Morocco CV Format 2026: French CV, Personal Data, SMIG, Work Contracts and Labour Law

By AIResume Editorial Team

Last updated: 26 October 2026

A good Moroccan CV (السيرة الذاتية) is a clear, vacancy-specific document of one or two pages with your latest job first, written in the language of the advert: French for most private employers, Arabic for many public bodies, English for international firms and call centres. No Moroccan law we could read prescribes a CV template, requires a photo or bans one. Age, marital status and photo are market habits, while the law concentrates on other things: who may recruit you (ANAPEC or an authorised private agency, which may never charge you, Labour Code arts. 476 to 480), whether a foreigner may work at all (a ministry visa on the contract, art. 516), and how a public-sector concours works (each notice sets its own conditions).[^3] The World Bank puts Morocco's 2025 unemployment rate at 9.0% and its international migrant stock at 111,069 (2024), and the national survey of the high commission for planning (HCP) gives 9.5% for the second quarter of 2026, so the market is competitive and employers keep paperwork strict.[^2][^20]

This guide covers the Moroccan CV and application, personal data and fair hiring, an annotated fictional CV, documents and foreign diplomas, pay and the minimum wage, contracts, the economy, work contracts for foreigners, labour law, social security, taxes and job scams. For where to find vacancies, see our Morocco job-board guide. It is written for Moroccans, including MRE (Moroccans living abroad) returning home, Sub-Saharan African migrants and refugees, French and Spanish nationals, other Arab and Asian nationals, and Japanese nationals, and it uses Moroccan terms such as CV, lettre de motivation, carte nationale d'identité (CIN), casier judiciaire, certificat de travail, contrat de travail d'étranger, carte d'immatriculation, CNSS, AMO, IR, SMIG and SMAG, and concours.

Editorial boundary: This is practical job-search guidance, not legal, immigration or tax advice. Our references are the text of the Labour Code (Law 65-99), the Bulletin Officiel, ANAPEC, the CNSS, the tax administration (DGI), the HCP and Bank Al-Maghrib, and we only list figures we could read in an official or primary source. Several Moroccan government sites (ANAPEC, the labour ministry, the CNDP, the CNSS and the DGI) could not be opened from our network, and the Labour Code was read in a consultancy copy of the 2003 text, so amendments after 2003 may not appear. Items resting on press or on a law-firm or consultancy guide are marked "reported" or "likely". Confirm details with ANAPEC, the CNSS or the DGI before you rely on them.

We convert dirhams (MAD) at the Bank Al-Maghrib reference rates of 23 October 2026 (USD 1 = MAD 9.8296; EUR 1 = MAD 11.0046; JPY 100 = MAD 6.2706), so MAD 1 is about USD 0.102 and about JPY 15.95.[^1] We write "about" because rates move daily.

Morocco CV format at a glance

Personal data, photo and fair hiring

Data protection (Law 09-08). Morocco's personal data law dates from 2009 and is overseen by the national commission for the protection of personal data (CNDP). Morocco ratified Council of Europe Convention 108, which entered into force for the country on 1 September 2019. We found no 2025 or 2026 bill replacing Law 09-08 (only reform talk in 2019 to 2021), and no CNDP guidance on CV photos. The Labour Code limits what private recruitment agencies may collect to information on your aptitudes and experience (art. 479).[^3][^9] In practice, ask a recruiter how long it will keep your CV and why it needs your CIN number.

Photo, age, marital status. Nothing in the texts we read requires or forbids a photo, a date of birth or marital status on a CV. These are market practice, so include what helps the employer judge your fit and leave out the rest. A foreigner can add nationality and the type of residence document, because an employer needs to know whether a contract visa is required.

Discrimination. Art. 9 of the Labour Code bans discrimination, including at hiring, based on race, colour, sex, disability, marital status, religion, political opinion, union membership, national origin or social origin. It does not list age, pregnancy or health explicitly. The Penal Code (arts. 431-1 and 431-2) is reported to define discrimination and to punish, among other things, refusing to hire on such grounds, with one month to two years in prison and a fine of MAD 1,200 to 50,000 (about USD 122 to 5,087 / JPY 19,100 to 797,400) according to La Vie Eco; we could not read the official text.[^3][^10] Private agencies that discriminate face a fine of MAD 25,000 to 30,000 (art. 494).

Disability. Press reported in 2016 that a decree reserves 7% of public posts for persons with disabilities (for example one post when a competition fills 5 to 7 posts). We could not read the decree or check how it is applied today.[^11]

Military service. Law 44-18 sets 12 months of service for men and women aged 19 to 25 (reported), and conscripts may sit public competitions during service. We found no evidence that employers must ask for a certificate, so do not list military status on a general CV.[^13]

Accuracy. Never inflate a CV: employers and public bodies check diplomas and work certificates, and a false claim puts the job at risk (advice, not a quoted article).

Structure of a Moroccan CV

The structure below is market practice, not law. Keep one master CV and cut a version for each vacancy.

1. Header and headline

Name, city (Casablanca, Rabat, Tangier, Marrakech, Agadir), a monitored email and a mobile number with +212. Put the target job title under your name. Add a LinkedIn link only if it helps. Add a photo, birth date or marital status only if you choose to follow local habit.

2. Profil

Two or three lines: role, years of experience, two or three strengths and the languages you work in. Use the employer's own terms from the advert, and do not claim a title you have not held.

3. Expérience professionnelle in reverse chronology

List the latest job first with employer, city, month and year, and two to four bullets that show task, scope and result. A number you cannot explain in an interview does not belong on the page. Explain a gap of more than six months with one honest line such as study, care duties, job search or time abroad.

4. Formation

State the degree, institution, country and year. For a foreign degree, write the award as issued and mention the équivalence only if you have it. Add licences and certificates that match the vacancy.

5. Compétences et langues

Group skills by type and state languages truthfully: Arabic (native or working), Tamazight, French, English, Spanish. Name every language you can use at work.

Public-sector concours

emploi-public.ma is the national public-employment portal. It says applications go to the hiring body and that the portal itself does not intervene in hiring. On 26 October 2026 it showed 9,097 recruitment competitions, 308 senior posts, 5,421 responsibility posts and 39 expert posts, with dated notices.[^5]

• Read the notice. Each concours notice fixes its own documents, deadline, exam date and age condition. The age limit is often reported at 45, which the press attributes to the civil-service law, but some notices use 30 or 35; the 45 cap is not proven to sit in Decree 2.11.621, which a minister presented as fixing concours conditions since 1 January 2012.[^7]
• Teachers. The cap was 30 from 2021 and was raised to 35 for the November 2025 session. A 2026 notice was not published when we checked (late August 2026), so check the current notice.[^6]
• Nationality. The 2025 teacher notice required Moroccan nationality (reported).[^6]

Annotated fictional Moroccan CV

The sample is entirely fictional: person, employers, contacts and numbers. It does not set a legal rule. Replace every item with truthful information.

Salma Alaoui Exemple, Gestionnaire logistique · Tanger · [email protected] · +212 6XX XX XX XX

*Annotation: fictional contacts. A city is enough; add the CIN number only if a form asks.*

Profil: Logistics coordinator with three years of experience in export dispatch, carrier follow-up and customs paperwork for a Tangier industrial zone. Works in French, Arabic and English; basic Spanish.

*Annotation: match the role label to the vacancy. Do not add tools or language levels you cannot prove.*

Expérience: Coordinatrice export, Atlas Fictif Logistique (fictional) · Tanger · Mars 2024 à ce jour

• Prepared about 80 export shipments a month and followed each file until customs release.
• Built a checklist of required documents per destination that cut resubmitted declarations.
• Coordinated drivers and carriers with the Casablanca head office.

*Annotation: employer and figures are fictional. Support real claims with a certificat de travail; the employer must give one on request (Labour Code art. 72).*

Expérience: Assistante administrative, Cabinet Exemple (fictional) · Rabat · Sep 2022 à Fév 2024

• Handled invoices, filing and daily cash sheets.

*Annotation: one relevant bullet beats a long list of duties.*

Formation: Licence en gestion, Université Exemple, Rabat, 2022

*Annotation: the institution is fictional. Keep the official award name.*

Compétences et langues: Excel · transit documents · supplier follow-up · Arabic (native) · French (professional) · English (working) · Spanish (basic)

*Annotation: put the skills the vacancy asks for first.*

Cover letter, references and documents

Lettre de motivation. Three short paragraphs: why this employer, your strongest evidence and when you can start. It is typical for administrative and corporate files, but it is not a legal requirement. Each public notice lists its own documents.[^5]

Identity. Carry your CIN (Moroccans) or passport and residence document (foreigners) to interviews and keep copies in a separate file; do not put numbers or scans on the CV.

Casier judiciaire. Public bodies and some employers ask for an extract of the criminal record (bulletin n°3), issued by the Ministry of Justice and requestable online through the justice ministry's casier judiciaire portal, according to a market guide updated 1 October 2026. Some notices also ask for a fiche anthropométrique from the DGSN (likely). We could not confirm a validity period, so ask the requester how recent the document must be.[^14]

Certificat de travail (art. 72). At the end of employment the employer must give you, within at most eight days, a certificate stating only your entry date, exit date and the posts held; a statement of qualifications or services is added only by agreement of both sides. The Code attaches damages to a refusal. Art. 73 covers the receipt for full settlement (reçu pour solde de tout compte).[^3]

References. Name two referees who agreed to be contacted, and give them when asked.

Foreign diplomas: équivalence, Apostille and regulated professions

Équivalence. Moroccan equivalence rests on Decree 2-01-333 (2001) and an arrêté of 2003 according to a market guide, and a digital platform for equivalence files was announced in November 2023 by SNRT and MAP. Equivalence is mostly used for further studies, concours and regulated professions; it is not published individually in the Bulletin Officiel. Press also reported that French public-university licence, master and doctorate degrees are recognised automatically (June 2025) and that for 2026-27 foreign-diploma holders may enrol in public universities without prior equivalence (Le Matin). We do not quote fees or durations because we could not confirm them.[^16]

Apostille. Morocco acceded to the Hague Apostille Convention on 27 November 2015 and it entered into force for Morocco on 14 August 2016. The HCCH table carries an objection note, so an Apostille is not accepted between Morocco and every member state. Before you order one, check that both countries accept each other's Apostille, and otherwise ask the embassy about legalisation.[^15]

Regulated professions. Equivalence matters most for regulated professions. Ask the ministry or professional body of your profession which documents and conditions apply before you plan to practise; we did not verify any list.

Pay: minimum wage and salary components

The legal minimum wage for non-agricultural work (SMIG) is MAD 17.92 an hour from 1 January 2026 (about USD 1.82 / JPY 286). On the usual 191-hour month that is about MAD 3,423 a month (about USD 348 / JPY 54,600), a calculation that is not in the decree. The agricultural minimum (SMAG) is MAD 97.44 a day (about USD 9.91 / JPY 1,554) from 1 April 2026. Both come from Decree 2.25.983 of 29 December 2025 (Bulletin Officiel no. 7469), which repealed Decree 2.24.1122.[^25] The Code sets the working year at 2,288 hours (art. 184), and on a 26-day month the SMAG comes to about MAD 2,533 (about USD 258 / JPY 40,400), also a calculation.

Net of the CNSS and AMO deductions (6.74%), the minimum wage leaves about MAD 3,192 a month (about USD 325 / JPY 50,900), before any IR. That is a calculation from PwC's published rates.

What this means. Compare offers on gross monthly pay in MAD and ask whether a bonus is guaranteed. A written contract states pay and allowances, so keep your copy. If an advert quotes a figure below the SMIG for full-time work, ask why.

Contracts and probation

Written contract (art. 15). Written contracts are drawn up in two copies with legalised signatures. A written contract also helps you prove your pay and post.[^3]

Contract types (arts. 16 and 17). An open-ended contract (CDI) is the default. A fixed-term contract (CDD) is allowed only in the cases art. 16 lists: replacing an absent employee, a temporary surge of activity, seasonal work, and other cases set by regulation or collective agreement. The "one year, renewable once" fixed term is art. 17 and applies to a new enterprise, a new establishment or a new product outside agriculture; after that the contract becomes open-ended. In agriculture the term is six months renewable, with a total of at most two years. A CDD kept running past its term becomes open-ended. There is no general two-year rule.[^3]

Temporary-work agencies (arts. 495 and 496). A temporary-work agency employs you and places you with a user company, only for replacement, temporary peaks, seasonal work or customary non-CDI work.[^3]

Probation (art. 14). For an open-ended contract the probation is 3 months for cadres, 1.5 months for employees and 15 days for workers, renewable once. For a fixed-term contract it is one day per week of work up to two weeks if the contract is under six months, and one month above six months. After one week, either side ends the probation with 2 days' notice (daily, weekly or fortnightly pay) or 8 days' notice (monthly pay) (art. 13).[^3]

Resignation (art. 34). You resign by written notice with a signature legalised by the competent authority.

Morocco's economy in numbers

*Source: World Bank, World Development Indicators (accessed 26 October 2026).*

The World Bank's ILO-modelled unemployment rate for 2025 is 9.0% and youth (15 to 24) unemployment is 21.9%; personal remittances were 7.5% of GDP. These are modelled estimates, different from the survey measures below.[^2]

National unemployment (HCP). The new HCP labour-force survey (EMO2026) puts strict unemployment at 9.5% in the second quarter of 2026, against 10.8% in the first. In Q2 the urban rate was 11.9%, the rural rate 5.4%, men 8.1%, women 14.8%, ages 15 to 24 27.2% (29.2% in Q1) and holders of advanced diplomas 16.7%. The activity rate is 66.5% for men and 18.1% for women. HCP warns that the series is not comparable with the old one, and the composite labour underutilisation rate is 18.9%. The Q3 2026 figure had not been published on 26 October 2026.[^20]

Inflation. Consumer prices rose 0.5% year on year in September 2026 and 1.0% on August (HCP, 22 October 2026).[^20]

What this means. A competitive market, with high unemployment among young people and women, means a tailored CV and a clean document file matter more than usual. Inflation is low, so pay offers in MAD hold their value; still, ask whether the figure is gross or net.

Work permits and rules for foreign workers

The basic rule (arts. 516 to 521). A foreign employee needs the authorisation of the labour authority, granted as a visa stamped on the work contract. The visa date is the date the contract takes effect, any change to the contract needs a new visa, and the authorisation can be withdrawn. The contract follows the ministry's model (art. 517), states that the employer pays return costs if authorisation is refused (art. 518), and the Code takes international conventions into account (art. 520). An employer who breaks these rules faces a fine of MAD 2,000 to 5,000 (about USD 203 to 509 / JPY 31,900 to 79,700), under art. 521.[^3]

The procedure. Requests go through the online platform TAECHIR of the labour ministry, the only channel since 1 June 2017. Law-firm guides describe an ANAPEC attestation first (the job was advertised and no suitable national was found), then the TAECHIR file, then an entry visa and a DGSN residence card. The 2017 announcement set a ten-day target for the administration's answer, and the whole process is reported to take about three to five months in one law-firm guide; reports differ, so check with the ministry. Since 16 October 2026 the ministry in charge of employment is the Ministry of Employment and Social Dialogue.[^4][^17]

Exemptions from the ANAPEC attestation. Law-firm and press lists mention people born in Morocco, spouses of Moroccans or of legally resident foreigners, long-term residents, company managers and shareholders, artists and athletes, and nationals of countries with establishment agreements (reported for Algeria, Tunisia and Senegal). The lists differ, so ask the ministry.[^17]

Residence (Law 02-03). Dahir 1-03-196 of 11 November 2003 (Bulletin Officiel no. 5162 of 20 November 2003) governs entry and stay. A foreigner needs no card for a stay of up to 90 days (art. 9). The carte d'immatriculation is valid from 1 to 10 years and is renewable (art. 10). A residence card follows 4 years of uninterrupted lawful residence (art. 16), and the spouse of a Moroccan can obtain one (art. 17). We found no law replacing Law 02-03 and no 2026 regularisation campaign (two earlier campaigns took place, in 2014 and 2016 to 2017).[^24]

Sub-Saharan African migrants and refugees. We could not confirm a rule giving recognised refugees direct access to the labour market, and UNHCR registration practice has been irregular in the past, so do not assume it. Ask UNHCR or a legal-aid organisation which document you need before signing a contract.[^18]

Contracts abroad. A work contract abroad concluded through a private agency needs the prior visa of the labour authority (art. 489), and the agency pays the return costs if the contract is not performed for reasons beyond the worker (art. 490).[^3]

Japanese nationals

Japanese nationals need no visa for a stay of up to 90 days; beyond that they must apply for a carte de séjour within 90 days of entry (Japan's Ministry of Foreign Affairs).[^19] Visa-free entry is a short-stay status: a Japanese employee follows the ordinary contract-visa route above (art. 516), then residence under Law 02-03. MOFA counted 450 Japanese residents in Morocco in October 2025 and 817 Moroccans in Japan in June 2025.[^23]

Foreign workers in numbers

The 2024 census counted 148,152 foreign residents, about 0.4% of the population: 59.9% from sub-Saharan Africa (26.8% in 2014), 20.3% from Europe (40% in 2014), 7.3% from the Middle East, 6% from the Maghreb and 4.1% from Asia. The largest nationalities are Senegal (18.4%), Côte d'Ivoire (17.3%) and France (13.8%).[^21] UNHCR registered 7,304 refugees and 15,033 asylum-seekers, 22,337 in all, at the end of 2025. The CESE annual report 2025 cites 13,877 authorised foreign work contracts (ministry hearing, 25 December 2025; period not stated).[^22] The World Bank's migrant stock (111,069 in 2024) is a different measure from the census.[^2]

Labour law: hours, leave, notice and dismissal

The standards below come from the Labour Code (Law 65-99), read in its 2003 text as published, with press checks where noted. Your contract or a collective agreement may be better than the law.[^3]

2026 public holidays

Art. 217 of the Labour Code bars employers from making employees work on paid feast days, and Decree 2.04.426 of 29 December 2004 sets the list for private employers, as amended. Decree 2.26.14 (Bulletin Officiel no. 7480, 5 February 2026) added 31 October, Unity Day (Fête de l'Unité). Religious dates follow the announcements of the Ministry of Habous. For private-sector employees, a second day for Eids and Mawlid depends on the company and the contract.[^28]

Social security: what you pay and what you get

Contributions. CNSS contributions are shared between employee and employer. The table follows PwC Worldwide Tax Summaries (reviewed 30 April 2026) and Upsilon Consulting (reviewed 8 September 2026); the sub-splits of the short-term branch come from secondary sites (likely), and we could not open cnss.ma.

The ceiling is MAD 6,000 a month (about USD 610 / JPY 95,700) for the short-term and long-term branches. Family allowances, AMO and the training tax have no ceiling.[^29]

Pension. Since 1 May 2025 (decree 2.25.265, law 02.24), people retired since 1 January 2023 with at least 1,320 days and fewer than 3,240 days of insurance receive an old-age pension; full-rate vesting starts at 3,240 days. Below the minimum, the insured or heirs can ask for a refund of contributions, according to a CNSS statement reported by MAP.[^30]

Job-loss allowance (IPE). The IPE, in force since 1 December 2014, is reported to require 780 days of contributions over the last 36 months including 260 in the last 12, to pay 70% of the average wage of the last 36 months capped at the SMIG for up to six months, and to require ANAPEC registration and a claim within 60 days. These rules come from press of 2014 to 2018 (likely), and we read no 2025 or 2026 text. We found no source on whether foreigners qualify, so ask the CNSS.[^30]

Maternity. The Code gives 14 weeks of leave (see Labour law); we did not verify how the benefit is paid.

Japan–Morocco. The Japan Pension Service lists 24 social-security agreements in force, and Morocco is not among them, so a Japanese employee in Morocco may owe contributions in both countries. Ask your employer and the Japan Pension Service about any exemption before you go.[^31]

Taxes on employees

Income tax (IR). Residents pay tax on worldwide income. You are resident if you have a permanent home or your centre of economic interests in Morocco, or stay more than 183 days in any 365-day period. The 2026 scale follows PwC (reviewed 30 April 2026) and Finance Law 50.25.[^32][^33]

Deductions and family reduction. The professional-expense deduction is reported at 35% up to MAD 78,000 and 25% above, capped at MAD 35,000 (likely; PwC confirms the 25% and the cap). For 2026, the family reduction is MAD 600 per dependant a year, at most MAD 3,600 (six dependants; about USD 61 and USD 366 / JPY 9,570 and 57,400), taken from the annual tax, for income earned from 1 January 2026 (Finance Law 50.25, Dahir 1.25.67 of 10 December 2025, Bulletin Officiel no. 7465 bis). It is not a monthly amount.[^33]

Illustration only. A net taxable income of MAD 100,000 a year gives tax of MAD 12,000 before the family reduction (10% on 20,000, 20% on the next 20,000 and 30% on the last 20,000; about USD 1,221 / JPY 191,400). Ask your payroll team for the exact figure.

Special regimes (reported by PwC). Resident recipients get an 80% reduction of IR on pensions of foreign source if the pension is transferred to Morocco. Employees of Casablanca Finance City companies pay a flat 20% for up to ten years from 1 January 2026. Two incentives exempt new hires from IR: an exemption on gross monthly pay up to MAD 10,000 for 24 months for up to ten employees in companies created from 1 January 2015 to 31 December 2026, and a separate 36-month exemption for open-ended hires aged 35 or under signed from 1 January 2021 to 31 December 2026. Check with the DGI before you rely on them.[^32]

VAT (consumption tax, not on salary). In 2026 the standard rate is 20% and the reduced rate 10%, after the 7% rate was abolished in 2024 and the 14% rate phased out (reported). VAT is charged on what you buy, not on your pay.[^34]

Local taxes, not a resident tax. Morocco has no local income tax on salaries, unlike Japan's resident tax (住民税, juminzei). Municipalities tax property and premises under Law 47-06 as amended: the taxe d'habitation and the taxe de services communaux (TSC) are managed by the DGI since June 2025 (Law 14-25). According to Upsilon Consulting, the TSC is 10.5% of the rental value in urban communes and 6.5% in peripheral zones, with a 75% abatement on the rental value of a main residence. The taxe professionnelle applies to professional activity, and a salaried employee does not owe it (likely).[^34]

Japan–Morocco tax convention. Japan and Morocco have a tax convention, signed on 8 January 2020 and in force since 23 April 2022. We could not read its employment-income article, so we do not state a day-count rule; check the text with the DGI or Japan's National Tax Agency before you rely on a credit.[^35]

Where to find jobs, recruitment agencies and job scams

ANAPEC programmes. The Idmaj programme was suspended in July 2025. A new Idmaj was launched on 13 March 2026 for young people without diplomas, with a target of 30,000 placements, tax and social-contribution relief and no published terms we could verify. We do not describe other programmes because we could not confirm their status in 2026.[^8]

Recruitment agencies. Private recruitment agencies need an authorisation from the labour authority (art. 477), may not charge job seekers any fee, directly or indirectly (art. 480), and may not accept deposits or guarantees (art. 485). Breaches are fined MAD 10,000 to 20,000 (about USD 1,017 to 2,035 / JPY 159,500 to 318,900), doubled on repetition (art. 494). Temporary-work agencies are covered by arts. 495 and 496. Because the Code bans fees, never pay a recruiter for a job, an interview or a visa.[^3]

Jobs abroad. ANAPEC has recruited seasonal workers for the Huelva farms in Spain since 2005 and said in 2022 that all its services for jobs abroad are free (press).[^37]

Scams. Press and SNRT have reported fake recruiters and campaigns in ANAPEC's name. Red flags: a fee for a job or an interview, an offer that arrives only on WhatsApp, an employer with no verifiable address, and a request to send your passport or CIN scan before an interview. Never give your original passport to an employer or agent; this is advice, not a legal rule. Trafficking in persons is a crime under Law 27-14 (Penal Code art. 448-1 and following).[^37]

Final checks before you apply

• [ ] The language matches the advert (French, Arabic or English).
• [ ] The CV is one or two pages and the strongest evidence is on page one.
• [ ] Every date, degree and language level is true.
• [ ] I decided on purpose whether to include a photo, birth date and marital status; the CIN number appears only where a form asks.
• [ ] I read the concours notice for documents, deadline and age condition.
• [ ] If I am a foreigner, I know the contract-visa route (TAECHIR, art. 516) and my residence document.
• [ ] I checked équivalence and whether both countries accept each other's Apostille.
• [ ] I know the pay basis: gross or net, bonuses, and that the SMIG is MAD 17.92 an hour.
• [ ] The contract is written, in two copies, and I will keep mine.
• [ ] No one asked me for a fee; any agency is authorised under Labour Code art. 477.
• [ ] I will ask for a certificat de travail when I leave.

How to use AIResume

Keep one master CV in AIResume and create a Morocco version for each vacancy: choose French, Arabic or English as the advert asks, drop personal data you do not need, put the strongest evidence for the role first and state language levels truthfully. Export a PDF unless the employer asks for another format, use our ATS-friendly CV guide for file checks, and save the exact version and date you send.

Related AIResume guides

• Job boards in Morocco
• France CV format
• Spain CV format
• Egypt CV format
• Senegal CV format
• Job boards in Tunisia
• Job boards in Algeria
• How to write an ATS-friendly CV

Sources

[^1]: Bank Al-Maghrib, reference exchange rates (rates of 23 October 2026, read 26 October 2026)

[^2]: World Bank, World Development Indicators: Morocco (accessed 26 October 2026)

[^3]: Code du travail (Law 65-99, Dahir 1-03-194 of 11 September 2003), full-text copy hosted by Upsilon Consulting. The copy is the 2003 text; article numbers are likely reliable, and amendments after 2003 are not visible in it

[^4]: maroc.ma, government appointed on 16 October 2026

[^5]: emploi-public.ma (national public-employment portal; counts and notices read on 26 October 2026)

[^6]: Le360, teacher age cap raised to 35 (30 October 2025); Hespress, teacher competition notice (13 October 2025)

[^7]: Le360, age limit for access to the civil service (27 April 2025); Aujourd'hui le Maroc, Decree 2.11.621 on concours (via search summary; likely)

[^8]: Le360, Idmaj launched for 30,000 young people without diplomas; Medias24, Idmaj contracts suspended (29 July 2025) (headline only; text not opened)

[^9]: FNH, personal data law reform interview; Council of Europe, Morocco, 55th state party to Convention 108. The CNDP site could not be opened

[^10]: La Vie éco, Penal Code arts. 431-1 and 431-2 on discrimination (via search summary; likely; official text not read)

[^11]: Bladi, public service and disability, 2 July 2016 (press; likely)

[^12]: Africarrieres, writing a CV in Morocco (a market guide; single third-party source)

[^13]: Medias24, military service law 44-18 (press; likely)

[^14]: Démarches Maroc, extract of criminal record (market guide, updated 1 October 2026; it states no validity period)

[^15]: HCCH, Apostille Convention status table

[^16]: Hespress, recognition of French degrees (June 2025); Le Matin, equivalence lifted for international students; the decree and arrêté numbers come from a market guide (likely)

[^17]: Aujourd'hui le Maroc, the Ministry of Employment launches TAECHIR (2017); Upsilon Consulting, recruiting a foreign employee (reviewed 29 September 2026; law-firm level); CMS, rules on foreign employees. taechir.travail.gov.ma could not be opened

[^18]: AllAfrica, asylum and BRA practice in Morocco (2025)

[^19]: Ministry of Foreign Affairs of Japan, Overseas Safety: Morocco entry and stay

[^20]: HCP, labour market note, second quarter 2026 (EMO2026); HCP, consumer price index, September 2026; the Q3 note was not on the HCP labour-market page on 26 October 2026

[^21]: HCP, Les résidents étrangers au Maroc (RGPH 2024)

[^22]: UNHCR, population statistics API, Morocco, end-2025 (7,304 + 15,033, summed by us); CESE, Rapport annuel 2025

[^23]: Ministry of Foreign Affairs of Japan, Morocco basic data

[^24]: Law 02-03 on the entry and stay of foreigners, Dahir 1-03-196, reproduction of the BO text; no repeal found (likely in force)

[^25]: Bulletin Officiel no. 7469 of 29 December 2025, Decree 2.25.983 on the minimum wage

[^26]: Le360, domestic work law 19-12 (press; likely)

[^27]: Bulletin Officiel no. 7389 of 24 March 2025, Organic Law 97.15 on the right to strike

[^28]: Bulletin Officiel no. 7480 of 5 February 2026, Decree 2.26.14 on public holidays; Ministry of Habous announcements reported by TelQuel, Eid al-Fitr on Friday 20 March, Hespress, Eid al-Adha on Wednesday 27 May, TelQuel, 1 Muharram on Wednesday 17 June and TelQuel, Mawlid on Tuesday 25 August; Le360, list of public holidays including Yennayer (23 November 2023)

[^29]: Upsilon Consulting, CNSS contributions 2026 (reviewed 8 September 2026); PwC Worldwide Tax Summaries, Morocco, other taxes (reviewed 30 April 2026)

[^30]: MAP via AllAfrica, CNSS old-age pension minimum from 1 May 2025 (7 April 2025); Medias24, conditions for the job-loss allowance (2014) (press; likely)

[^31]: Japan Pension Service, social security agreements (24 agreements in force; page updated 27 October 2025)

[^32]: PwC Worldwide Tax Summaries, Morocco individual: taxes on personal income, income determination and significant developments (reviewed 30 April 2026); residence criteria from the PwC residence page and CGI art. 23 via Upsilon Consulting

[^33]: Bulletin Officiel no. 7465 bis of 16 December 2025, Finance Law 50.25

[^34]: Upsilon Consulting, local service tax (TSC) and VAT reform 2024 to 2026 (law-firm level; likely); PwC Worldwide Tax Summaries, Morocco, corporate other taxes

[^35]: Ministry of Finance Japan, list of tax conventions (Morocco: signed 8 January 2020, in force 23 April 2022); the treaty text on mofa.go.jp could not be opened

[^36]: Bladi, paternity leave in Morocco (press; likely)

[^37]: Hespress, ANAPEC and Huelva seasonal workers (2022); Le Matin, ANAPEC alert on fake jobs abroad; SNRT News, recruitment campaigns in ANAPEC's name and fake recruiters (May 2026); Council of Europe, Morocco's Law 27-14 presentation (dahir 1-16-127, BO 6526 of 15 December 2016)

[^38]: Job-board and agency pages checked for access on 26 October 2026 (emploi-public.ma, ReKrute, Emploi.ma, Marocannonces, Stagiaires.ma, Tectra); Dreamjob, Bayt, Indeed, Avito and the recruiters named could not be opened and are not linked