Morocco Leave Laws and Holidays

Female employees are entitled to 14 weeks of maternity leave, with 7 weeks mandatory post-birth.

The employee must inform the employer in advance, typically providing a medical certificate specifying the expected date of birth.

Maternity leave is a statutory right and does not require approval, but notification is necessary.

Additional leave may be granted in case of health complications or as part of company policy, but is not guaranteed by law.

Maternity leave does not accrue over time but is available per instance of pregnancy.

Maternity leave cannot be carried over as it is event-specific.

Since maternity leave is event-specific and must be used around the time of childbirth, it does not have a termination payout.

There is no end of year payout for maternity leave as it must be used in relation to the childbirth period.

The law provides additional protections for pregnant employees, including prohibitions against dismissal due to pregnancy.

Fathers are entitled to 3 days of paternity leave, which can be taken at the time of birth.

Fathers must inform their employer in advance of taking paternity leave, typically coordinating with the expected date of childbirth.

While paternity leave is a right, the timing of the leave must be approved by the employer.

The law specifies a fixed duration of 3 days, with no provision for additional paternity leave.

Paternity leave does not accrue and is available per childbirth event.

Paternity leave cannot be carried over as it is intended for use during the childbirth period.

Paternity leave does not have a termination payout as it is meant to be used immediately at the time of childbirth.

Paternity leave is event-specific and does not have an end of year payout.

Paternity leave is specifically intended to support the father during the childbirth period, offering time to support the partner and new child.

Employees are entitled to 18 days of paid annual leave after one year of continuous service.

The law does not specify a notice period for taking annual leave, but it is generally planned in advance with the employer.

Annual leave needs to be approved by the employer, usually coordinated based on business needs.

The standard quota is fixed and additional leave isn't typically granted beyond the stipulated 18 days.

Annual leave accrues monthly, based on the employee's service duration over the year.

Carry over of leave is permitted, usually subject to the employer's policy. Typically, it must be used within the first quarter of the following year.

Unused annual leave is paid out on termination of employment.

Unused annual leave is not typically paid out at the end of the year unless the employment is terminated.

Additional rules regarding annual leave can vary significantly by employer, often detailed in the employment contract or employee handbook.

Employees are entitled to 3 days of bereavement leave in the event of the death of a close family member.

Bereavement leave should be notified immediately to allow for employer's planning.

Bereavement leave is generally granted automatically upon notification and does not require prior approval.

Additional bereavement leave is not commonly available, though employers may grant more at their discretion.

Bereavement leave does not accrue and is granted as needed in the unfortunate event of a family death.

There is no carry over for bereavement leave as it is intended for immediate use during the time of mourning.

There is no payout for unused bereavement leave upon termination of employment.

Unused bereavement leave is not paid out at the end of the year.

Bereavement leave typically applies to the death of immediate family members, including spouse, children, parents, and siblings.

Employees are entitled to sick leave up to 180 days. For the first 90 days, the employee receives 100\\\\\% of the salary, paid by the employer, and the next 90 days at 50\\\\\%, subject to social security contributions.

Employees should inform their employer as soon as possible of their illness and provide a medical certificate.

Sick leave does not need prior approval but does require submission of a medical certificate to justify the absence.

The quota is capped at 180 days for sick leave. Extension beyond this may require special arrangements or fall under different types of leave such as disability leave.

Sick leave does not accrue and is granted based on actual health conditions as certified by a medical professional.

Carryover concepts do not apply to sick leave as it is contingent upon medical needs.

Sick leave does not accumulate and, therefore, there is no payout for unused sick leave upon termination of employment.

There are no provisions for end-of-year payouts for sick leave as it is not an accruable leave type.

Sick leave must be supported by appropriate medical documentation, typically requiring a certificate from a qualified healthcare provider.

Employees are entitled to 3 days of leave for their marriage.

Employees should provide reasonable notice to plan their absence from work.

While generally granted, marriage leave must be approved by the employer, particularly regarding the timing of the leave.

Additional leave for marriage is not typically available, though employers may offer more at their discretion.

Marriage leave is a one-time entitlement and does not accrue over time.

There is no carry over for marriage leave as it is intended for use at the time of one's wedding.

There is no payout for unused marriage leave upon termination, as it is intended for a specific event.

Unused marriage leave is not paid out at the end of the year.

Marriage leave is granted specifically for the occasion of the employee's own wedding and cannot be used for other purposes.

Parental leave is granted for both mothers and fathers in the case of childbirth or adoption. The leave period is generally 14 weeks for mothers and a shorter duration for fathers, with some variations based on circumstances.

The employee must notify the employer in advance of their intention to take parental leave, typically 15 days before the leave begins, to ensure sufficient time for planning and adjusting work responsibilities.

Parental leave is subject to employer approval, and the employer must ensure that the leave complies with the law. Employees need to provide relevant documentation, such as a medical certificate or adoption papers.

There is no additional leave quota beyond the legal requirement. Employees cannot accumulate more parental leave days unless stated otherwise in a collective bargaining agreement or company policy.

Parental leave is not accrued based on years of service. It is a statutory entitlement that is provided as a specific quota for eligible employees at the time of childbirth or adoption.

Unused parental leave cannot be carried over to the next year or the next period. It must be taken within the allowed timeframe after the child’s birth or adoption.

If an employee leaves the company before utilizing their parental leave, no compensation or payout will be given for unused leave days.

Unused parental leave is not paid out at the end of the year. It is a specific leave entitlement linked to childbirth or adoption and cannot be carried over or monetized.

In cases of adoption or multiple births, employees may be entitled to an extended leave period. The law provides specific provisions for these circumstances, which may differ from the standard parental leave duration.

Employees are entitled to leave to serve on a jury when summoned by the court. This leave is not deducted from other types of leave, and employees are protected from retaliation during this period.

Employees must inform their employer as soon as they receive a jury duty summons. This notification should ideally occur well in advance, allowing the employer to make arrangements for coverage during the employee's absence.

Jury duty leave is a legal obligation, so employer approval is not required. The employee is entitled by law to leave for jury duty without needing prior approval from the employer.

Employees do not accumulate additional jury duty leave. They are entitled only to the days required to fulfill their jury duty obligations. There is no provision for additional paid or unpaid leave for this purpose.

Jury duty leave is not accrued based on service duration. Employees receive this leave when they are officially summoned by the court to serve as jurors.

Jury duty leave must be used when the employee is summoned. It does not carry over to another period and is only available for the specific jury duty period.

There is no payout for unused jury duty leave when an employee leaves the company. Jury duty leave is provided only during the active period of serving on a jury.

Since jury duty leave is granted on an as-needed basis, unused leave is not paid out at the end of the year or at any other time.

Jury duty leave is based on the legal summons issued by the court. Employees are required to attend jury duty on the dates specified in the summons, and this leave is protected by law.

Military leave is granted to employees who are called for compulsory military service or national defense purposes. The length of leave depends on the duration of service required by the government.

Employees must provide adequate notice to their employer when called for military service. Typically, this notice period allows the employer time to make necessary adjustments, and employees should inform the employer as soon as they receive a notice of call-up.

While military service is legally mandated, employees still need to seek approval from their employer for military leave. Employers must approve this leave to ensure compliance with the legal requirements of national service.

Military leave is based on the mandatory service period required by the state. Additional leave is not granted unless specified by the government or through collective agreements.

Military leave is not accrued based on length of service or employment tenure. It is granted only for the period of mandatory military service or national defense duty.

Since military leave is granted for a specific period related to service requirements, it cannot be carried over to the next year or period. It must be used during the required service period.

Employees are not compensated for unused military leave upon termination. The leave is provided only for the mandatory service period and is not transferable or payable upon leaving employment.

Unused military leave is not paid out at the end of the year. It is tied to the duration of mandatory service and cannot be carried over or monetized.

Military leave is granted based on national service requirements. In certain cases, additional benefits or protections may apply to employees called for long-term service or during times of national emergency.