Remote work is common in Morocco since 2020, but the Labour Code (Law 65-99) still has no specific provisions for it. No dedicated article, no chapter. A reform has been in negotiation since 2023 and as of May 2026 has not passed. In the meantime, your core employment rights — salary, CNSS contributions, health insurance, leave, severance — apply in full, but everything touching equipment reimbursement, right to disconnect, and digital monitoring sits in a legal grey area that each company fills as it sees fit.
What the law guarantees regardless
Even without remote-work legislation, established Labour Code principles apply as long as you’re a salaried employee under a CDI or CDD:
- Salary: remote work does not justify any pay cut. You’re doing the same job from a different location.
- Social contributions: CNSS and AMO continue. Your employer must register and contribute whether you work from an office or your kitchen table.
- Annual leave: your 18 working days (plus seniority top-ups) accrue normally.
- Severance: if you’re dismissed while working remotely, your rights are identical to those of an on-site employee.
- Employee representation: you retain voting rights and eligibility as a staff delegate.
That’s the solid ground. The gaps are everything else.
What the law doesn’t cover
Cost reimbursement
Your internet connection, electricity, and home office setup: no Moroccan text specifies what the employer must reimburse or at what level. France and Belgium have fixed scales. Morocco does not.
Most companies that formally adopt remote work include a flat monthly allowance (MAD 200-500 depending on the company) in a contract addendum. Many provide nothing. If your employer doesn’t reimburse your professional internet costs, there is currently no legal lever to force them to — unless your collective agreement says otherwise.
Right to disconnect
France enshrined the right to disconnect in its Labour Code in 2017. Morocco has no equivalent provision. Your employer can legally contact you outside working hours without you having automatic legal recourse. In practice, an internal policy can address this — but no law compels it.
Monitoring and surveillance
Employers can monitor remote workers’ activity, but under conditions. Law 09-08 on personal data protection requires:
- prior notification to the employee about surveillance tools in use;
- proportionality between the monitoring and its stated objective;
- declaration to the CNDP (national data protection authority).
An employer can legitimately use time-tracking or activity-monitoring software, but cannot conduct excessive surveillance (screenshots every minute, continuous webcam access) without violating data-protection obligations.
The pending reform
The Moroccan government announced revisions to the Labour Code to include remote work on multiple occasions since 2023. A draft bill circulated in 2024. As of May 2026, it has not been adopted — tripartite negotiations (government, employer federation, unions) remain ongoing, particularly on cost reimbursement thresholds and the right to disconnect.
When the text eventually passes, it will likely establish: mandatory contract addendum requirements, reimbursable expense categories, contractual working hours for remote days, and conditions for reverting to on-site work.
What you can do now
Request a written addendum
If you work remotely on a regular basis, ask for a contract addendum. A solid addendum specifies:
- the number of remote days per week or month;
- core hours during which you’re reachable;
- what the employer covers (connectivity, equipment);
- conditions under which either party can revert to on-site work.
Without an addendum, remote work remains informal — your employer can end it unilaterally and without notice.
Keep records of your work
In any dispute, the burden of proof may fall on you. Keep written records of communications, deliverables, and working hours. An email or Teams/Slack history can be decisive evidence before an employment tribunal.
Verify your CNSS registration
Working remotely doesn’t change your employer’s registration obligation. Check your active status on cnss.ma. Unregistered periods reduce your future sick-pay allowances and pension entitlements.
FAQ
Can my employer force me to work remotely? A significant change to working conditions — including workplace location — generally requires your agreement. If your original contract specifies a workplace, the employer cannot impose permanent remote work without a signed addendum.
I’ve been fully remote for a year with no written agreement. Can my employer suddenly call me back? If it’s all informal (no addendum), yes. If there’s an addendum specifying a remote or hybrid arrangement, the employer must respect its terms, including any reversal notice period.
Do unemployment benefits apply if I’m dismissed during a remote-work period? Yes. Morocco’s loss-of-employment indemnity (IPE) is not conditional on workplace location. It depends on your seniority, CNSS contributions, and dismissal grounds.
Further reading
- Guide: CDI and CDD rules in Morocco
- Glossary: Labour Code
- Guide: Severance pay calculation
- Finding your first job in Morocco
Sources
- Law 65-99 (Moroccan Labour Code) — absence of specific remote-work provisions
- Law 09-08 on personal data protection — conditions for employee monitoring
- Upsilon Consulting — Télétravail au Maroc : cadre juridique — verified May 2026
- LaFrouji Avocats — Remote work and Labour Code reform — verified May 2026
- Verified: May 2026