Presented by: Supervised by :

JAIL ABDOULMOGHIT Mr. BOUZAINI

ELMASTOUR ABDERRAHIM
EL MACHICHI IKRAM
 CONTENTS
Introduction

Part 1 /Employment from a legal perspective:

A. The legal framework of employment:
1. Public sector employment
2. Private sector employment
B. Employment contract:
1. The different types of employment contract
2. The essential components of employment contract

Part 2/ Employment from a practical and economic perspective :

A. Practical perspective :
1. Curriculum Vitae
2. Recrutement process
B. Economic perspective :
1. The importance of employment in economy
2. An overview of the Moroccan labor market

Conclusion

1
Introduction

Employment is a crucial aspect of human life, providing individuals with the means
to sustain themselves and their families. It is not only a source of income but also
a way to contribute to society and improve one's quality of life.
Employment can be defined as a paid mutual work arrangement between a recruiter and an
employee. This term applies to an individual who is hired for a salary or compensation to
initiate work or tasks for an organization. Although the employees can negotiate certain items
in an employment agreement, the terms and conditions that are included are mostly
determined by the employer. This agreement could also be ended by the recruiter or the
employee.
An employment agreement for an individual employee can be a verbal exchange, written
email, or job offer letter. The offer of employment can be implied in an interview or written
in a formal, official employment contract.

The concept of employment has evolved over time, influenced by changes in technology,
globalization, and social norms. In modern times, employment is often characterized by formal
contracts between employers and employees, which outline the terms and conditions of work.

Understanding the complexities and nuances of employment is crucial for policymakers,

businesses, and individuals alike, as they navigate the challenges and opportunities presented
by technological advancements, demographic shifts, and evolving labor market trends.

so, what is the legal arsenal that regulates employment? And how can employment
contribute to the promotion of economic growth then to the achievement of social inclusion?

2
Part 1 /Employment from a legal perspective:
Employement in Morocco is regulated by a wide range of laws that protect the rights of both
employers and employees. First we will talk about the legal framework for employment, then
we will talk about the employment contract.
First, we will talk about the legal framework for employment (A), then we will discuss the
employment contract (B).

A. The legal framework of employment:

There are several national legal sources of employment in Morocco, to protect the rights of
both employees and employers. In this context, a distinction is made between public sector
employment (1) and private sector employment(2).
1. Public sector employment :
The public sector is the part of a country's economy which is controlled or supported
financially by the government. The public sector in Morocco offers a wide range of job
opportunities, including positions in government agencies, public schools, hospitals, and other
public institutions.
Some of the most common jobs in the public sector in Morocco include civil servants, teachers,
doctors, nurses, police officers, and firefighters…etc.
The public sector in Morocco is a major employer, accounting for a significant proportion of
the country's workforce. public sector employment is governed by the Moroccan labor code
and regulated by ministry of labor and vocational training.
In fact, the public sector employment is regulated by several laws and regulations. Some of
the main laws that govern public sector employment in Morocco include :
• Law No. 50.05 amending and supplementing Dahir No. 1-58-008 on the general status of
the civil Service : It covers various aspect, including the legal conditions of civil servants,
organization of the civil service, the rights and duties of civil servants, mobility of civil servants,
disciplinary sanctions…etc.
• Law 65.99 on labor code : It covers various aspect of employment, including working
conditions, wages, social security, and occupational health and safety. It also provides
for the right to organize and collective bargaining.
These laws and regulations help to ensure that public sector employment in Morocco is fair
and transparent. They also provide for the protection of employee rights and the promotion
of ethical behavior in the public sector.
Working in the public sector in Morocco comes with several benefits, including job security,
competitive salaries, and access to comprehensive benefits packages, such as health insurance
and retirement plans.

Overall, employment in the public sector in Morocco offers many benefits and opportunities
for those looking for stable, rewarding careers.

3
 2. Private sector employment :
Private sector employment refers to jobs that are provided by non-governmental
organizations, such as company or corporations, small businesses, and non-profit
organizations. These jobs can range from entry-level positions to executive roles.
The private sector is a vital component of any economy, as it provides the majority of jobs and
contributes significantly to economic growth.
Morocco is a country with a growing private sector that employs a significant portion of the
population. The government has put in place various legal measures to regulate employment
practices in the private sector and ensure the protection of workers' rights;
• The Labor Code is the primary legal framework governing employment in Morocco's private
sector. It outlines the rights and obligations of both employers and employees, including
provisions on working hours, wages, leave, termination, trade unions …etc.
the Code has also given great importance to the field of occupational health and safety,
discrimination, child labor and other fields.
• Law n° 1-72-184 relating to the social security system, it sets out the rules and regulations
governing social security contributions, benefits and services for employees, including
healthcare, pension and family allowances.
• Law n° 114-13 relating to the auto-entrepreneur regime. It was adopted to reduce the
unemployment rate and encourage business creation. Is a legal status that allows individuals
to start a small business with simplified administrative and tax requirements.
While the legal arsenal regulating the employment private sector in Morocco is extensive,
enforcement mechanisms can be weak or ineffective. Many employers violate labor laws with
impunity, and workers may face retaliation for reporting violations. To address these issues,
the government has implemented various measures to improve enforcement, such as
increasing inspections and fines for non-compliance. However, more needs to be done to
ensure that workers' rights are protected and enforced.

B. Employment contract:
An employment contract is a legally binding agreement between an employer and an
employee used to define the working relationship. it can use one to outline the employee’s
role and responsibilities within the business as well as to outline their compensation and any
benefits they might receive.

While an employment contract can technically be as simple as a handshake agreement, it is

more common (and advisable) to create a written contract.

1. The different types of employment contract

Among the most used employment contracts in Morocco we find: The permanent contract
(CDI), the fixed-term contract (CDD), the foreign employment contract, the temporary
employment contract (Interim) and the professional integration contract (ANAPEC).

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  The Permanent Contract – CDI
The CDI contract is one of the most common employment contracts in Morocco. As its name
suggests, it does not specify an end date for the contract.
At the start of the activity, the employee undergoes a trial period in which the contract can be
terminated, without any notice or compensation. Thus, the trial period is renewable only once
according to article 14 of the labor code and its duration is variable:

 Three months for executives and similar,

 A month and a half for employees,
 And 15 days for workers.

In addition, a permanent contract must contain the following elements: The start date, the
trial period, the notice period, compensation, labor conditions, the position entrusted to the
employee and the different arrangements made by the company in relation to social and
material benefits.

Even if the duration of the contract is indefinite, its termination is possible at any time. If this
rupture comes from the employer, it is a dismissal, otherwise it is a resignation.
In accordance with Article 43 of Law No. 65 – 99, the notice period in the event of unilateral
termination of a permanent contract is set according to the seniority of the employee as
follows:

 Less than one year:

o 1 month for executives and similar
o 8 days for employees and workers
 Between 1 year – 5 years:
o 2 months for executives and similar
o 1 month for employees and workers
 More than 5 years:
o 3 months for executives and similar
o 2 months for employees and workers

 The Fixed-Term Contract – CDD

The fixed-term contract is one of the employment contracts used periodically, it is intended
to complete a specific job such as the increase in the company's activity in the case of seasonal
work, the replacement of an employee, etc.

The fixed-term contract also includes a trial period at the start of work which cannot exceed:

o For a contract of less than 6 months: one week maximum

o For a contract longer than 6 months: one month

In accordance with the labor code, the maximum period of the fixed-term contract is set at
one year and is only renewable once.

5
The law does not provide for a notice period for this type of contract since it ends at a fixed
deadline.

However, in the event that one of the contracting parties decides to terminate the contract,
it must pay damages to the other party equivalent to what it would have earned if the contract
was continued to its end.

If the duration of a fixed-term contract extends beyond one year, the contract will be
automatically transformed into a permanent contract.

On the contrary, for the agricultural sector, the fixed-term contract can last 6 months and is
renewable several times, provided that it does not exceed two years in total.

 The foreign employment contract

The foreign employment contract is intended only for foreigners residing in Morocco for work
purposes. In accordance with article 516 of the Moroccan labor code , employers who want
to recruit a foreign employee must have authorization from the government authority
responsible for labor, the latter is granted in the form of a visa affixed to the employment
contract .

Thanks to this contract or authorization, the employee will have the right to work legally in a
company established on Moroccan territory. The duration of the contract is subject to the
validity of a visa which must be renewed. Even if the employee works for a long period in a
structure and has signed a permanent contract, in the event of termination of the contract,
Moroccan law considers that the foreign employment contract is equivalent to a fixed-term
contract since its validity depends on the visa affixed to it.

The foreign employment contract conferring a equivalence of rights between Moroccan

employees and foreign employees. Thus, the latter will have the right to terminate a
permanent contract and also to benefit from severance pay in the event of termination of
their contract by the employer.

 The temporary employment contract (Interim)

The temporary employment contract is one of the employment contracts generally carried
out between a temporary employment agency, the employee and the company. The temp
agency positions itself as an intermediary for the company that calls on it for occasional needs.
In addition, the agency is responsible for finding competent employees who will go on
assignment to the company under the cover of the agency.

A temporary employment contract must absolutely mention the following information: The
duration of the mission, the place of execution, employee qualifications, the reason justifying
the use of a temporary worker, details about the position, trial period and remuneration, the
membership number of the National Social Security Fund of the temporary employment
agency and the employee's CNSS membership number.

6
Since the temporary contract is for specific activities, it ends at the end of the mission and can
be renewed if necessary by the agency. Also, the temporary worker can terminate his contract
by contacting the temporary agency.

 The professional integration contract – ANAPEC

It is a training-integration internship agreement which differs from the CDI and the CDD. The
professional integration contract is part of the IDMAJ program set up for the benefit of young
graduates with or without professional experience. Thus, the maximum duration of the
ANAPEC contract is set at 24 months, subject to renewal.

Likewise, the candidate is only allowed to have one ANAPEC contract in his career. However,
in the event of termination of their first ANAPEC contract during the first 6 months, the
candidate will be able to benefit from a second contract, while deducting the exhausted
months.

By using this contract, the employer benefits from an exemption from payment of employer
and employee contributions due to the CNSS. The candidate is therefore not covered by social
security, but he can benefit from AMO services. The ANAPEC contract can lead to the
conclusion of a permanent contract, if the employer has confidence in the skills and profile of
the candidate.

In order to benefit from an ANAPEC professional integration contract, the candidate must hold
a baccalaureate, a higher education diploma or a professional training diploma and be
registered with ANAPEC.

2. The essential components of employment contract

Although there is no set standard for employment contracts, there are common elements that
should be included in employment contracts so that expectations are clear.

The essential components of employment contracts typically include:

Parties involved: Names and contact details of both the employer and the employee.
Job title and description: Clear description of the position and duties.
Salary/wage: Details of compensation, including payment frequency and any bonuses
or benefits.
Work hours: Expected hours of work, including any overtime arrangements.
Duration of employment: Whether the contract is permanent, temporary, or for a
specific project.
Probationary period: If applicable, details of any trial period.
Location of work: Where the employee will be expected to work, including any remote
work arrangements.
Leave and holidays: Entitlement to vacation days, sick leave, and public holidays.
Confidentiality and non-compete clauses: Agreements regarding the protection of
company information and restrictions on working for competitors.
Termination conditions: Conditions under which the contract can be terminated,
including notice periods.

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 Grievance procedure: Process for resolving disputes between the employer and the
employee.
Other clauses: Such as intellectual property rights, health and safety obligations, and
any additional terms specific to the job or industry.

Part 2/ Employment from a practical and economic perspective :

Employment, from both practical and economic standpoints, is a fundamental pillar of any
society. It not only provides individuals with opportunities for personal and professional
growth but also contributes significantly to economic development by generating income,
fostering innovation, and driving consumer spending.
We will first talk about employment from the practical perspective (A), and then we will talk
about employment economic perspective (B).

A. Practical perspective :
From a practical perspective, navigating the realms of curriculum vitae (CV) and the
recruitment process is essential for both job seekers and employers. A CV acts as a snapshot
of an individual's professional background, showcasing their skills, experiences, and
qualifications. Simultaneously, the recruitment process serves as a structured pathway for
employers to identify and select the most suitable candidates for vacant positions. This initial
interaction between job seekers and employers lays the groundwork for building successful
professional relationships and fostering organizational growth.
1. Curriculum Vitae
CV stands for curriculum vitae, which is Latin for “course of life.” In some countries like India,
South Africa and Australia, a CV and resume are interchangeable. However, in the United
States and many parts of Europe, a CV is a detailed outline of your academic career and
accomplishments.
 WRITING A CV :
In the United States, you may need a CV to apply for a teaching or research position. If you’re
applying for a job outside the US that requests a CV, you can send your resume.
Writing a CV may seem easy, but in reality there are several conditions that a job seeker
ignores in order to write a CV that would increase job opportunities.
Here are seven basic steps for writing a CV:
1. Create a header with contact information:
The header should be at the top of the page and include your name, phone number and email
address so employers immediately know who you are and how to reach you.
2. Write a professional summary:
Your professional summary is a short bio that introduces you to the reader. This section sums
up your best qualifications and explains your ideal career path.

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3. Detail of education:
Since a CV is often used for the academic job search process, it’s important to include a section
on your educational history. List your education in reverse chronological order, with your most
recent degree first. Include both degrees you’ve earned and those you’re pursuing.
4. Provide the work experience:

Detail all your practical work experience so your prospective employer can see your career
path, including: Full-time and part-time employment, Internships, Research projects, Lab work
,Volunteer work, Field experience, Include the title of your position, the name and location of
your employer and employment dates. Below this, list two to three bullet points that explain
your job duties.
5. List your relevant skills:
List any abilities that apply to the potential job, such as foreign languages or a type of software.
Try to include skills that relate to the job description to make yourself a more desirable
candidate.
6. Include additional sections:

CVs are usually longer than resumes so you can detail all the achievements relevant to the
potential role. Add sections as needed to list all of your accomplishments, including:
Publications, presentation and lectures, community service, grants, fellowships or
scholarships, awards and honors, professional memberships, consulting work, fieldwork,
study abroad experience, conferences
7. Describe your personal interests (optional):
You can choose to include a brief description of your hobbies and interests. Including a few
hobbies may help you form a personal connection with the hiring manager.
 THE CRUCIAL ROLE OFA STRONG CV IN MAXIMIZING JOB OPPORTUNITIES :
In today's competitive job market, a standout curriculum vitae (CV) plays a pivotal role in
unlocking a plethora of career opportunities. As employers sift through numerous
applications, a compelling CV serves as the gateway to capturing their attention and securing
coveted positions. Here’s why having a robust CV is indispensable for maximizing job
prospects:
Building Credibility and Trust: A polished CV instills confidence in employers regarding your
capabilities and professionalism. It serves as a testament to your career trajectory, education,
training, and certifications, validating your qualifications for the position. By presenting a
coherent narrative of your professional journey, you establish credibility and foster trust with
potential employers, laying the groundwork for fruitful collaborations.

Opening Doors to Networking Opportunities: A compelling CV extends beyond traditional job

applications, serving as a powerful networking tool. Whether shared on professional
networking platforms or during informational interviews, your CV acts as a conversation
starter and facilitates meaningful connections with industry peers and potential employers.

9
Leveraging your CV to showcase your expertise and aspirations can lead to valuable career
opportunities and mentorship relationships.
Adaptability and Continuous Improvement: In a dynamic job market characterized by
evolving industry trends and technological advancements, a strong CV underscores your
adaptability and commitment to lifelong learning. Regularly updating your CV to reflect new
skills, certifications, and professional accomplishments demonstrates your proactive
approach to career development. By staying abreast of industry changes and enhancing your
qualifications, you position yourself as a competitive candidate poised for success in any
professional landscape.

2. Recrutement process

Recruitment is the process of finding and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when their applications submitted. The
result is a pool of applicant from which new employees are selected.

 Recruitment process in the public sector :

Recruitment constitutes a strategic process in managing the professional life of a government

employee, and is based on organizing an employment test to select new skills that meet the
specifications of the job to be filled according to merit1.

The employment policy in the Moroccan public sector falls within the framework of
implementing the provisions of Chapter 31 2 of the Constitution relating to the principle of
equality between citizens in accessing public jobs according to merit. On the other hand, in
implementation of Article 22 of the General Law for the Public Sector, which specifies the
employment examination as a general rule for joining the public sector.

These are some of the legal texts regulating recruitment in the public sector:

 Circular of the Head of Government No. 14/2012 relating to the modalities of

management of recruitment competitions in public employment

 Decree No. 2.11.621 of 28 hija 1432 (November 25, 2011) establishing the conditions
and modalities for organizing recruitment competitions for public employment as
amended

 Decree No. 2.12.90 of 8 Joumada II 1433 (April 30, 2012) relating to the diplomas
required for access to the different grades provided for by the specific statutes
 Decree No. 2.15.770 of 5 kaada 1437 (August 9, 2016) establishing the conditions and
modalities of recruitment by contracts in public administrations

1
https://www.mmsp.gov.ma/fr/nos-metiers/recrutement
2
« The State, public establishments and local authorities work to mobilize all means available to facilitate equal
access for citizens to the conditions allowing them to enjoy the rights:...- access to public functions according to
merit;… »

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  Recruitment process in the private sector:

The recruitment process can be summarized in the following stages :

Identification of vacancy: The recruitment process begins with the human resource
department receiving requisitions for recruitment from any department of the company.

Preparation of Job Description and Job Specification: A job description is a list of the general
tasks, or functions, and responsibilities of a position.

A job specification describes the knowledge, skills, education, experience, and abilities you
believe are essential to performing a particular job.

Selection of sources: Every organization has the option of choosing the candidates for its
recruitment processes from two kinds of sources: internal "is a practice allowing the company
to offer a position to a candidate employee, already in place in the structure" and external "
When the company deems it necessary to hire a new employee, it can call on a candidate from
outside the structure " sources.

Advertising the vacancy: After choosing the appropriate sources, the vacancy is
communicated to the candidates by means of a suitable media such as television, radio,
newspaper, internet, direct mail etc.

Managing the response: After receiving an adequate number of responses from job seekers,
the sieving process of the resumes begins.

B. Economic perspective :
Employment plays a critical role in promoting social and economic development in Morocco
(A), but there are significant challenges that need to be addressed to ensure that all members
of society have access to decent and productive employment opportunities (B).
1. The importance of employment in economy
Employment is a critical component of every economy of the world, as its impact is felt across
a range of economic and social indicators, from GDP growth to poverty reduction and social
stability. When people are employed, they can earn income and contribute to the economy
through their spending, which supports businesses and creates demand for goods and
services. Some of the key social and economic aspects of employment include:
Income: Employment provides individuals with a source of income, which is essential
for meeting basic needs such as food, housing, and healthcare, and improving overall
quality of life.
• Social inclusion: Employment can contribute to social inclusion by providing
individuals with a sense of purpose, identity, and belonging, as well as opportunities
for social interaction and engagement.

11
 Health and well-being: Employment can have positive impacts on physical and mental
health, including reducing the risk of chronic diseases and improving overall well-
being.
Skill development: Employment can provide individuals with opportunities for skill
development, training, and career advancement, which can increase their earning
potential and improve their long-term employment prospects.
Economic growth: Employment is a key driver of economic growth in Morocco, as it
contributes to the production of goods and services, generates tax revenue, and
creates opportunities for innovation and entrepreneurship.
Social cohesion: Employment can contribute to social cohesion by reducing inequality,
promoting social mobility, and fostering a sense of shared responsibility and mutual
support.
2. An overview of the Moroccan labor market
The Moroccan labor market is diverse and complex, with various factors influencing its current
state. According to the High Commission for planning (HCP), the situation of the labor market
in 2022 has seen a relative improvement in urban areas and remains impacted by the effects
of drought in rural areas3. With the creation of 150,000 job positions in urban areas and a loss
of 174,000 in rural areas,
the national economy has thus lost a total of 24,000 job positions between 2022 and 2023,
after losing 432,000 in the conditions of the Covid pandemic in 2020 and creating 230,000
positions in 2021
A quick look into the Moroccan job landscape shows that the key sectors of the Moroccan
economy that offer job opportunities in 2022 include:
Agriculture: Morocco has a large agricultural sector, which employs a significant
portion of the country's workforce (29.3 %). Jobs in this sector include farming,
livestock production, and fisheries.
Manufacturing: Morocco has been actively developing its manufacturing sector (12%),
particularly in areas such as automotive manufacturing, electronics, and textiles. Jobs
in this sector include production line workers, engineers, and managers.
Services: The services sector is a growing source of employment in Morocco (47.4%),
particularly in areas such as finance, IT, and telecommunications. Jobs in this sector
include customer service representatives, software developers, and financial analysts.
Construction: With ongoing infrastructure development and urbanization, the
construction sector is also a significant employer in Morocco (11,2%). Jobs in this
sector include architects, engineers, and construction workers.

3
https://www.hcp.ma/La-situation-du-marche-du-travail-en-2022_a3661.html

12
  The challenges:
There are several key challenges of employment in Morocco, including:

High unemployment rates: Unemployment remains a significant challenge in

Morocco, with an overall unemployment rate of 11.8% in 2022, according to the High
Commission for Planning (HCP). Youth unemployment is particularly high, with a rate
of 32.4% for young people aged 15-24 in the same year.
Informal economy: The international monetary fund (IMF) defines the informal
economy as the comprising activities that have market value and would add to tax
revenue and GDP if they were recorded 4. In Morocco, a significant proportion of
employment is in the informal economy, where workers often lack job security, social
protections, and access to training and development opportunities. This can limite
economic growth, as well as exacerbate social inequality. The informal sector in
Morocco is characterized by a range of activities, which are not registered or regulated
by the government, including street vending, small-scale agriculture, construction, and
domestic work. Workers in the informal sector typically have low levels of education
and skills, and often lack access to social protections such as health care and pensions.
Skills mismatch: There is often a mismatch between the skills demanded by employers
and those possessed by job seekers, which can limit opportunities for job creation and
economic growth. This is particularly the case in high-skilled sectors such as
information technology, where there is a shortage of skilled workers.
Gender disparities: Women in Morocco face significant barriers to employment,
including discrimination, limited access to education and training, and cultural norms
that prioritize their domestic responsibilities over paid work. As a result, women have
lower labor force participation rates and higher unemployment rates than men.
Regional disparities: There are significant disparities in employment opportunities
between urban and rural areas, with rural areas facing particularly high rates of
unemployment and underemployment.
Impact of COVID-19: The COVID-19 pandemic has had a significant impact on the labor
market in Morocco, with some sectors experiencing job losses and others facing labor
shortages.
 The opportunities:
The Moroccan government has recognized the importance of employment as a key driver of
economic development. Therefore, it has launched various initiatives to address the main
challenges and promote job creation, including programs to support entrepreneurship and
innovation, improve vocational training, and attract foreign investment.
There are several key opportunities for employment in Morocco, including:
Emerging sectors: Morocco has identified several emerging sectors with high potential
for job creation, including renewable energy, aerospace, and automotive

4
https://www.imf.org/en/Publications/fandd/issues/2020/12/what-is-the-informal-economy-basics

13
 manufacturing. These sectors are attracting foreign investment and offer
opportunities for skilled workers.
Digital economy: Morocco is investing in developing its digital economy, which offers
opportunities for job creation in areas such as software development, e-commerce,
and digital marketing.
Tourism: Morocco is a popular tourist destination, with a rich culture, history, and
natural beauty. The tourism sector offers opportunities for employment in areas such
as hospitality, tour guiding, and cultural heritage preservation.
Agriculture : Agriculture is an important sector in Morocco, employing around 25% of
the workforce. The sector offers opportunities for job creation in areas such as food
processing, agribusiness, and sustainable agriculture5.
Infrastructure projects: Morocco is investing in large-scale infrastructure projects,
such as the development of new ports, airports, and high-speed railways. These
projects offer opportunities for skilled workers in areas such as engineering,
construction, and transportation.
Entrepreneurship : Morocco has a growing ecosystem of entrepreneurship and
innovation, with a number of programs and initiatives to support startups and small
businesses. These programs offer opportunities for entrepreneurs and skilled workers
in areas such as technology, social entrepreneurship, and green business 6.
Outsourcing and foreign investment have been crucial in boosting the employment economy
of Morocco. These initiatives have created many job opportunities for young Moroccans,
especially in the IT sector. The Moroccan government has been proactive in implementing
policies to attract foreign investors to the country, and this has led to the establishment of
many free trade zones and industrial parks. These zones have provided incentives to foreign
investors, and many multinational companies have set up their production units in these
zones, creating jobs for thousands of Moroccans.

5
https://www.ilo.org/wcmsp5/groups/public/---ed_emp/documents/publication/wcms_837377.pdf
6
https://competitivite-pacc.ma/wp-content/uploads/2020/12/Infographies-PACC-Auto-entrepreneur-11-
2020.pdf

14
Conclusion
In conclusion, employment plays a vital role in our economy, our society, and our individual
well-being. It is through employment that we earn a living, build our careers, and contribute
to the growth and development of our communities. Unfortunately, while the Moroccan job
market has seen some improvements in recent years, challenges remain. Unemployment and
underemployment rates are still high, particularly for youth, women, and those with higher
education degrees. However, with continued efforts to improve the job market and the overall
economy, there is hope for a brighter future for employment in Morocco.

15
 Table of contents
Introduction........................................................................................................................................2
Part 1 /Employment from a legal perspective: ....................................................................................3
A. The legal framework of employment: ......................................................................................3
1. Public sector employment : .................................................................................................3
2. Private sector employment : ................................................................................................4
B. Employment contract: .............................................................................................................4
1. The different types of employment contract ........................................................................4
 The Permanent Contract – CDI .........................................................................................5
 The Fixed-Term Contract – CDD .......................................................................................5
 The foreign employment contract ....................................................................................6
 The temporary employment contract (Interim) ................................................................6
 The professional integration contract – ANAPEC ..............................................................7
2. The essential components of employment contract ................................................................7
Part 2/ Employment from a practical and economic perspective : .......................................................8
A. Practical perspective : .............................................................................................................8
1. Curriculum Vitae .....................................................................................................................8
 WRITING A CV : ................................................................................................................8
 THE CRUCIAL ROLE OFA STRONG CV IN MAXIMIZING JOB OPPORTUNITIES : ...................9
2. Recrutement process ......................................................................................................... 10
 Recruitment process in the public sector : ..................................................................... 10
 Recruitment process in the private sector: ..................................................................... 11
B. Economic perspective : .......................................................................................................... 11
1. The importance of employment in economy ......................................................................... 11
2. An overview of the Moroccan labor market ........................................................................... 12
 The challenges: .............................................................................................................. 13
 The opportunities: ......................................................................................................... 13
Conclusion ........................................................................................................................................ 15

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