Section 7. Worker Rights
a. Freedom of Association and the Right to Collective Bargaining
The constitution provides workers with the rights to form and join unions, strike, and bargain collectively, with some restrictions.
The law prohibits antiunion discrimination and prohibits companies from dismissing workers for participating in legitimate union-organizing activities. Courts have the authority to reinstate workers dismissed arbitrarily and may enforce rulings that compel employers to pay damages and back pay. Trade unions complained that the government at times used the penal code to prosecute workers for striking and to suppress strikes.
The law prohibits certain categories of government employees, including members of the armed forces, police, and some members of the judiciary, from forming and joining unions and from conducting strikes. The law excludes migrant workers from assuming leadership positions in unions.
The government generally respected freedom of association and the right to collective bargaining. Employers limited the scope of collective bargaining, frequently setting wages unilaterally for most unionized and nonunionized workers. The law allows independent unions to exist but requires 35 percent of the employee base to be associated with a union to permit the union to be represented and engage in collective bargaining. Domestic NGOs reported that employers used temporary contracts to discourage employees from affiliating with or organizing unions. Unions can legally negotiate with the government on national-level labor issues. At the sectoral level, trade unions negotiated with private employers concerning minimum wage, compensation, and other concerns. Labor disputes were common and, in some cases, resulted from employers failing to implement collective bargaining agreements and withholding wages.
The law concerning strikes requires compulsory arbitration of disputes, prohibits sit-ins, and calls for a 10-day notice of a strike. The government may intervene in strikes. A strike may not occur over matters covered in a collective contract for one year after the contract commences. The government has the authority to disperse strikers in public areas not authorized for demonstrations and to prevent the unauthorized occupancy of private space. Unions may neither engage in sabotage nor prevent those individuals who were not on strike from working.
The government did not adequately enforce labor laws, particularly inspections. Inspectors reported that their role as mediators of labor conflicts significantly limited the amount of time they can spend proactively inspecting worksites, and remediating and uncovering violations. Inspectors do not have punitive power and cannot independently levy fines or other punishments. Only action by the public prosecutor that results in a judicial decree, can force an employer to take remedial actions. Penalties were considered insufficient to deter offenses. Enforcement procedures were subject to lengthy delays and appeals.
Most union federations affiliated with political parties, but unions were generally free from government interference.
b. Prohibition of Forced or Compulsory Labor
The law prohibits all forms of forced or compulsory labor and prescribes penalties of a fine for the first offense and a jail term of up to three months for subsequent offenses; these penalties were not commensurate with those prescribed for analogous crimes such as kidnapping.
The domestic workers law provides protections to domestic workers, including limits on working hours and a minimum wage. Penalties for violating the law start with a fine and, in cases of repeated offenses, can include one to three months’ imprisonment.
Labor inspectors did not inspect small workshops with fewer than five employees and private homes where many such violations occurred, as the law requires a warrant or permission of the owner to search a private residence. The law establishes a conciliation process for labor inspectors to handle disputes between domestic workers and their employers, but the law lacks time limits for a resolution. Labor inspectors reported their small numbers, scarce resources at their disposal, and the broad geographic dispersion of sites limited their ability to enforce the law effectively.
Reports indicated that forced labor, especially of children, occurred (see section 7.c.).
c. Prohibition of Child Labor and Minimum Age for Employment
The law establishes a minimum age for employment and the government enforced the law. A law passed in 2016 that became effective in 2018 prohibits children younger than age 16 from working as domestic servants and strictly limiting the work of children younger than 18. The overwhelming majority of child laborers worked in rural areas, according to the government’s statistical agency, the High Planning Commission. Punishments for violations of the child labor laws include criminal penalties, civil fines, and withdrawal or suspension of one or more civil, national, or family rights, including denial of legal residence in the country for five to 10 years. Penalties were not sufficient to deter violations. The Ministry of Labor and Vocational Integration continued to conduct child labor inspections in the formal economy across the country, but the government reported it remained concerned about child labor violations in the informal sector, including potential forced child labor crimes. The government reported that, overall, labor inspections suffered from insufficient personnel and resources to address child labor violations, including potential child trafficking crimes, throughout the country. Furthermore, there was no national focal point to submit complaints about child labor or forced child labor and no national mechanism for referring children found during inspections to appropriate social services.
The labor code does not apply to children who work in the traditional artisan or handicraft sectors for businesses with fewer than five employees or to those who work on private farms or in residences. Some children became apprentices before they were 12, particularly in small, family-run workshops in the handicraft industry and in the construction industry and mechanic shops. Children also worked in hazardous occupations as designated by law (see section 7.e.). These included fishing and, in the informal sector, in textiles, light manufacturing, and traditional handicrafts. Children’s safety, health conditions, and wages were often substandard.
The government adopted Law 51.17, which requires the government to enact compulsory education for children between the ages of four and 16 by 2025, and significantly increased the number of prosecutions related to the worst forms of child labor, from five cases in 2018 to 170 cases in 2019. The law prohibits the employment of children younger than age 16 in dangerous labor; however, it does not prohibit all of the worst forms of child labor. The law does not specifically prohibit the use, procuring, or offering of a child for illicit activities, in particular for the production and trafficking of drugs. In some cases employers subjected children to the worst forms of child labor, including commercial sexual exploitation (see section 6, Children); forced domestic work; and forced labor in the production of artisan products and construction.
Children in Western Sahara engaged in the worst forms of child labor, including agriculture and forced domestic work; they also produced artisanal handicrafts. Laws related to the minimum age for work and the use of children for illicit activities do not meet international standards and government programs that target child labor did not fully address the problem.
The Moroccan government continued to invest in education in Western Sahara through the Tayssir cash assistance program and continued to provide child protection services through the second phase of the National Initiative for Human Development Support Project. Residents of Western Sahara received more assistance per capita from this program than persons living in internationally recognized Morocco.
d. Discrimination with Respect to Employment and Occupation
The labor code prohibits discrimination against persons in employment and occupation based on race, religion, national origin, color, sex, ethnicity, or disability, including physical, sensory, intellectual, and mental disability. The law does not address age or pregnancy.
Discrimination occurred in all categories prohibited by law, Women are prohibited from working in occupations that present a risk of excessive danger, exceeds their capacity or is likely to undermine their morality, such as jobs in quarries and underground in mines, or engaging in work that exposes them to the risk of falling or slipping as well as work in a constant squatting or leaning position, work or activities using asbestos and benzene and any other activity exposing them to dangerous chemical agents.
Migrant worker organizations reported that some migrants, particularly those from sub-Saharan African countries, experienced discrimination in hiring, wages, or conditions of employment. These workers often reported employer noncompliance with low or unpaid wages, excessive hours of work, restricted movement, dangerous and difficult work conditions. Even after obtaining a residence card, their vulnerability was reinforced by lack of access to the formal economy, pushing them to the margins of society. Most lived in crowded rooms in dilapidated neighborhoods, while others slept on the streets, in cemeteries, and forests.
e. Acceptable Conditions of Work
The minimum wage was above the poverty line. The law provides for a 44- to 48-hour maximum workweek with no more than 10 hours work in a single day, premium pay for overtime, paid public and annual holidays, and minimum conditions for health and safety, including limitations on night work for women and minors. The law prohibits excessive overtime. An April 2019 tripartite agreement between the government, employers, and unions stipulated a 10 percent minimum wage increase per month phased into two 5 percent increases. The first occurred in 2019, and the second was planned for July. In a July 27 press release, the General Confederation of Enterprises of Morocco called on companies “in difficulty” to postpone the wage increase to preserve jobs and avoid layoffs and suggested only companies in sectors not affected by the COVID-19 crisis should implement the second 5 percent wage increase.
Occupational health and safety standards, reviewed and enforced by the Ministry of Employment and Vocational Integration, are rudimentary, except for a prohibition on the employment of women and children in certain dangerous occupations. The law prohibits persons younger than age 18 from hazardous work in 33 areas, including working in mines, handling dangerous materials, transporting explosives, and operating heavy machinery.
Many employers did not observe the legal provisions regulating conditions of work. The government did not effectively enforce basic provisions of the labor code, such as payment of the minimum wage and other basic benefits under the National Social Security Fund. The country’s labor inspectors reported that although they attempted to monitor working conditions and investigate accidents, they lacked adequate resources, preventing effective enforcement of labor laws.
There were no major workplace accidents during the year. There were, however, numerous media reports of accidents, sometimes fatal, on construction sites that lacked inadequate safety standards or safety equipment. In the formal sector, workers can remove themselves from situations that endangered health or safety without jeopardy to their employment, and authorities effectively protected employees in such situations.