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Training & Human Resources

Training and Human Resources

Vector of growth, human assets not only ensure cohesion within the enterprise, but also stimulate its competitiveness and innovation.
Availability and qualification of human resources represent the main engine for a better productivity and market access.

In Casablanca-Settat, Human capital is a force generator for enterprises thanks to diversified offers of trainings, skills and incentives.
Learn more about this asset through the following overview.















Casablanca-Settat Academic Offer

The region represents a real breeding ground for human resources thanks to its great universities and prestigious public and private higher education institutes that provide high-quality training.

19% of national academic enrollment

25% of national vocational training enrollment

180 approved fields of vocational trainings

Incentives to recruitment and training

A full array of incentives to recruitment and training is available to entrepreneurs and investors in Casablanca-Settat, through various programs and mechanisms enhanced by several institutions.



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Organisme Program Consistency

National Agency for the Promotion of Employment and Skills (ANAPEC)

Idmaj Program

The objective of this program is to enhance the workforce integration of young individuals by providing employers with incentivized measures through two distinct mechanisms: Insertion Contracts and Professional Integration Contracts


Taehil Program

Improving the employability of young graduates while facilitating their professional integration through three mechanisms: contract-based employment training, customizable training options, and support for emerging sectors


Tahfiz Program

Recruitment Support Program for newly established businesses, associations, and cooperatives (between 01/01/2015 and 31/12/2026).
This program offers numerous benefits to employers by providing substantial reductions in social and fiscal burdens on salaries

Ministry of Labour and Professional Insertion 


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National job creation program for the period 2022-2023, wherein the Government's contribution entails a subsidy granted to employers for a duration of 9 months, under the "sustainable integration" component





Legal Provisions on Labour

Casablanca-Settat RIC provides you with an overview of Labour legal dispositions in Morocco.




  • Types of Contracts

    Moroccan Labour Law recognizes three types of contracts: “Permanent Contracts” (CDI), “Fixed-Term Contracts” (CDD) and “Specific Task Contracts”.

  • Working Hours

    Legal working hours vary according to sectors. In agriculture, annual total working hours are 2496. Other sectors should not exceed 2288 hours, or about 44 hours per week, or a maximum of 10 hours/day.

  • Minimum Salary

    The legal minimum wage (SMIG) is 2970,05 DH/month. For the agricultural sector (SMAG), it is 2193,62 DH/month. Starting September 2023, the SMIG will increase by 5%, with an alignment of the SMAG with the other sectors.

  • Retirement

    Retirement age is 60 years (55 years for the mining sector) with possibility that the employee pursues his activity following decision of the relevant labour authority, employer request and the employee’s consent.

  • Contribution to the National Social Security Fund (CNSS) (Payroll Tax):

    It is compulsory for all activities (except those of seafaring personnel) and worked out on basis of all remunerations earned by CNSS beneficiaries (salaried employees and apprentices), including allowances, bonuses and gratuities. The contribution to the CNSS concerns family benefits, social benefits on the short and long terms, health insurance and vocational training taxes, and is applicable through Employer Contribution Rate: 21.09%, and Employee Contribution rate: 6.74%.

  • Outsourced Recruitment:

    Approval of Labour Authorities is compulsory for any employer requiring outsourced recruitment, which is applicable in the form of visa affixed on the Employment Contract.