Working Hours in Morocco: Leave, Rest Periods and Employer Obligations

Morocco’s Labour Code (Law No. 65-99) regulates normal working hours, weekly rest, paid annual leave and overtime. Compliance with these rules also contributes to occupational risk prevention, particularly risks associated with fatigue and work organisation.

The Moroccan Labour Code, promulgated by Dahir No. 1-03-194 of 11 September 2003, establishes the main obligations of employers and the rights of employees concerning working hours and rest periods.

Within a Quality, Health, Safety and Environment (QHSE) management approach, controlling working hours is an important element in preventing workplace accidents and protecting workers’ health.

1. Normal working hours

Article 184 of the Moroccan Labour Code establishes the normal working time as follows:

Non-agricultural activities: 44 hours per week or 2,288 hours per year.
Agricultural activities: 2,496 hours per year, distributed according to agricultural requirements and the applicable legislation.

In non-agricultural activities, annual working hours may be distributed differently according to the needs of the establishment, provided that the applicable legal requirements are respected. As a general rule, normal working time must not exceed ten hours per day, subject to the exceptions provided for by the Labour Code.

Normal statutory working hours must be distinguished from the scheduling of shifts and the calculation of overtime.

Legal reference: Article 184 of the Labour Code.

2. Mandatory rest periods

2.1. Rest between working days

An eleven-hour daily rest period should not be presented as a general requirement applicable to every employee under Article 232.

Article 174 provides, in particular, for a minimum of eleven consecutive hours of rest between two working days for women and young workers performing night work. In establishments covered by Article 173, this period may be reduced to ten hours under the conditions set out in the Labour Code.

For other situations, the applicable requirements must be assessed according to the sector, work organisation and relevant legal or regulatory provisions.

2.2. Weekly rest

Article 205 requires a weekly rest period of at least 24 consecutive hours, running from midnight to midnight.

Under Article 206, this rest may be granted on Friday, Saturday, Sunday or the day of the weekly market, in accordance with the applicable rules. Certain activities may be subject to specific arrangements, including weekly rest on a rotating basis.

Suspension or reduction of weekly rest is permitted only in the circumstances and under the conditions provided for by law. Where required, compensatory rest must be granted.

Legal references: Articles 205–215 of the Labour Code.

3. Paid annual leave

3.1. Duration of annual leave

Under Article 231, an employee becomes entitled to paid annual leave after six months of continuous service with the same employer, subject to any more favourable provisions.

The basic statutory entitlement is:

Employees over 18 years of age: 1.5 days of effective work for each month of service.
Employees under 18 years of age: 2 days of effective work for each month of service.

For a full year of service, this generally amounts to 18 days of effective work for an adult employee, before any seniority-related increase.

3.2. Additional leave based on seniority

Article 232 provides for an increase of 1.5 days of effective work for each complete five-year period of service, whether continuous or not.

This increase cannot bring the total annual leave entitlement above 30 days of effective work.

The statutory maximum is therefore 30 days of effective work, not 22 days.

3.3. Scheduling and splitting annual leave

Articles 240–246 regulate matters including the splitting, accumulation and organisation of paid annual leave.

With the agreement of the employee and employer, annual leave may be split or accumulated over two consecutive years, subject to Article 240. However, splitting the leave must not reduce it to a period shorter than twelve working days, including two weekly rest days.

The employer must organise annual leave in accordance with the law, including consultation with employee representatives and the employees concerned, as provided for under Article 245.

3.4. Paid annual leave allowance

The right to paid annual leave includes a corresponding allowance calculated in accordance with the Labour Code, particularly Articles 249 and subsequent provisions.

The allowance should not be described as automatically equal to the employee’s monthly gross salary alone. The calculation must follow the applicable statutory rules governing leave remuneration.

Legal references: Articles 231–246 and Articles 249 onwards of the Labour Code.

4. Overtime

Overtime is governed by Articles 196 and subsequent provisions of the Labour Code. The additional pay rates set out in Article 201 vary according to the time of day and the sector concerned.

4.1. Overtime rates

Overtime period	Non-agricultural activities	Agricultural activities
Daytime	25% increase	25% increase
Night-time	50% increase	50% increase

The reference periods differ between the two sectors:

Non-agricultural activities: daytime is from 6 a.m. to 9 p.m.; night-time is from 9 p.m. to 6 a.m.
Agricultural activities: daytime is from 5 a.m. to 8 p.m.; night-time is from 8 p.m. to 5 a.m.

When overtime is performed during the employee’s weekly rest day, Article 201 provides for increased rates of 50% for daytime overtime and 100% for night-time overtime, even where compensatory rest is granted.

Work performed on paid public holidays and statutory holidays is also governed by specific provisions. The rules for weekly rest should therefore not automatically be applied to these days without checking the relevant legal framework.

4.2. Conditions governing overtime

Overtime must comply with the conditions and limits established by the Labour Code, including the provisions governing exceptions to normal working hours.

It is not accurate to claim that labour inspectorate authorisation is always required once a single, general overtime threshold is exceeded. The applicable formalities depend on the circumstances and the specific legal provision concerned.

Legal references: Articles 184–204, particularly Articles 196 and 201–204.

5. Night work

Article 172 defines night work periods as follows:

Non-agricultural activities: work performed between 9 p.m. and 6 a.m.
Agricultural activities: work performed between 8 p.m. and 5 a.m.

The Labour Code establishes specific rules governing night work by women and young workers, as well as regulated exceptions for certain activities.

Two concepts must be distinguished:

Work performed during the statutory night-time period.
Overtime performed during that period.

The 50% increase provided for under Article 201 applies to night-time overtime under the conditions established by that article. It is not, by itself, a general premium payable for every hour of night work.

The rules governing rest between two night-working days for women and young workers are set out, in particular, in Article 174.

Legal references: Articles 172–178 and Article 201 of the Labour Code.

6. QHSE implications

Working-time management is an important part of occupational risk prevention.

Poorly organised schedules, insufficient rest and accumulated fatigue can increase the likelihood of errors, accidents and adverse health effects.

Within a QHSE management system, employers can take measures such as:

Organising working schedules in accordance with applicable legal requirements.
Monitoring normal working hours and compliance with overtime rules.
Preventing excessive fatigue and risks associated with shift work.
Raising employees’ awareness of the effects of fatigue on alertness and safety.
Assessing risks associated with night work and atypical working schedules.
Involving the appropriate prevention stakeholders in risk assessment and corrective action.

Occupational physicians carry out their duties within the legal framework governing occupational medicine. However, it should not be claimed without a precise legal basis that Articles 304–343 require specific and systematic medical monitoring of every shift worker and night worker. These articles cover several subjects, including occupational medicine and Health and Safety Committees.

7. Practical obligations for employers

To manage working time in compliance with Moroccan law, employers should:

Identify the legal provisions applicable to their sector.
Organise working schedules within normal working-time limits.
Monitor overtime and apply the statutory pay increases.
Ensure weekly rest and comply with specific rules applicable to different categories of employees.
Calculate paid annual leave in accordance with the law.
Organise annual leave and maintain the required supporting records.
Assess risks associated with fatigue, night work and atypical schedules.
Verify the specific provisions applicable to agricultural activities, successive shifts and operations requiring continuity of service.

These measures support legal compliance, employee protection and occupational risk prevention.

8. Legal sources and references

Moroccan Labour Code — Law No. 65-99, promulgated by Dahir No. 1-03-194 of 11 September 2003. Key provisions include Articles 172–178, 184–215, 231–246 and 249 onwards.

Labour Code — WIPO Lex: https://www.wipo.int/wipolex/fr/legislation/details/7371
Normal working hours — Article 184.

Overview of the applicable provisions: https://www.fiscamaroc.com/fr/travail/conditions-de-travail-et-la-remuneration-du-salarie-788/la-duree-normale-de-travail-fixation-de-la-duree-819.htm
Paid annual leave — Article 231 onwards.

Overview of annual leave entitlement: https://www.fiscamaroc.com/fr/travail/conditions-de-travail-et-la-remuneration-du-salarie-788/la-duree-du-conge-annuel-paye-825.htm
Organisation of paid annual leave — Article 245 and related provisions.

https://www.fiscamaroc.com/fr/travail/conditions-de-travail-et-la-remuneration-du-salarie-788/periode-et-organisation-du-conge-annuel-paye-826.htm
International Labour Organization (ILO).

International conventions should be referenced according to their ratification status in Morocco. Consult the official NORMLEX database to verify that status: https://normlex.ilo.org/dyn/normlex/en/f?p=NORMLEXPUB:11200:0::NO::P11200_COUNTRY_ID:102993

Conclusion

Compliance with Moroccan working-time legislation requires a clear distinction between normal working hours, overtime, weekly rest, paid annual leave and the specific rules governing night work.

Employers must apply the provisions relevant to their sector and the circumstances of the employees concerned. Proper management of working schedules and rest periods is also an essential component of occupational risk prevention within a QHSE approach.