Who Really Benefits From a Morocco End-of-Service Indemnity Calculator (Article 52)
Reviewed by the FreeOnline.fyi team · Updated 2026-09-11
Most people meet the Moroccan end-of-service indemnity — indemnité de fin de ser
Most people meet the Moroccan end-of-service indemnity — indemnité de fin de service, تعويض نهاية الخدمة — at the worst possible time: the day the termination letter arrives, or the week you hand in your resignation and someone from HR says "we'll settle it at the end of the month." That sentence is a blank cheque unless you already know roughly what the figure should be.
That is the whole reason we built the Morocco end-of-service indemnity calculator. It takes three things you already have — your last gross monthly salary and your hire and exit dates — and returns a MAD total in well under a minute, on a phone, with no account and no email address.
The people who get the most out of it are not lawyers.
The people who get the most out of it are not lawyers. They are employees checking an offer before signing a settlement receipt, small-business owners in Casablanca or Agadir who have never run this calculation before, and bookkeepers who need an auditable figure to put in a final payslip.
Moroccan Labour Code (Law 65-99) Article 52 does not work with "one month's salary per year." It works in hours of wage, and the number of hours credited per year grows with seniority. The calculator follows that structure exactly.
First it converts your salary into an hourly wage: last gross monthly salary div
First it converts your salary into an hourly wage: last gross monthly salary divided by 191. That 191 is the statutory monthly reference for most non-agricultural activity (2,288 hours a year, divided by 12, rounded). So a 5,000 MAD salary is treated as about 26.18 MAD per hour.
Then service is sliced into tranches: 96 hours of wage for each of the first 5 years, 144 hours for each of years 6 to 10, 192 hours for each of years 11 to 15, and 240 hours for every year beyond 15. A final partial year is prorated by months, and any unpaid leave you enter is deducted from the service duration before anything is calculated. Every tranche is shown as a row — years, hours per year, hours, amount — so you can argue with the arithmetic rather than with the result.
Take a 5,000 MAD last gross salary, an hourly rate of about 26.178 MAD, and thre
Take a 5,000 MAD last gross salary, an hourly rate of about 26.178 MAD, and three different exit dates.
After 3 years of service: 3 × 96 = 288 hours, which comes to roughly 7,539 MAD. After 8 years: 5 × 96 = 480 hours for the first tranche plus 3 × 144 = 432 hours for the second, so 912 hours, roughly 23,874 MAD. After 12 years: 480 + 720 + 384 = 1,584 hours, roughly 41,466 MAD.
Notice how much of the total sits in the later tranches.
Notice how much of the total sits in the later tranches. A career of 18 years earns 480 + 720 + 960 + 3 × 240 = 2,880 hours — more than triple the hours of a 6-year career — which is why guessing "a month per year" usually undershoots long service badly. If you want to reproduce these, run the same dates through the calculator and compare your totals with the tranche table.
Two inputs in the advanced panel change the outcome more than people expect. "Hours per month" defaults to 191, but some collective agreements and sector-specific rules use a different reference, and part-time arrangements can behave differently again — if your contract names a figure, use it. "Unpaid leave months" subtracts directly from seniority, so a two-year sabbatical is not neutral.
The total is also deliberately narrow.
The total is also deliberately narrow. It is the Article 52 indemnity only. It does not include notice-period compensation (indemnité de préavis), the balance of unused paid leave, damages a labour court might award for abusive termination, or any CNSS/AMO and income-tax treatment of the settlement. Fixed-term contract endings have their own rules rather than this tranche scale.
And entitlement is a legal question, not an arithmetic one. Whether an indemnity is owed after a resignation, a mutual agreement or a dismissal for serious misconduct differs, and the calculator will happily compute a figure in situations where nothing is legally due. Treat the number as the statutory formula applied to your dates — not as a verdict on your case.
The practical move is to keep the paper trail in parallel with the calculation:
The practical move is to keep the paper trail in parallel with the calculation: your contract, the hire date on your first payslip, the last few payslips showing gross salary, and any written notice or resignation letter. If your employer's figure is lower, ask for their tranche breakdown in writing. If it is higher, check whether they have bundled in notice pay and leave encashment, which are easy to confuse with the indemnity itself.
For anything contested, the labour inspectorate and the tribunal du travail are the real referees, and the Moroccan Ministry of Labour and the Bulletin Officiel publish the underlying text. Verify important figures before you sign a receipt: signing a "reçu pour solde de tout compte" for the wrong amount is far harder to undo than checking it first.
When you need other small utilities while you are sorting out paperwork — compre
When you need other small utilities while you are sorting out paperwork — compressing a scanned contract under an upload limit, for example — the rest of the free online tools on FreeOnline.fyi run in the browser with the same no-signup approach, and nothing you type leaves your device.