
Labour Code — provisions concerning labour inspection.
https://www.fiscamaroc.com/fr/travail/organes-de-controle-930/agents-charges-de-linspection-du-travail-939.htm

Disclaimer: This article provides an informational overview of the principal obligations identified in the cited legislation. Applicable requirements may vary depending on the employer’s activities, workplace risks, facilities and other legislation in force. For a compliance audit, the provisions applicable to each establishment should be verified.