Study on Moroccan Labour law and labour Resources and Costs

Résumé du document

Morocco has created a favorable environment for investors as the result of an extensive program designed to attract business to the country. Multinational corporations that have invested in Morocco benefited from those competitive advantages on several fronts. This study gives detailed information on Off-shoring/BPO, Moroccan strategy, labor laws, incentives for investment, free market, cost of production etc. The information gathered, forms part of our global survey to assess country attractiveness for investors interested in this sector. The questions concern general statistics widely used for assessing the skills, availability and associated costs of IT services related personnel, as well as legal issues like tax levels. Some questions are also based on professional judgment. Located near the European continent, the Kingdom of Morocco gets its dynamism from its ancient history. As a country of open cultural diversity, it constitutes a link between Africa, Europe, the Occident and the Middle East.

Extraits

[...] Employers must provide the services of a doctor; alternatively, they may set up a joint service with other firms, supervised by a chairman. The operation of such health services is subject to inspection. Every firm must observe standard safety regulations. Certain forms of work considered as dangerous are covered by special regulations, including, among others, employment of women and children. The Inspectorate of Labor ensures that these regulations are observed Social Benefits Membership in the social security system (Caisse nationale de Sécurité Sociale or CNSS) is compulsory for all employers, and they are required to register all their workers. [...]

[...] The kingdom is developing a training strategy to ensure a proportion is well-suited to BPO/ITO jobs. A complementary and BPO specific training program for up to 25,000 recruits will be undertaken between 2006 and 2009, covering low-level administrative functions, technicians, engineers and managers. Plans are already underway to boost this to 100,000 by 2015, a key condition to maintaining an abundant supply of labor, and to prevent wage inflation. Morocco will also offer training assistance and subsidies for companies wishing to train newly hired staff in the offshoring zones. [...]

[...] An individual could have a temporary contract for 6 months months renewable once) Can a sub-contractor acquire rights to be employed by the end customer (even if the end customer does not desire to employ the person)? No, but over the 6 months, the firm has to hire the worker or end the contract. By the way, in case of temporary workers it's the agency which assumes the risks and responsibilities. Can you use term contracts only for temporary tasks? Term contracts are used for any tasks. Are there any other issues you consider relevant? [...]

[...] The success story of the Moroccan call center industry is widely seen as a foundation to develop other offshore services generating more added values. A. Strategy: Being the central plank of the “Emergence” program, Morocco's ‘Offshoring' strategy aims at strengthening the country's attractiveness by establishing an environment conducive to this activity, with a view to boosting investment and job creation. The program forecasts that Offshoring could create some 100,000 direct jobs and contribute around Dh15bn 1.7 bn) to GDP by 2015. [...]

[...] staff that is employed directly by the end Customer but do not work full time): Does the part-time worker have to have by law the same employment remuneration package (salary, vacation, pension, other benefits) as full time staff? There is no obligation. Are there any limits on the length of time someone can be employed as a part-time worker (e.g. only for a year etc)? No limit Other administrative and cost questions 1. Transportation charges per person per month It depends on habitation: about 500dhs/month 2. Meal expenses per person per month About 1000dhs/month 3. [...]