General principle :
As a rule, the worker is compulsorily subject to the social security system of the country where the company is located.
As a rule, the worker is compulsorily subject to the social security system of the country where the company is located.
However, the provisions of the Social Security Conventions make it possible to apply the legislation of the country of usual work for seconded employees for a specific period. Two situations can arise:
1- Case of a detachment in Morocco
Initial detachment
Presentation of the person concerned to the institution to which he belongs to apply for the form relating to the certificate of the continuation of the subjection to the social security system of the country of his usual work before starting his activity in Morocco.
Extension of detachment
Presentation by the company to which the seconded employee reports the request for extension to the affiliation institution.
Communication of the request by the liaison agency or the competent authority of the country of usual employment to the Directorate of Social Protection of Workers (DSPW) of the Minister of Labor and Professional Integration.
Examination of the request by the DSPW in coordination with the CNSS. Where applicable, documents for the processing of the file may be requested from the foreign social security liaison agency, namely:
Transmission of the response directly to the requesting liaison body.
2- Case of detachment in a foreign country
Initial detachment
Presentation of the person to the CNSS to issue him the certificate of subjection to the Moroccan social security system before starting his activity abroad.
Extension of detachment
Presentation by the applicant’s company of the extension request to the DSPW.
Dispatch by the DSPW of the request for extension of the maintenance of subjection to the Moroccan social security system to the foreign liaison agency concerned.
In case of acceptance of the application, a certificate of the maintenance of subjection is issued by the CNSS for the extension period.
Country | Initial duration | Length of extension |
---|---|---|
FRANCE | 36 month | 36 month |
BELGIUM | 12 month | 12 month |
NETHERLANDS | 12 month | 12 month |
SPAIN | 36 month | The duration may be determined by the competent authority of the place of secondment |
SWEDEN | 36 month | Non renewable |
GERMANY | 36 month | 36 month |
DENEMARK | 36 month | Until work is completed |
LIBYA | 12 month | Renewal year by year |
TUNISIA | 36 month | Until work is completed |
CANADA | 36 month | 24 month |
PORTUGAL | 36 month | 24 month |
QUEBEC | 36 month | 24 month |
LUXEMBOURG | 12 month | 12 month |
ALGERIA | 12 month | Until work is completed |
EGYPT | 36 month | Until work is completed and 36 months maximum |