HR software in Morocco: employment contracts, leave and absences for SMEs without an HR department

No HR department: who keeps track of contracts and leave?

In a Moroccan SME with 15 or 40 employees, personnel administration usually falls to the managing director, an office administrator or the accountant, on top of everything else. Contracts sit in a binder, leave is written in a notebook or an Excel file, and each employee's balance is rebuilt from memory on the day someone disputes it.

The result: a fixed-term contract that expires without anyone deciding to renew it, a trial period that ends with no review, two warehouse staff off during the same busy week. HR software does not replace the manager's judgement; it puts the dates and figures in front of them in time.

• CDD, ANAPEC or internship end dates discovered too late
• Trial periods that end without a decision
• Leave granted verbally, with no written record
• Balances recalculated by hand, then disputed

How is paid leave calculated in Morocco?

The usual legal rule gives employees 1.5 working days of paid leave per month of service, or 18 days a year. This is increased by 1.5 days for each full five-year period of seniority, without the total exceeding 30 working days. An employee with 11 years of seniority is therefore entitled to 18 + 3 = 21 working days a year: two full five-year periods are complete, and the eleventh year does not yet open a third.

SOGESTIO applies this rule from each employee's hire date. The balance it shows reflects the days earned month by month during the year, the leave already taken and the requests still pending. The table below gives the annual entitlement by seniority band; the 30-day cap is reached at 40 years of seniority.

Employees under 18, employees with less than six months of service and more favourable terms in a contract or collective agreement follow other rules, so have your leave policy reviewed by an employment lawyer or by your chartered accountant.

Working days and public holidays: a November 2026 example

Paid leave is counted in working days, Monday to Saturday: Sunday, the weekly rest day, is not counted, and neither are public holidays. SOGESTIO automatically excludes fixed-date public holidays such as 1 January, 1 May, 30 July (Throne Day), 6 November (Green March) and 18 November (Independence Day).

Example: an employee takes leave from Monday 2 to Saturday 7 November 2026. The period covers six days from Monday to Saturday, but Friday 6 November is a public holiday, so SOGESTIO deducts 5 working days from her balance, not 6, a detail often missed in a spreadsheet.

Religious holidays (Eid al-Fitr, Eid al-Adha, Islamic New Year, the Prophet's Birthday) follow the lunar calendar and their dates are only set shortly beforehand. They are not excluded automatically: when a leave period includes one, check the count case by case, for example by splitting the request on either side of the holiday.

CDI, CDD, ANAPEC, internships, temp work: contracts tracked to their end date

Each employment contract is recorded with its type (CDI permanent contract, CDD fixed-term contract, ANAPEC integration contract, internship or temp work), the position, start date, end date, end of the trial period, gross salary and weekly working hours. Any contract other than a CDI requires an end date, which prevents incomplete records.

SOGESTIO flags contracts and trial periods that are about to end, ahead of the date, so the manager has time to confirm the employee, renew the CDD, offer a permanent contract or prepare the departure. Rules on contract length and renewal depend on the situation, so have your contract templates reviewed by an employment lawyer.

• Contract type, position, start and end dates
• Trial period end tracked separately
• Alert before a contract or trial period ends
• Successive contracts of the same employee kept on file

Leave requests: an approval workflow instead of a verbal yes

A leave request is entered with its dates and reason. SOGESTIO counts the working days, checks that paid leave does not exceed the available balance and rejects a period that overlaps leave already booked. Other absences (sickness, unpaid leave, maternity, paternity) are recorded the same way without reducing the paid-leave balance.

When the approval workflow is switched on, each request waits for a manager's decision before it is granted, and nobody can approve their own request. The same workflow also handles employee expense claims, which have a page of their own.

Personnel records, payroll and confidentiality

Each employee's file starts from their record: staff number, national ID card (CIN), CNSS number, position, hire date, base salary, family situation and bank details (RIB). The hire date drives seniority, and therefore leave entitlement, and the same record feeds SOGESTIO's payroll, where payslips are produced with CNSS, AMO and income tax.

This is personal data: role-based permissions restrict access to personnel files, each company is isolated on the server side and the audit log records who did what, and when.

Which plan includes HR management?

The Human Resources module is included in Pro, at 449 DH/month or 4,490 DH/year excl. VAT, together with payroll, accounting, banking and purchasing, for one company and up to 10 software users. Groupe, at 990 DH/month excl. VAT, covers three companies, each with its own staff, and up to 30 users. Starter does not include HR. The 14-day free trial needs no bank card and no commitment.